Part IV of our eBook: A Guide to Planning Your Hiring Budget & Maximizing Recruiting Spend takes you a step further by breaking down the costs of the programs and systems you need or use and how they will impact your overall budget.
You want to get the best of the best into our candidate pool, you'll get the best results using some type of program or system. These systems cost money and whether it's posting on job boards or creating a CRM (or adding to one) or installing and maintaining proper recruitment analytic tools, your budget is going to be strained. Prevent this from happening even more by figuring out what your company really needs. What can you do in-house and what tools does your team need to be successful? This all depends on if you post a job, how you organize your applicants and the number of positions you're hiring for. The bigger the number, the more help you'll need from talent management or acquisition systems.
Now, if you’re new to this, you may be wondering what kind of system works best for your company. Take a look at these different recruitment program specialties to see where your needs might fit in. (note: it is possible that you need a combination of these. If that is the case, finding a source that covers multiple aspects is ideal!)
Any of these, as well as many others, are great places to start when honing in on what your company may need. They will help your company better recruit, help manage events, ensure your candidates are engaged and also help assist with diversity hiring initiatives. Be aware that the costs for these systems will differ depending on how you use them, what aspects of the program you need, and especially if you decide to go with an all-in-one system.
For your benefit, be sure to do extensive research, participate in a demo, as well as report your findings to the rest of your team. Grasping a complete understanding of what each product provides while also obtaining outside insight and knowledge will help you in determining the best fit.
Besides systems, you may also be looking at other areas of job advertising and those can cost quite a lot as well. Again, it’s important to determine which ones work best to find the specific talent you are looking for. However, it is equally important to put your job ad out there to be as accessible as possible. For example, pick job boards that focus on the industry you are hiring for. Or, if you are going after a younger generation, scouting out local colleges and focusing heavily on social media may be the way to go.
Job or company placements you may want to consider:
How to Improve:
No budgeting exercise is complete without potential costs and budget for improvement. The world of TA Technology continues to grow and evolve at an exciting rate. What could you add to your toolbox to make recruiting at your organization even better? Some places to improve:
About Jeanette Maister:
Global talent acquisition technology leader with extensive experience in global talent acquisition, applicant tracking systems & recruiting technology, recruiting metrics and process. Deep insight into all aspects of campus recruiting strategy. Recognized for driving growth and helping clients transform their recruiting efforts.Back to Recruitment blogs
Social Hire - the Social Media Agency for recruiters and small businesses. With outstanding Social Media Agency reviews on Google and exceptional client retention rates, the team at Social Hire really do know what works (and just as importantly, what doesn’t work). Why not engage a Social Media Agency that not only gets results, but that does so for a third of the cost of employing an in-house Social Media Manager? Simply click "Book a Call" to speak to one of our friendly team.