Ducking and diving the hidden costs of recruitment

'The hidden costs of recruitment' is a phrase often bandied about by recruiters, but most are yet to fully get a grip on them.

Here, we'll shine a light on some of those costs and provide you with some useful tips to make sure they stay hidden once and for all!

Let's get started.

What are these hidden costs and how can I avoid them?

These are the top three areas that contribute to the hidden costs of recruitment and keep recruitment pros awake at night:

1. Keeping candidates sold on your job

There's nothing quite like a candidate ditching your job after you've made them an offer.

You spend hours scouring the market, hand-hold them through your processes and persuade the higher-ups to take a punt. Then, they toddle off, taking a decent chunk of your recruitment budget with them.

It's a hard truth, but it's your job to keep them super-keen about working at your company. This all comes down to creating a glitzy, desirable employer brand.

Put yourself in your candidates' shoes and look at your company's online presence. Does your brand scream opportunity, progression, dynamism and mutual support, or is it just a bit tired, corporate and stale?

Then, think about candidate communications. Is your process confusing and are candidates waiting too long for answers? What can you do to make the process more fluid and get an ongoing dialogue up and running?

2. Getting candidates up to speed

Blowing your recruitment budget to land the best candidates is all well and good, but don't forget you still need to settle them in.

Until they're firing on all cylinders, you could well end up forking out more on their salary than they're contributing towards your business. And, solving this calls for more cash still.

Put your onboarding processes under the microscope to wave 'goodbye' to this trend. Look for opportunities to do two things: standardise the process, and start the process earlier.

After every round of hiring, jot down what info or formal training candidates need to make a strong start. Create special training documents and processes to pass this knowledge on to the next set of candidates.

And, don't just sit around waiting for their first day. Set them some homework by sending over your training docs in advance and getting them to make a start in their own time.

3. Cutting down on admin time

Posting job ads, communicating with candidates, prepping documents and the like - it all adds up in terms of admin time. And, just in case you haven't heard, time is money.

Thankfully, it's really not that hard to dial down your admin time with some snazzy new recruitment tech. Here's an amuse-bouche of how Logic Melon's recruitment tech can save you time (and money):

• Send out all your job ads with one click
• Search multiple job boards at the same time
• Conduct video interviews to reduce your face-to-face interviews shortlist
• Schedule interviews and manage applications automatically with a single programme
• Build a talent pool to give you a head-start next time round

Use these simple tips to break free from the hidden costs of recruitment once and for all.