Sunday, March 22, 2009

Recruiting For Less - Ten Proven Techniques

By Tricia Folliero

Hands tied when it comes to getting more money for recruiting? Although recruiting is a vital component to any growing company, economic worries are slashing many budgets. Here are ten cost effective ways to get qualified candidates through your doors.

1. Employee Referral Program

30-40% of all hires should come through a well-designed ERP. Statistics prove that by revamping your ERP, you could at least double your response rate.

2. Professional Associations

This is the best kept secret for connecting with highly targeted, highly qualified candidates. If you do a little research on the web, you can find a professional association that links with virtually every position.

3. Social Events

Look for recruiting opportunities at upcoming local social events such as antique fairs, balloon festivals, outdoor concerts, town BBQs, etc.

4. Boomerangs

Keep track of employees who've left your organization. Within six months to a year, contact them to see if the grass wasn't really greener on the other side.

5. Close Seconds

Candidates that you almost hired should be sent an occasional letter or company news brochure to keep your firm in their mind for a future match.

6. First Day

While the names of coworkers are still fresh in their minds, be sure to ask new hires if they have friends from their last employer who might be interested in making a change.

7. Retirees

Contact retirees six months to a year after they leave to see if they'd like to work part-time.

8. Bring your friend to work day

Have a company event and encourage employees to bring a colleague who might be interested in working there.

9. Acceptance

When a candidate accepts a position, ask them what helped them make a decision. This information can be used in attracting others for the same position.

10. Direct Mail

As people are inundated with digital communications, coming home to a funny or thought provoking printed piece may be the key to getting through to passive candidates. Use an open house for the call to action.

Tricia Folliero is a Vice President for Sanna Mattson MacLeod Inc. (, a marketing and advertising firm, and directs their recruitment advertising division. She has more than 15 years experience in such areas as employer branding, recruitment marketing, hiring process re-engineering, web solutions and staffing technologies. She holds a BA in Business Administration from Stony Brook University, is a member of the Society of Human Resources Management, and serves as Chairperson of the One-Stop Committee of the New York State Department of Labor's Workforce Investment Board

No comments:

Post a Comment

Executive Prospectus Growing Your Business > Marketing