All companies wish to hire a solid team of qualified workers, but recruiting people is one of the most expensive parts of owning a business. A survey by the Society of Human Resource Management or SHRM reveals that the average cost to hire across different companies is over 4,000 US dollars.

It’s no surprise how the numbers add up, considering that there are both external and internal costs involved. These may include expenses for posting on job boards, onboarding the new hire, using a recruitment agency, and getting HR workers to do overtime.

If you are a small to medium enterprise that is aiming to recruit top talent without spending a whole month’s worth of wages, here are a few tips to help you achieve this without compromising the quality.

Go after the undervalued experts

There’s no law that states you must hire only college graduates in your organisation. Individuals who are familiar with your tools or who possess the necessary skills are great options. In most cases, they are the most willing to solve problems and take on challenges proactively.

Offer a slew of worker benefits

Younger generations like millennials and Gen Z care more than about their salaries. They’re also thinking about what they will learn, experience, and develop from an employer before accepting an offer. They appreciate perks that consider aspects such as paid time-off, maternity benefits, and training courses.

Get an accurate message across

Individuals who are interested in working for your company will get a sense of your values, mission, and vision while sending in their application. To attract professionals who suit your company culture, communicate your objectives to them through your social media or blog posts.

Know where to find ideal candidates

Figure out what makes the best employee for your needs, including the experience and skills they must possess. Next, think about where you may be able to locate them, be it industry forums or technical job boards. Facebook has groups where web developers, copywriters, and the like gather so you may try there.

Look into part-time employees

The greatest advantage to hiring a part-time worker is that you won’t have to pay them a full-time salary so you save on operational expenses. One idea is to find someone from another country who has the right qualifications. They may work for you for a few hours per week until you decide to hire them full-time.

Be creative with job listings

People who are willing to become part of a pioneering team aren’t like your average workers, so you won’t be able to attract them through typical methods. To appeal to top talents, get creative with your job descriptions while ensuring that the tasks and expectations are clear.

Cut back on interview expenses

Asking candidates to show up at your physical office can be expensive and complicated due to social distancing restrictions. Make the interview process easier and cheaper by turning to video call or conference tools like Zoom or Skype. This makes it possible to interview people outside of your city or country too.

Speed up the decision process

Providing an excellent candidate experience is just as important as other aspects of the recruitment process. If you take too long to get back to your shortlisted applicants, they may turn to your competition so you have to start over. Keep them updated on where they are at and delegate tasks to the right people in your organisation.

Ask around your employees

When you’re in a hurry to fill a vacant position due to looming deadlines, it’s a good idea to have a referral program. The primary benefit is that your workers already know the person so it saves you time with background checks. The candidate already knows about your business thanks to their acquaintance too.

Give convincing reasons to apply

Make the most of what makes your company a great place to work at, such as flexible schedules or paid paternity leaves. Many people decide to apply for a job because of the reputation of the organisation hiring so give your branding a much-needed boost.

Access your professional connections

Spread the word that you are searching for individuals to add to your team. Your peers in the same industry may have referrals that are worth looking into, like someone who has worked for them before. You’re sure to find someone who is in your specific field this way too.

Use technology where possible

Don’t make the mistake of investing in complicated software to hire your first team or avoiding using innovations altogether. Instead, use tools where you think they may help you, such as when you’re scheduling emails or interviews. Startups benefit from software like Trello when tracking applicants.

Offer full-time remote arrangements

Compared to large enterprises, startups can afford to be more dynamic and flexible with their company culture. Remote workers would be a better fit compared to traditional employees, so make it part of your offering when hiring. There is a myriad of skilled and talented people in other countries who suit your needs.

Let us put together a team for you!

Filling vacant positions can be hard for organisations that are starting out and therefore have a tight budget. Allocating funds for each part of the hiring process doesn’t have to be complicated when you partner with Remote Workmate for your recruitment needs.

We will take into consideration what your business structure is like and what you need in terms of personnel. We’ll look at our existing talent pool for candidates worth endorsing then do more screening if nobody meets your requirements.