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Recruiting new staff is an expensive outlay for any company, and the costs of actually advertising for the roles is just a small part, so it is critical that a business does this in the most efficient way possible.

Of course one of the chief reasons for recruiting, apart from expansion, is that a member of your team has decided to leave. Evidently one of the best ways to evade recruitment costs altogether is to keep staff turnover down to a minimum. Wages is not the best way to accomplish this, despite popular opinion, it is much better to invest in a robust and effective continuous professional development plan for staff, allow progression wherever possible and ensure that employees feel estimed. Team building events and investing in staff development will really make a difference here in a way that pay increases seldom do. Another way to keep hold of staff is to be flexible in your rules. Allowing part time working, flexi time and unpaid leave can all help to hold on to a important staff member who is struggling with other commitments. It may also be possible to let some staff Work From Home depending on their role and this is becoming easier with the enhancement of technology.

Of course you will never be able to eradicate the need for recruitment altogether, particularly if your business is expanding and developing in new areas. So keeping the costs of that recruitment down is important. Plan your recruitment strategy well, make sure that all areas of the business are contacted to establish the whole businesses recruitment requirements and address them all in one go. Having one push is far more cost effective than many smaller campaigns. You will get a better quote from a recruitment consultant if they are helping you on one large campaign and select one who has a strong Internet Business as they are likely to be more cost effective than a smaller, high street company.

There is also the option to advertise your vacancies yourself. You can do this on the internet on one of the many Online Jobs sites and you can of course go for the more traditional approach of a newspaper advert. Often a direct campaign online works very well if it is seen by people looking for work as they are pleased to see the actual employer visible. So many jobs these days are listed on recruitment consultants sites and the job seeker has trouble evaluating the role without spending a lot of time with the consultant. It sometimes seems that there are “generic” jobs on these sites just there to ensure the job seeker makes contact with the recruitment consultant. So as long as you can ensure that your online advertisement is observable by people searching for a new role it can often be a very productive way of recruiting.

The final point is to make sure the correct choice in personnel is made. An individual who is over qualified for a job, or who has ambitions that cannot be satisfied within your business will be an expensive choice. While they may do a great job initially they will probably move on to another company as soon as it suits them, leaving you with the whole procedure to face again.

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