Multi-Source Recruiting Strategy for Reduced Costs and Increased Productivity

April 08, 2019

The most critical resource in an organization is the people. You can have the latest technologies and the best products to sell, but when the personnel who run and manage them are of sub-par quality, it’s almost impossible to work productively.

Today, there are multiple sources of recruitment that you can utilize to increase productivity and lower costs. In this article, we’ll discuss the current trends in employee recruitment and how you can leverage them to reduce costs and increase productivity.

In general, there are several types of employment, such as full-time, part-time, limited time (contract), and on-call. Depending on the position, the responsibilities, the required skill sets, and the projects or tasks involved, you can choose to recruit them by yourself internally, leveraging crowdsourcing, or through a recruiting solution.

If you intend to hire by yourself using your own organization’s resources, there are at least 4 ways to do so. While it may sound possible, on average, it takes a few weeks to a few months. For some positions, it might even take as long as 6 months.

1. Hiring Internally

One of the most popular ways of hiring full-time employees is through hiring internally and by conventional referrals from past and current employees. Hiring internally would work well for full-time positions with current employee candidates as a promotion opportunity.

However, when the skill sets required for the new position aren’t readily available among current employees, hiring internally isn’t possible. This would leave you to hire externally with various tools.

2. Through Referrals

Once you’ve recognized well-performing employees, most likely they’d have relatives and friends who’re also as reliable as they are. Thus, it’s quite common for having employee referrals for both full-time and part-time positions.

However, again, it’s also only possible for positions with skill sets that are readily available among the referrals. Hiring through referrals is limited to common skill sets that don’t require much vetting, screening, and pre-testing.

3. Online Job Boards

Posting online job vacancy ad on various job boards seems instantaneous and common. There are all kinds of online job boards, including specialized ones, like those for technical and creative jobs.

Once you’ve posted the vacancy ad, most likely, you’ll be receiving tens or hundreds of applicants. This alone would require dedicated personnel to screen, vet, and review the resumes and cover letters. If the position requires specific hands-on skills, like programming or other technical skills, the selection process is even longer, and the cost per hire would escalate significantly.

4. Leveraging Social Media Crowdsourcing

Another popular option is leveraging social media crowdsourcing for recruitment. It may sound simple, but it’s less targeted, and the applicants might not be of the expected quality.

For instance, if you announce a job vacancy on Twitter or Facebook, due to the limited scope of personal accounts, those who’re connected to you might not be interested nor have the skills, while those who have skills and are looking for a new job might not be aware of your posting. You may reach more targeted networkers if you post paid ads, which can be costly for reaching a wide audience.

5. Networking, School Referrals, and Internship

The good-old networking, school referrals, and internship programs can be good sources of candidates if the position involved doesn’t require specific hard-to-find technical skills, like Appian, PEGA, Full Stack, and other programming skills. Hiring technical professionals requires a particular recruiting technique, which also involves hands-on pre-testing.

Also, relying on networking, referrals, and internship would require a lot of effort on your part to source and convince people to apply, which isn’t ideal when you need a quick source of ready-to-work and experienced candidates.

6. Contract-to-Hire

Fortunately, in today’s economy, hiring full-time and part-time employees isn’t the only option. The business cycle and trends in specific industries dictate recruiters to be creative in sourcing per-project consultants, who are readily available, experienced, and passionate in what they do.

In general, for employers, the benefits of hiring contractors or freelance employees include hourly pay, reduced overhead, no employee benefits, fewer legal liabilities, and no long-term commitment. Of course, you can choose to hire them by yourself through the above sources, or you can outsource the overall recruitment to a professional and experienced recruiting solution.

What are the advantages of hiring through a recruiting solution like Flashii?

1. Decreased Costs

Calculate the total man-hours spent on sourcing, screening, vetting, assessing, interviewing, and onboarding new hires. Most likely, you’ll find the total cost to be enormous. By having Flashii taking over the tasks, you’ll be able to decrease costs considerably.

2. Faster Turnaround

Hiring one employee can take anywhere from weeks to months. By having a recruiting solution like Flashii to work on your behalf, we can have the consultant ready to be deployed within days.

3. Ready Pool of Pre-Vetted and Pre-Tested Experienced Candidates

All our consultants are pre-vetted and pre-tested to ensure their hands-on expertise in the required technical skills. This alone would have saved you a lot of time and resources, as they’re ready to perform professionally from day one.

In conclusion, the latest trend in recruitment allows the organization to improvise on their hiring needs. They can combine full-time, part-time, on-call, and independent contract arrangements, which allow for more cost-efficient budgeting.

Recruiting contractors might as well be the answer to your search for solutions that decrease costs, increase productivity, and flexibility in project deployment and management. Let Flashii handles your needs for experienced technical consultants.

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