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Outsourcing Recruitment: 10 Signs Your SMB Needs Help

Outsourcing Recruitment 10 Signs Your SMB Needs Help

Outsourcing recruitment is a phrase that, as a SMB owner or leader, probably made you cringe at the dollar signs from what you know of recruiting agencies and recruiting platforms. But what if we could tell that you the old, huge retainers or large bounty models are being put down by newer firms that understand what SMBs need- reasonable prices and no hidden fees. That aside, how do you know when it’s time to outsource your recruitment process?

Here are the top 10 signs that your SMB needs to consider hiring an outside perspective for recruiting:

  • Sign 1: The People You Hire are Fired within 6 Months
  • Sign 2: The People You Hire Quit within 12 Months
  • Sign 3: You Are Losing Candidates “To The Process”
  • Sign 4: You are Hiring for More Than 2 Positions
  • Sign 5: You are Hiring for Specialized or Technical Role(s)
  • Sign 6: You are Spending over 15 Hours/Week Recruiting
  • Sign 7: Your Time to Hire is Over 60 Days
  • Sign 8: You Lack a Recruiting Message or Employment Brand
  • Sign 9: You Only Hire Applicants
  • Sign 10: You’re Not Using Technology to Recruit

Let’s start with perhaps the most obvious sign you need recruitment help: most of the people you hire need to be fired pretty quickly.


Employee turnover, which is the fancy term for the number of people that leave your business (whether fired or quit), is a major cost center for many SMBs. It is especially costly if you are having to fire employees, and fire them quickly after hiring them. This is because the employee likely hadn’t even brought value to the company yet within their first 6 months, so not only do you have the recruiting costs, but you have the costs of training and lost time, plus the liability of firing someone and potentially needing to provide severance or engage an attorney.

Zane Benefits estimates that the cost of employee turnover for even a $10/hour job are over $3,000… and for a salaried, managerial position, you are looking at $20K and more per employee that turns over!

Outsourcing your recruitment process, or even bringing a recruitment expert in to analyze why you are hiring the wrong people, can save you a boatload of money in the long run when you think about employee turnover costs.

But what about if people quit on you constantly?


The second sign your SMB might want to outsource recruitment is that your employee turnover problem is from people quitting within their first year. Even with the current rampant stereotype that millennials and generation Z are “job jumpers”, the studies show that, if employees are happy, no matter what their age, they will stay with your business.

If you are losing people to other jobs or to burn out within a year’s time, you should certainly be considering outsourcing recruitment, as well as potentially looking for an HR or change management consultant so that you can dig deeper into the true, albeit potentially messy, roots of voluntary turnover.

Want a free 1 hour HR and recruiting consultation from certified HR professionals? Click here!

Another common recruitment problem is that you can’t seem to get to the actual hire.


Whether you are the only one who can do the actual hiring for your company, or if you have a process that takes awhile, if you find you are losing candidates to the length of your process, you should consider outsourcing recruitment. Why? Because recruitment consultants move more quickly than SMBs can and have things like offer letters, background check providers, and more on the ready so that when you find that dream candidate you don’t lose them to another offer, a competitor, or to self-doubt about changing jobs altogether. Recruiters can also be helpful to “keep a candidate warm”, sending them feelers on where else they are looking and what’s going on in their lives so that they can give you insight into how quickly you need to move.

However, it’s hard to move quickly at all at an SMB if:


If you have 1 HR person or if you have a leader who is the HR person plus their role (usually falls to the CEO or CFO) and you also have more than 2 positions open, you should strongly consider outsourcing recruitment. Especially if both of those positions are managerial or salaried roles, that alone can be a 20+ hours/week commitment while those roles are open in order to get the right candidates in the door.

This is when an outsourcing recruitment can be helpful, especially if you contract a company like 4 Point Consulting. When you need 4 Point’s services, you can turn the switch on… and when you don’t, you can turn it off, so that you save money and time, but also get to the hires without overburdening your current HR person or your managers.

This is even more true if:


With talent in technical fields hovering at an estimated zero to 3% unemployment rate (which some have speculated is voluntary unemployment), if your SMB is looking for technical talent or other specialized roles, outsourcing recruitment makes sense in order to save you time, and in order to find the right people since these are not active job seekers.

But wait? Nervous about the whopping 20-40% finders’ fees that many agencies slap you with? Don’t be. Look for an SMB-focused agency like 4 Point Consulting (who charges by the hour with capped maxes or a flat fee that is 10% or less), or consider hiring a contract recruiter as a temp employee at an hourly rate. Try looking on Upwork or other freelancer websites for contract recruiters in this space.


Similar to signs 4 and 5, if you are spending over 15 hours/week on recruiting, that’s 15 hours per week or more than you aren’t spending on clients, spending on growing your business, spending on doing the things that probably made your business grow enough to recruit. If this happens year round, that is almost 20 weeks of recruiting time. Outsourcing recruitment can get you this time back, which essentially is a part time job (perfect for a recruiter!).

Did we mention also that professional recruiters move faster? So not only might you get this 20 weeks of time back, but a professional recruiter should be able to move around twice the pace of you, plus they can also cut down on time to hire.


Unless you are recruiting for a software engineer or a certain strategic member of the C suite, a SMB should be able to capably hire people in 60 days or less for any position. Managerial roles usually should take around 45 days (2-3 weeks to post/find candidates, 2-3 weeks for interview phases, 1 week for the offer to be accepted); lower level roles should be done in 30 days time. If you outsource your recruitment process, this time can become even more compressed and you can hire even more quickly.


Any good recruiter will tell you that they are, inadvertently, in sales. Which means that every role, every company or client of theirs should have a pitch and a brand. Is the company a tech startup that allows dogs in the office and has Beer Fridays? Is the client a buttoned up investment firm that has the Rolls Royce version of all benefits known to man (but you are going to sleep at the office)? These are recruiting messages that make up an employment brand. Even from these cursory two examples, you are probably picturing the type of person who works at each of those places.

If you just realized that your SMB has no employer brand or recruiting message, this could be a huge part of why you are missing the mark with candidates needing to be fired, quitting, or being lost to other offers. When you outsource your recruitment, the recruiter or agency should work with you to figure out what your message is and what kind of employee you want working for you to create their pitch to candidates… and better yet, not waste your time on applicants or candidates who don’t fit that pitch!

4 Point Consulting takes it a step further; we are a data-driven company and we A/B test messages to our sourced candidates to make sure we make the most of our time working on your positions.

Not sure what sourced candidates are?


Speaking of applicants, is that the only pool of people you have time to consider? While there can be some great applicants out there where it’s a right place/right time situation and someone is ready for their next move, recruiters add huge value from sourcing passive candidates. Sourcing is the fancy term for finding passive candidates who may not be actively looking, but whom look like a perfect fit for your role. They usually are the best hires, especially for managerial level roles or above, as they have a strong work history and are actively choosing to come work for you (versus running away from a bad situation).

Here are 4 Point Consulting, we even just do sourcing for some of our clients who prefer to do the outreach and phone screens on their own. You would be amazed what 10, 20, 30 hours of sourcing passive candidates for a profile can do for the quality of your hire and for the cultural match of the candidate to your company!


If you are still waiting for employee referrals and resumes to come to your “”… well, we have got to get you into 2017 where technology is the best way (and almost the only way) to effectively recruit. From having a large database of qualified candidates to making sure your job postings actually make it to job boards, outsourcing recruitment can be a sure fire way to get your recruiting process into 2017 and make the most of the technical advantages out there (without you having to deal with setting it all up!).


Whether you related to 1 or all 10 of these signs, we’d like to invite you for a free 1-hour recruitment process consultation with 4 Point Consulting. SMBs attract passionate talent, from millennials who say believing in the mission of their company is crucial to their happiness to seasoned professionals who are in danger of corporate burn out. Here at 4 Point Consulting, all we work with are SMBs who take care of their people, and the people we hire for them relate to that concept as well.

Just ask us for your free hour and cite this blog post!

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Recruiting Tools to Help with Your Hiring Efforts

Recruiting Tools to Help with Your Hiring Efforts

For small businesses, recruiting top talent can be a challenging endeavor, especially when competing against bigger companies that have more resources and money to throw into the ring. With that said, never count yourself – the underdog – out! Thanks to a wealth of recruiting tools available today, small businesses can remain competitive and put up quite the fight when attempting to hire and recruit the best possible employees.

The wonderful world wide web has democratized the recruitment process, making recruiting tools that were once hidden weapons of the most renowned agencies available to the masses. Best of all, many of these are free or low cost options that can improve your recruiting process ten-fold! With the right, reliable recruiting tools, your end-to-end hiring process will be bolstered and your outcome will be finding quality hires much quicker and cheaper. Consider adding the following recruiting tools to your repertoire, broken down by key stages in the recruiting process:


As the best recruiters can attest to, proactively searching for candidates to fill open or upcoming positions can yield some of the best new hires. But sourcing qualified job candidates can be like diving head first into the ocean rather than gently wading in. To get the most out of sourcing, you need a way to navigate all of the candidate fishes in the hiring sea, and collect relevant data and information about them that you can turn around in your recruiting efforts to ultimately fill positions.


Networkmonkey utilizes a systematic approach to find qualified candidates, both active and inactive, who may ultimately be interested in or match the requirements of a position you’re looking to fill. By monitoring social media activity according to criteria and filters you establish, Networkmonkey employs predictive analytics to determine if a candidate is currently looking for a new job and then collects their contact details so you can begin recruiting them.

By using Meetup, recruiters can come into contact with a wealth of professionals in a specific industry. This curated pool of talent is a great jumping off point when starting to source qualified candidates. Through Meetup, you can then contact candidates that catch your eye or sign up and attend events where a group of these candidates are planning to gather in order to get in some quality, in-person recruiting.


The name of the game these days when it comes to posting jobs and reeling in applicants is online jobs boards and social media. Sites like Indeed and Glassdoor are great, highly visited job boards that you’d be foolish not to consider utilizing for job ads and postings. If you’re looking for a new, hipper approach, Facebook Marketplace is a burgeoning platform for job postings and recruiting. Meanwhile, recruiting potential candidates and prospects on more professional social media platforms like LinkedIn is a must for the serious recruiter. Still, with all of these social media and online platforms at your disposal, there are recruiting tools out there that can help you optimize their potential for maximum effect.


If you know you should be recruiting on social – and you should – but aren’t sure where to start, HireRabbit is here to hop to your rescue. It enables you to combine your mobile career sites and social media pages into one unit, leading to a greater online connection that makes it easier for potential candidates to find you and apply to jobs you’re looking to fill.

If you’re more inclined to use Facebook, but miss the built-in recruiting tools that a LinkedIn provides, BranchOut is the merger you’ve been waiting for. This system overlays employer information on top of a user’s Facebook interface, allowing recruiters to search for candidates by job title or company. Based on the criteria you set up, BranchOut will offer up candidates that are a match and show you your shared connections with them. It basically turns Facebook into LinkedIn, but with the potential to search through all of Facebook’s 800 million active users – a number that LinkedIn can’t even scratch.


Hiring automation systems and other HR software are technological wonders for recruiters and companies who are actively recruiting. These recruiting tools are state-of-the-art, and can greatly help recruiters refine their process and assist them with everything from communication, speed, data and analytics, background checks, document signing, applicant experience, onboarding and more! And yes, while a comprehensive, all-in-one setup like a hiring automation system might be off-putting for small businesses on the basis of cost, there are quite affordable options out there that will be a boon for small business recruiting efforts without breaking your bank.


ApplicantPro is an applicant tracking system that creates a custom careers page for your business. Their hiring software is designed with one specific goal in mind: to help you hire smarter, better candidates. If you’re looking for a dedicated hiring software and applicant tracking system that embodies customer service and helps you get your recruitment tracking up and running in no time, ApplicantPro is worth considering. Also, check out this comparison guide of similar applicant tracking systems to see how ApplicantPro stacks up to the competition.

BambooHR offers a complete, comprehensive human resource information solution. This hiring software and automation platform focuses on everything employees – from performance management to recruiting to onboarding new employees. They also integrate with many payroll providers, making it an easy add-on for small businesses ready to take their HR efforts to the next level.


Video interviews are the way of the future. When it comes to hiring workers that will be freelancing or working remotely, there’s no better way to conduct an interview than over video. It’s the best way to stage a virtual face to face meeting with candidates that may not be in your backyard and available to come for in-person interviews. Plus, because it’s all automated, you can even set up a video interview process where you record yourself asking questions and then have candidates film their responses – saving you valuable time in the recruiting process.


SparkHire is an innovative platform that specializes in video interviewing. It allows you to create an archive or template of interview questions so you don’t have to actively interview each candidate yourself, while candidates have the freedom to answer questions at their convenience. If you want a more hands-on video interview experience, you can engage in completely interactive interviews remotely from anywhere. Finally, every video conducted over SparkHire is recorded, so you can revisit any candidates’ answers at any time.


To help prepare yourself for video interviews, or to come up with a bank of questions you can record yourself asking for an interview template, there are tons of resources at your disposal. If you want to take a more behavioral approach with your video interviews, check out this guide on conducting behavioral interviews with a free interviewing template. Want a breakdown of how to properly conduct an effective interview? Here’s a simple step-by-step guide to walk you through it. Finally, if you need some inspiration on just what exactly to ask your candidates during a video interview, here’s a collection of 120 great interview questions to get you started.

With these amazing, intuitive and inexpensive recruiting tools at your disposal, your hiring efforts are about to bear witness to a major overhaul. Remember, we’re also a recruiting tool you can turn to in your time of need! We are here to help at any stage of your recruiting process and can offer a free recruitment consultation to assess your particular situation. Schedule a consult with us today!

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Top 11 Recruiting Pitfalls to Avoid

Top 11 Recruiting Pitfalls to Avoid

In the fast, bustling world of recruiting and small business, the main objective when looking for a new employee is to hire the best candidate for a given position as quickly and efficiently as possible while keeping hiring costs manageable. Sounds easy on paper, but it’s a much harder feat to actually accomplish. There are a number of recruiting pitfalls that can knock your recruiting efforts off course if you’re not careful.

Here are the top 11 recruiting pitfalls to avoid as a small business owner (and solutions on how to fix them):


Naturally, you want the hiring process to be fluid and quick in order to fill open positions fast, but not at the expense of excessively costly hires or an inefficient process that results in multiple mistakes and, ultimately, a wrong hire. Spontaneity is not a trait that you want defining your recruitment efforts. Simply hiring someone to fill an immediate gap, rather than taking the time to strategically evaluate the position, is one of the most reckless recruiting pitfalls.

Solve This Problem: Take some time to know exactly the type of position you’re looking to fill, the roles this employee will take on, what they’ll contribute to the overall goals of your company, and the person that will ultimately be best suited for the job in order to find the right candidate. Going a bit slower and steadier leads to much more competent new hires.


It’s fundamental to start the recruitment process with an accurate, detailed job description so you can get the right candidates applying and filtering in. A vague job description is misleading to potential candidates and could start off your recruitment process on wobbly tracks.

Solve This Problem: Take some time to highlight all of the key responsibilities of the job, and be sure to describe the goal of this role and the purpose of this position in the overall scheme of things. Being upfront about everything the position entails will help you get the kind of candidates you want applying for the role.


Don’t pigeonhole your business when it comes to how you recruit. There are so many different ways to find talented candidates these days, everything from old-fashioned referrals to posting on online job boards to scouring and networking on social media platforms.

Solve This Problem: For every tried and true method of recruiting you already employ, switch it up and try something new alongside with it. If you’re strictly a referral person, try posting on a simple job board like Indeed. This will greatly diversify your candidate pool. You can even use professional recruiting organizations like 4 Point Consulting, perfect when looking to hire for a highly specialized role, to ensure you get the best possible hire.


Experience in a given field or particular job isn’t the be-all-end-all when recruiting the right candidate. You have to take into mind other things, such as how well they’ll fit into your company’s culture, their propensity and capability to grow and add greater value down the line to your company, and their propensity to remain loyal to a work environment or cause.

Solve This Problem: Don’t let the resume solely dictate a hire. To truly suss out if a candidate is right for the job, consider giving them an aptitude test or trial project. This way you can get a first-hand look at the work they can do in order to see how they may or may not thrive in a given position.


Focusing on and recruiting people from certain schools or educational backgrounds, or whose careers are exact matches to a given position, can cause you to overlook unconventional candidates who could bring added value you never thought about. It can also result in less expensive hires, due to the fact that these out-of-the-box candidates may not have quite as many years of experience in a given field, thus not expecting a top salary.

Solve This Problem: Don’t boil down a potential hire to just a rudimentary check list. Be open to creative problem solvers and candidates from outside your given industry that still have reputable skill sets, backgrounds and references. If you see a really qualified, but not exactly appropriately matched candidate, reach out by doing a phone screen and give them a chance to explain what they feel they could bring to your company.


Whether you think they’ll be too expensive or they might end up getting bored and leaving sooner than you like for something more challenging, someone who’s overqualified isn’t necessarily a bad hire. Their immense talent and skills will be an asset to your company no matter what, or how long they stay.

Solve This Problem: Once again, a phone screen is the quickest, simplest, most convenient way to suss out a candidate you may otherwise ignore. If you see an ideal applicant who seems too good to be true, ask them upfront and see why they applied. Give them a chance to assuage your concerns.


Hate to burst your bubble, but there is no such thing as that one perfect job candidate to rule them all. Don’t waste time and money by holding out for something that doesn’t exist. Drawing out the recruiting process to hunt for that nonexistent unicorn candidate can also lead to productivity issues by keeping your company understaffed and overworked for too long.

Solve This Problem: Do some research of similar positions in your zip code. Look at job boards like Indeed and Glassdoor to get perspective on where you may be missing the mark. If all else fails and you’re still looking aimlessly for something that might not be out there, schedule a free consultation with us and we’ll do our best to get you on the right recruiting track!


Just because you “like” someone for who they are doesn’t mean they’ll be good at the job. This is known as the “similar to me” bias. Recruitment isn’t a popularity contest – you want someone who can bring in fresh, new perspectives rather than the idea you’ve generated in your head as being “right.” When this happens, diversity in the hiring process diminishes as well, derailing the chance for a balanced and multi-talented team.

Solve This Problem: Consult with others at your company and bring in outside voices and opinions when you’re narrowing down candidates. Get their insights and impressions about candidates, and be sure to take into consideration the thoughts of those they’ll be working the most closely with.


Interviewers can waste a lot of time trying to solidify their intuitive first impressions about a candidate within just seconds of meeting them. Conversely, candidates can act or say what they think interviewers want to hear in order to land the job, making the interviewing process a facade more than anything. Make sure you look at the whole picture of the candidate- the resume, the phone screen, the in-person interview, and the references.

Solve This Problem: Consider adding in another interview step, like giving an assessment test or exercise to really ascertain how a candidate will behave in a given position – this will offer a more definitive assessment to base your hiring decision on. Using a system like BambooHR, where you and your colleagues can collaborate and take notes, as well as rank candidates and store documents related to someone’s candidacy can also prove extremely helpful.


Many companies and recruiters are incredibly guilty of failing to follow-up with candidates that don’t make it past certain points in the recruitment process. Not only does this leave a bad taste in the mouths of candidates, but it can start to take a hit on the reputation of your company based on how you treat job candidates.

Solve This Problem: Your recruitment process and company brand can greatly benefit by giving some quick, simple feedback to rejected candidates. This goes a long way when tapping into former applicants for new positions that may open up. Plus, it’s the polite thing to do! Consider using this template for job rejection letters as a starting point.


Salary negotiation is always a tricky aspect of recruiting, but good candidates know their worth and won’t entertain offers that aren’t up to their standards and capabilities. Ensure that the salary expectations for the position are set before going too deep in the recruiting process to avoid wasting your time cultivating a candidate to find out they won’t accept the position based on what you’re offering. To that end, make a respectable offer that matches their title, experience and value.

Solve This Problem: Don’t want to talk about money with a candidate? Use 4 Point Consulting for your phone interviews so that we can ask them about it right off the bat and get you the information you need without disclosing your budget.

These 11 recruiting pitfalls are commonly made mistakes for a reason. It can be hard to identify potential roadblocks as an overwhelmed, overworked small business owner. It’s easy to get stuck with tunnel vision and simply look for the fastest way to recruit possible. Staying mindful of these recruiting pitfalls will have you accelerating toward the best hire in no time at all… and remember, we are here to help and can offer a free recruitment consultation to assess your situation.

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Attracting Millennials to Your Business

Attracting Millennials to Your Business

It’s no secret that millennials are taking the workforce by storm. However, millennials crave different things from their jobs than the traditional workers of yesteryear. In an effort to help attract millennial talent, we have compiled a list of things that millennials look for in a company. Here’s what your company must have in order to lure in millennials.

Work/Life Balance

Considering the varied talents and interests of millennials, as our friends at HR Daily Advisor say, many value the ability to be able to juggle having both a great professional life as well as having an awesome personal life. Therefore, flexibility is key with millennials. Companies can actually appeal to millennials on this subject by providing work from home options, wellness programs and promoting breaks during the work day.

Strong Mission/Vision Statement

Millennials are very driven, and crave a sense of purpose. As a result, they are drawn to companies that have a strong mission/vision statement. They want to support and be associated with a company that directly aligns with something they are passionate about. For example, Chipotle is a company with a strong mission and vision statement about their intent to provide “Food with Integrity” by knowing the sources of their ingredients and preparing them in a fresh way for their customers, which resonates with millennials because of its consciousness around environmental and societal impacts.

Therefore, millennials support and indulge in Chipotle not just because of their delicious food, but also because of the positive impact their corporate practices have on society and the environment. With that being said, as Simple Marketing Now says, companies can appeal to millennials by having a strong mission/vision statement that shows how their company is making a difference in some way, rather than just making a profit.

Corporate Responsibility

As mentioned above, millennials are passionate about various issues. Finding a company that aligns with their views and interests so they feel they’re making an impact is an alluring opportunity. Often, this burden falls on the company. Millennials consider what’s called corporate social responsibility (i.e. business practices with initiatives that benefit society) to be an important factor in working for a company. Therefore, companies can appeal to millennials through various environmental efforts (“going green”), philanthropic efforts (donating to charities), and volunteering efforts (attending volunteer events or allowing time off to volunteer).

Opportunities for Growth

It shouldn’t come as a shock that a sense of security with one’s long-term future at a company is a high priority. Millennials place value in having opportunities for growth. Contrary to the popular belief that they are lazy, millennials actually want to work hard and are always looking for opportunities for grow professionally. The misconception of their laziness is due to the fact that millennials know their worth and what they bring to the table; therefore, they won’t settle for a company that they cannot grow in. Considering their desire for growth, companies need to ensure that they provide opportunities, development programs, trainings and additional resources to carve out an upward trajectory for millennials.

Diversity & Inclusion

Millennials are a very diverse, tolerant and inclusive generation. They’re big on having the freedom to express their individuality however they see fit, and allowing others to do the same. Therefore, diversity and inclusion are bigger than just having diverse co-workers. Millennials want a workspace that’s safe for them and their co-workers to feel free in expressing themselves. Companies that make diversity and inclusion a part of their company’s core values stand out among the crowd for millennials. Not only should diversity and inclusion fit into a company’s mission/vision statement, but it should also be exemplified through various initiatives, such as diversity hiring practices, diversity-related committees, diversity-related safe spaces, a more open dress code and a non-discrimination policy.


As mentioned before, millennials like to balance their professional lives while still getting the most out of their personal life. They also like to feel valued and appreciated. What better way to show this while providing an environment that encourages work/life balance than by providing by offering some awesome perks? Some of those perks could include discounts on services and products at popular stores, encompassing benefits packages, company-organized wellness events, gym memberships, healthy snacks and free food, pet-friendly policies and maybe even a designated nap room.


Hopefully these points have provided some insight on what is needed to attract millennials to your company. Some people may complain that millennials want it all, but overall they just want to feel valued, appreciated and included while establishing an overall balanced lifestyle between work and play. While it may come off as being entitled for some, the truth is millennials know their value and exactly what they can bring to a company. They won’t settle for less because they know they’re worth it. Now, your company just has to realize it too!

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Top 5 Free Recruiting Strategies

Top 5 Free Recruiting Strategies

The process of hiring new employees can be quite expensive, with the recruiting process being the most expensive aspect. With recruiting, there are both internal (i.e. internal cost of paying internal recruiters) and external (i.e. background checks, drug screens, etc.) cost associated.  Well, below we have listed the top 5 FREE recruiting strategies.

Free Recruiting Strategy 1: Employee Referral Program

Companies can easily recruit for great candidates through their current workers. It’s no secret that companies gauge employee satisfaction through their willingness to refer others to work there, so why not actually allow them the opportunity to do so. With the development of an employee referral program, companies can relieve their talent acquisition department the hassle of recruiting and allow their employees the chance to recruit while making money. Not to mention the current workers are more likely to recommend workers with similar work ethics, which could improve employee retention (assuming that they have a great work ethic of course). Creating an Employee Referral Program could definitely be a cost effective win-win for both the employees and the company! #Winning

Free Recruiting Strategy 2: Using Your Own Network

Using your own network is a simple, yet effective recruiting tool. It’s as simple as asking some of your colleagues and/or closest friends. It can also be a simple as posting on any form of social media as well. LinkedIn has become a great online platform for finding candidates. Companies can actually post the job in the job section or simply make a post online. Also, companies can use their own social media pages, such as Facebook and Twitter, to advertise their open positions. Considering how much people are on social media, it could actually generate a quicker response rate than the usual recruiting tactics.

Free Recruiting Strategy 3: Free Job Posting Sites

There are also some websites that will allow you to post jobs for free as well. One of the most popular and most obvious ones is Indeed, the world’s largest job search engine, allows free job posting with pay-per-click options and the ability to create a budget for the role. Indeed also has a free resume database that can be used to for searching and messaging candidates. Another website option for free job postings is Wisestep. Wisestep allows companies to post as many jobs and search as many candidates as they would like. An additional advantage to using Wisestep is that it syncs through social media and email to send the job links out to your current network. There are more free job posting websites, which can be found in this article that Christy wrote.

Free Recruiting Strategy 4: Keep Track of Old Applicants

Another free recruiting strategy would be simply keeping track of old applicants, which can be done through an Applicant Tracking System (ATS). Through the applicant tracking systems, the company can easily build a network of potential candidates who may still be interested in opportunities. There are a variety of Applicant Tracking Systems available. However, there are three (Workable, BreezyHR, and ApplicantPro) that we have reviewed and found to be quite beneficial to small businesses. All three of the Applicant Tracking Systems offer free trials, are reasonably priced and easy to setup. Feel free to check out our full review of those Applicant Tracking Systems from our work with Fit Small Business.

Free Recruiting Strategy 5: Community Work

As mentioned before, a person’s own personal network can be a great place to look for candidates. An area of their personal network that would be beneficial would be their affiliations with any local community organizations. Involvement in local charities or any community events naturally expands one’s network, which could be a great way to meet potential candidates for your business. Volunteering and/or being involved in the community takes initiative and shows that the person is dedicated and passionate about the work that they are doing with the organization, which are all qualities that companies look for in a great worker. (Hints as to why this would be a great place to look!)

Overall, these five recruiting strategies are very simple, FREE ways to recruit great talent for your business. Considering how time consuming, expensive and stressful recruiting can be, it is important that smaller business find options that work best for them while still managing to help them pool great candidates. Happy hunting!