If you run a small company, finding qualified employees might be difficult. Finding a like-for-like match for your job is tedious, to say the least. Even if the employee is enticed, he might be looking for other opportunities side by side.
So, how can you court your target without offering him the moon and stars?
Read on and understand how to get the best talent on a budget!
“Talent” has multiple definitions. One may define it as an aptitude, skill, or an acquired ability learnt by immense effort. The word “talent” has become immensely popular in workplaces across the world, particularly in the HR pools. After all, companies are always on the hunt to grab the cream of the pie – the best, most talented, and most adept employees. However, luring them and closing them are two different things.
What does a candidate want?
Unlike previous times, candidates don’t always flock toward the package which offers the most money, but consider a multitude of essential factors before putting their signature to paper. In essence, they want money, yes, but they also want to feel valued, understood, and be treated like human beings. Work-life balance, employee benefits and perks, and easy leaves are among the prime ways to lure them, because they want to be compensated fairly, and more importantly, holistically.
Crack this code, and you’ll be left with a golden recruitment scheme.
Let us look at recruiting from a different, more nuanced lens. Instead of plucking a random someone out of the herd, recruiting should be strategic employer branding designed to capture the attention of passive candidates, shouldn’t it?
So, the question arises – how to attract top talents on a low budget?
First off, recruiting is a lengthy process. As the leading agencies recruiting for Dubai, San Francisco, Bengaluru and other global hubs say, be mindful and creative about the ways you do it. Always be aware of the “ideal employee” you wish to hire for the empty position. These basic things will give you an edge, and will make your life easier!
Recruit talents on a low budget
1) Create an unmissable job-posting
Mention employee benefits and perks alongside salary, working hours, and location. Talking about employee needs only makes your offer attractive.
Keep it brief but to the point. Perhaps using bullet points would help…
2) Social Media = UPDATED!
Maximise your web presence – keep your social media up to date. Prospective recruits will have a greater understanding of your business, your industry, and your vision from your websites and social media handles.
Your vision makes you more sellable. Regardless of whether you’re recruiting or raising capital. Remember that.
3) Social Media Recruiting
Use Instagram, Facebook, LinkedIn, Indeed, Monster, and other platforms to your advantage!
A great number of suitable people are job-hunting online as we speak!
4) Employee Referrals
Asking your employees to give their references for a job opening remains one of the prime methods of recruiting. This way, you’re getting a layer of filter in between your candidates, because they are referred at the discretion of people who’re already working with you.
You can incentivise referrals for better results. Award employees who bring in a good referral by offering them an hour of nap, a day off, or a treat to their favourite restaurant!
5) Quality over quantity
Always paramount. A devoted employee can do twice the task as two flimsy employees. Don’t schedule interviews on your docket just because there is a time. Instead, focus your time and resources on making sure that the ones who are interviewed are worthy of it.
Hiring better, not more.
6) Interviewing the candidates
The company must put the best foot forward, and this begins with the interview. Top recruiters understand that an interview is an audition of the candidate… but also the company. You can start by building appropriate rapport, making them feel comfortable, giving them a tour of the premises, and an insight into the culture they might become a part of.
7) Make your candidate feel valuable
Build mental connections with your candidates, and identify the commonalities between yourselves. And, should he end up working with you, he’s more likely to give a greater effort towards his work.
Recruiting becomes exciting when both the employer and candidate value each other.
8) Use technology to your advantage!
Identifying the right fit may be time-consuming, but there are plenty of tools you can rely upon. Using Artificial Intelligence (AI) for recruitment can automate much of the process while analysing data and inputs to personalise the hiring process for your company. By incorporate technology within your hiring process, you can save up on valuable work hours that you might spend on sorting and tabulating data.
For instance, many companies across the world use software to sort and scan CVs.
9) Offer comprehensive side benefits
In this era, many candidates – particularly millennials and those with a family – cite work-life balance as one of the non-negotiable tangibles when choosing a job. You can offer flexible work hours and easy leaves, to begin with. Other budget-friendly perks like food, gym memberships, and reward cards can help you in recruiting and retaining employees.
You can also make your package interesting and more competitive by offering free training, company retreats, and a work-from-home option.
All in all, side perks aren’t about money, but rather about how valuable the employee is to the company.
Since we’re talking about perks…
10) Offer paid leaves
Providing decent paid time off can motivate your employees and help attract candidates.
You can rest assured because providing paid leaves will motivate the candidates to work confidently for the company.
Parting notes
All in all, remember that money has somewhat taken second fiddle to growth, opportunity, and value. Candidates today ditch high-paying jobs in established companies for experiences in companies which offer compensation in terms of work experience, favourable work culture, growth opportunities and low stagnation.
In other words, candidates are also considering non-monetary compensation packages in their quest of finding the right job.
Yes, a small company may be at a disadvantage when compared to a deep-pocketed company with immense influence and resources, both monetary and otherwise. But, the ability to recruit top talents is now becoming less and less about money, and more and more about sending the right message to the right candidate to find the right fit.
Keep in mind that leading agencies recruiting for Dubai, Delhi, Gurugram and other established markets have said so!
