Hiring Budget Guide (Part IV): Recruitment Programs and Systems Costs

By Jeanette Maister

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Part IV of our eBook: A Guide to Planning Your Hiring Budget & Maximizing Recruiting Spend takes you a step further by breaking down the costs of the programs and systems you need or use and how they will impact your overall budget.

Programs and Systems

You want to get the best of the best into our candidate pool, you'll get the best results using some type of program or system. These systems cost money and whether it's posting on job boards or creating a CRM (or adding to one) or installing and maintaining proper recruitment analytic tools, your budget is going to be strained. Prevent this from happening even more by figuring out what your company really needs. What can you do in-house and what tools does your team need to be successful? This all depends on if you post a job, how you organize your applicants and the number of positions you're hiring for. The bigger the number, the more help you'll need from talent management or acquisition systems.

Now, if you’re new to this, you may be wondering what kind of system works best for your company. Take a look at these different recruitment program specialties to see where your needs might fit in. (note: it is possible that you need a combination of these. If that is the case, finding a source that covers multiple aspects is ideal!)

High Volume

  • Perfect for retail, hospitality, restaurant, etc.
  • Accelerate hiring and reduce costs and time to hire
  • Allows you to fill multiple roles for single posts

Campus Recruiting

  • Complete end-to-end coverage of your entire college, MBA and Ph.D. recruitment process
  • Can include internships and apprenticeships

Diversity

  • Helps you focus on hiring what your company could be lacking including veteran hires and more
  • Deepens engagement and maximize the power to connect
  • Works to create the best in ROI

Finance

  • Made specifically for the finance industry
  • Accelerate and improve the entire process of finding, attracting, engaging, assessing and hiring the best financial services talent

Any of these, as well as many others, are great places to start when honing in on what your company may need. They will help your company better recruit, help manage events, ensure your candidates are engaged and also help assist with diversity hiring initiatives. Be aware that the costs for these systems will differ depending on how you use them, what aspects of the program you need, and especially if you decide to go with an all-in-one system.

For your benefit, be sure to do extensive research, participate in a demo, as well as report your findings to the rest of your team. Grasping a complete understanding of what each product provides while also obtaining outside insight and knowledge will help you in determining the best fit.

Besides systems, you may also be looking at other areas of job advertising and those can cost quite a lot as well. Again, it’s important to determine which ones work best to find the specific talent you are looking for. However, it is equally important to put your job ad out there to be as accessible as possible. For example, pick job boards that focus on the industry you are hiring for. Or, if you are going after a younger generation, scouting out local colleges and focusing heavily on social media may be the way to go.

Job or company placements you may want to consider:

  • Facebook
  • LinkedIn
  • Twitter
  • Instagram
  • Local Classifieds
  • Building your own career site
  • Recruiting events (that you host)
  • Career Fairs

How to Improve:

No budgeting exercise is complete without potential costs and budget for improvement. The world of TA Technology continues to grow and evolve at an exciting rate. What could you add to your toolbox to make recruiting at your organization even better? Some places to improve:

  • Testing and assessments.
  • Employee referral programs
  • Mobile initiatives
  • Expanding your entry-level recruitment program
  • Video interviewing
  • Employee reviews and brand

About Jeanette Maister:

Global talent acquisition technology leader with extensive experience in global talent acquisition, applicant tracking systems & recruiting technology, recruiting metrics and process. Deep insight into all aspects of campus recruiting strategy. Recognized for driving growth and helping clients transform their recruiting efforts.

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You might like these blog posts Employee Engagement Ideas You Can Kick off Immediately, How to Use Social Media to Boost Employee Engagement, The Employee Engagement Trends You Need to Know [Infographic], and 5 Social Media Selling Tips.

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