How much time does recruitment really cost you?

Recruiting in-house might seem cost-effective at first glance, but it often comes with significant hidden time costs. Here’s a quick rundown of the time-consuming steps involved in traditional recruitment:

1. Crafting and posting job ads: Writing a compelling job ad tailored to attract the right candidates is the first step. Posting this ad on various job boards and niche sites takes time and meticulous effort.
2. Screening applications: Once the job ad is live, you’ll likely receive a flood of applications. Each resume and cover letter needs to be reviewed to filter out unqualified candidates.
3. Conducting interviews: After narrowing down the list, scheduling and conducting multiple rounds of interviews is a time-intensive process that requires careful coordination and preparation.
4. Follow-ups and communication: Keeping candidates informed and engaged throughout the hiring process requires ongoing communication, which adds to your workload.

These steps can extend the hiring timeline significantly. On average, it takes about 44 days to fill a position through in-house recruitment. For small businesses, this prolonged period can strain resources and delay key projects.

How Recruit Shop saves you time

Recruit Shop can drastically reduce the time you spend on recruitment. Here’s how:

1. Efficient hiring process: Recruit Shop’s average time to hire is just 28 days, significantly shorter than the typical 44 days for in-house recruitment. This means you can fill your vacancies faster and keep your business running smoothly.
2. Comprehensive job ad management: Recruit Shop handles the entire job advertisement process. We post your job across all major job boards and specialised sites, increasing visibility and attracting top talent.
3. Candidate screening and shortlisting: Recruit Shop screens all applications and shortlists the most suitable candidates. By the time candidates reach you, they are already pre-qualified and interview-ready, saving you hours of initial screening.
4. Increased visibility: Compared to posting ads independently, Recruit Shop achieves 17% more views in job searches, 29% more ad clicks, and 30% more applications started. This means a higher chance of finding the perfect fit faster.

Real savings 

In addition to saving time, Recruit Shop offers significant cost savings. Our low cost, flat fee recruitment service is $2,995 + GST – this fee is a fraction of what you might spend on in-house recruitment, which can easily escalate due to multiple job postings and extended vacancy periods.

Why choose Recruit Shop?

1. Affordable pricing: Compared to the industry standard of charging 15% of the average Australian salary (approximately $13,500 for a $90,000 salary), Recruit Shop’s flat fee is exceptionally cost-effective.
2. High customer satisfaction: With a 4.7/5 star rating on Google Reviews from hundreds of clients, Recruit Shop is a trusted partner for many businesses.
3. Employee Guarantee: Recruit Shop offers a guarantee on our placements, providing peace of mind and ensuring you get the right hire.

Act now and save time and money

With Recruit Shop, you can simplify your recruitment process, save valuable time, and focus on what truly matters—growing your business. Take advantage of our low cost, flat fee Recruitment Service for just $2,995 + GST. 

By investing in Recruit Shop’s recruitment service, you’re not just saving money—you’re reclaiming time and reducing stress, allowing you to keep your business on track and thriving.

As a result, many small business owners are finding themselves overwhelmed by the volume of candidates they are receiving. Managing this surge efficiently is crucial to ensure you don’t miss out on top talent due to a cluttered recruitment process.

Here are four actionable strategies to help you effectively screen and manage the influx of applicants.

By the way, if you’re finding that you’re not attracting enough applicants, perhaps it’s time to consider if your job ads are being written effectively. Check out this blog post on how to write a job ad, or this one about how to build a competitive employee benefits package. Ok, now onto the four strategies.

1. Streamline Your Criteria

Sharpening your job criteria can significantly decrease the time spent reviewing applications. Focus on these elements:

• Essential Skills and Experience: Clearly define must-have skills and experiences in your job ads. This discourages under qualified applicants and helps you quickly identify top candidates.
• Role-Specific Questions: Include a few role-specific questions in the application process. Responses can quickly indicate which candidates have a serious understanding of the position and the necessary expertise. For example, if you’re recruiting an Accountant, a role specific question might be “Can you walk us through your process for preparing end-of-month financial reports? Please include the tools you use and how you ensure accuracy and compliance with financial regulations.”
• Prioritise Quality Over Quantity: Rather than casting a wide net, target your recruitment ads to specific platforms known for quality candidates in your industry.

2. Conduct Initial Screening Calls

Instead of deep-diving into full interviews with a large number of candidates, implement a tiered interview process:

• Brief Screening Calls: Start with a 10-15 minute phone call. This initial touchpoint can help you gauge the applicant’s communication skills, enthusiasm, and suitability for the culture of your company.
• Focused Discussions: Use these calls to ask about specific qualifications or discuss answers to the application questions. This helps further filter candidates before committing to longer, formal interviews.
• Efficient Scheduling: Batch calls and set specific times for these screenings to streamline your calendar and maintain productivity.

3. Utilise Skill-Based Assessments

Incorporating skill-based assessments into the application process is an effective, low-effort strategy to manage a high volume of applicants. Here’s how it helps:

• Automated Filtering: By embedding simple, role-specific assessments in the application form, you can automatically filter out candidates who do not meet the basic skill requirements for the position.
• Focused Applicant Pool: This approach ensures that only candidates who have demonstrated the necessary skills and competencies advance in the recruitment process, significantly narrowing down the pool.
• Efficient Screening: Skill assessments can range from multiple-choice questions to practical tasks, depending on the nature of the job. This not only saves time in reviewing applications but also highlights candidates with the best potential for the role.

4. Implement an Applicant Tracking System (ATS)

An Applicant Tracking System (ATS) can be a game-changer for businesses drowning in applications. And they aren’t out of reach for small businesses, with providers like our partner, Scout Talent, who offer a lite version of their ATS (designed specifically for small businesses) for only $150 per month. Here’s how an ATS helps:

• Automated Screening: You can set up filters and keywords to automatically screen out candidates who don’t meet essential criteria, reducing the initial pool to a more manageable size.
• Organised Candidate Profiles: Keep all applicant information in one place. This makes it easier to track, compare, and revisit applicant profiles during the hiring process.
• Communication Efficiency: Use automated responses to acknowledge every application and keep candidates informed of their status, enhancing your company’s professional image.

Dealing with a high volume of applicants doesn’t have to overwhelm your small business. By implementing strategies such as automated screening, refining job criteria, and utilising skill-based assessments, you can efficiently manage the surge in applications. These approaches not only save time but also ensure that you focus on candidates who are most likely to succeed in the role.

If the task still seems daunting, remember that Recruit Shop is here to assist. For a low-cost flat fee of $2995 +GST, our team can handle the recruitment process for you, from advertising the job to delivering you a shortlist of qualified candidates. Let us help you streamline your recruitment so you can focus on what you do best — growing your business.

Call Recruit Shop today!

Here are the three key trends that small businesses must understand to attract, hire, and retain the best candidates & workers in 2024:

Embrace Remote (if you can):

Remote isn’t for everyone. If you’re a plumber you can’t talk a client through unclogging their toilet over the phone. They’re probably going to do a crap job (pun intended). So what can you do if remote isn’t an option? Well, can you offer flexible start and finish times? Flexible lunch breaks? Or maybe even the fabled early Friday finish? All of these things make your vacancies far more desirable, so if possible, include them in your job listings!

If you can embrace fully remote work then go for it, the world becomes your oyster, or more accurately, your talent pool. The pool of potential candidates gets so much deeper when you can hire someone from anywhere around the globe. In saying that if you want to keep it local there are plenty of Kiwis and Aussies (and everyone in between) who would love to work at home or from a coffee shop right here in Australia and New Zealand.

If you’re caught somewhere in the middle, why not give Hybrid a go? Even if it’s just one work-from-home day a week, that still counts as hybrid! Candidates will appreciate options, so if you can offer more than just Monday to Friday 9 am to 5 pm, always make sure that comes across in your recruitment.

If you can’t offer any remote work or flexibility you’re still in luck – we have two more recruitment trends you can jump on.

Highlight your Employee Benefits Package:

You might have a great benefits package without even knowing it! Do you do team lunches for special occasions? Cake for employees’ birthdays? Recognition & rewards for smashing goals? If you offer any of these benefits, shout them from the rooftops (or pop them in your job ads on SEEK or Indeed). Even better actually! Tell your Recruit Shop consultant so they can articulate your offering to great candidates making you the employer of choice. If you would like to know what Recruit Shop offers over SEEK, Indeed, etc. read ‘Why Choose Recruit Shop over D.I.Y Recruitment Solutions’.

Your employee benefits package also fits with the first trend of remote work and flexibility. If you can offer family-friendly policies that allow parents to do the school run before and/or after work, then you will be winning over so many more candidates. If you haven’t thought about an employee benefits package before, we have a full blog post about building an employee benefits package. Give it a read for some top tips on how your business can offer candidates more, to attract higher quality applicants. The best usually want the best. Be the best.

Nail your Employer Brand to the Mast:

Look, you want to attract lots of quality candidates of course, but not everyone is going to be for you, and you certainly won’t be for everyone. Make sure your business wears its heart on its sleeve, and then you will attract more candidates who align with your business.

Employer branding goes beyond attractive benefits. Employer branding is about defining your business’s culture, values, and overall mission. Why does your business exist, & what is its purpose? I bet you know these things by now, so make sure your business, and your recruitment lives by them.

Some actionable ways you can start building your employer brand today are, celebrating employee anniversaries, employee achievements, and overall business achievements on your website or social media channels. You should also showcase employee stories on these channels as well as in your recruitment material. Be the author of your brand’s narrative and attract individuals who resonate with your business’s ethos.

You could be thinking your business size might prove a challenge, and it could for attracting some candidates, but it won’t for them all. Recruitment success is not about mimicking the corporate giants. Small business recruitment success lies in crafting a unique employee value proposition that aligns with your distinct culture, purpose, and goals.

Together, let’s fight for small business success, one talented hire at a time.

If you would like to tackle your recruitment together, for a flat fee of $2,995 +GST, for any role across any industry, enquire with Recruit Shop today.

If you would like some more tips on how to secure the best candidates in 2024, check out our guide on ‘How to Snag Top Talent in 2024’.

Hey there, fellow small business owner! At Recruit Shop, we know how hard it can be to find great candidates while keeping an eye on your budget. So, let’s dive into some strategies to help you nab the best hires in 2024.

Get active on social media:

In addition to posting your job vacancy on your social media channels, you can create short videos that show off your business. Through every piece of content you create – even if it’s just a short blurb, it’s important to let your business’ culture and values shine through strengthening your employer brand. That way you will attract candidates who share the same values, and are keen to work for you, not just pick up a paycheck. Share your job ad on your social media pages with engaging pictures/videos and clear descriptions of the role you’re hiring for. If you always want to go the extra mile, you can always put some money behind posts to reach a wider audience.

Now if you partner with Recruit Shop, we market your job opening on all major and minor job boards for you, as well as marketing your job on social media. A unique advantage Recruit Shop also offers you is our database. This is your recruitment hack. We market your vacancy to our large database of candidates, that only Recruit Shop clients can market to, making sure your opening gets in front of more candidates.

Get Niche with It:

Knowing what smaller job boards are right for your role is a brilliant advantage to marketing your job ad. This allows you to get industry and role specific, offering more of the type of talent you’re looking for. Your ad will gain a lot more visibility on these job boards.

Here at Recruit Shop we work to understand your role, and where is best to post ads for it. Being more targeted with your job marketing helps find candidates with relevant experience and skills without filling up your inbox with low quality applications at the same time. Now you can’t be a business owner, recruitment, and marketing specialist all at once. This is why Recruit Shop tackles all of your recruitment marketing for you.

Embrace Remote Work Perks:

Remote work is like the coolest kid at the party. If your business has the capacity to offer remote work options, then use it! Shout from the rooftops that you’re all about work-life balance in your job listings. This will definitely see your number of applicants skyrocket. Just make sure you’re clear about the arrangements, is it full time WFH? Hybrid? Or Flexible? Figure these things out before you start advertising!

During Recruit Shop 1-on-1 consultations our recruitment consultants gain a deep understanding of your business, your culture, your processes, and your needs. This is so we’re clear on what Recruit Shop needs to provide for you, but also what sort of job ads and messaging we must provide candidates. The worst thing in recruitment is having an amazing candidate that ghosts you after an offer because they’ve learned something along the way that doesn’t suit them. Recruit Shop combats candidates pulling out by nipping any problems in the bud with clear communication.

Show Some Love with Candidate Experience:

In 2024, it’s not just about finding the right talent; it’s about treating them with respect. Make your recruitment process smooth and seamless. Communicate clearly, give feedback, and keep that candidate experience top-notch. A happy candidate is like a loyal customer who’ll keep coming back for more.

Recruit Shop consultants take on all of your candidate screening for you. Consultants will rate and rank candidates based on a variety of factors, recommending you a shortlist of the best candidates for your business. Throughout this process consultants will stay engaged with candidates, making sure they’re not left waiting on an email, or call that never comes. Even if a candidate is unsuccessful in their application, we guarantee they have no complaints about your recruitment process.

Lean on Recruitment Partners:

Now if you don’t have time for any of the strategies listed above, you can give Recruit Shop a call to help you implement each of them.

Forget those agencies that want to take a cut of your new hire’s salary. Instead, go for a one-time flat fee solution with experts like Recruit Shop. We understand the small business struggle, and we’ll save you time and money. Plus, we know how to pick the best apples from the talent tree.

Conclusion:

Recruiting in 2024 might be a wild ride, but with these strategies and partners like Recruit Shop, you can be the boss of your hiring game. Start early, get digital, explore niche job boards, embrace remote work (if you can), and team up with budget-friendly partners.

Remember, the new year is a hiring frenzy, so lock-in a plan now and get your business in the driver’s seat for success.

Get ahead of your competition and get recruiting now as most businesses will be raring to recruit in early 2024!

Extra tip: Follow us on Linkedin for more free recruitment resources, and to stay up to date with our latest deals & offerings!

Here are some key digital recruitment strategies to boost your current plan and help you get the results you need to drive your business forward. 

Small business digital recruitment strategies 

There are a number of things, big and small, that you can change or introduce into your recruitment plan to get better results for your business, namely: 

Engaging candidates for future hires 

If you’ve recently run a recruitment campaign and had to make a tough decision between two great candidates, it’s well worth engaging the unsuccessful candidate for future hires. For bigger businesses, this is the process of talent pooling. But, for those with fewer resources at hand, it starts with simply asking the candidate if you can contact them for future vacancies that may come up. If they were willing to work with you once, they’ll likely want to work with you again. And, taking interest in their skills and experience is a good move for your business reputation. 

Consider setting a calendar reminder to send a short, friendly email to the candidate again in a few months time to let them know that you haven’t forgotten them and still have their resume on your radar for future opportunities. 

Providing a good candidate experience 

Make the recruitment process as painless as possible for your candidates. Start with simple things like enabling the “instant apply” button on job boards. Think of the jobs you’ve applied for where you could apply with just your SEEK or LinkedIn profile. It’s a breeze, and thus encourages more applications for your role. 

Another key consideration is optimising your job ad for mobile. It sounds technical, but it just means testing how your job ad looks and functions on a mobile phone. Walls of text without line breaks or any bold print are annoying to read on mobile and turn candidates away from your role. Plus, mobile devices comprise more than 50% of all internet traffic globally. You can’t afford to forget about it. 

(Click here for tips to optimise your job listing for better results). 

Finally, always communicate consistently with candidates. It takes some time, granted, but making the effort to let candidates know that you’ve received their application, whether they are unsuccessful, or next steps after an interview, goes a long way for your business. 

Using different platforms for active candidates 

Not all job boards are created equal. Rather, not all job boards attract the same candidates. If you only post your vacancies to big boards like SEEK and Indeed, you’ll miss out on great candidates who prioritise specialised job boards, like Ethical Jobs, or OurMob. If your business fits into a more niche category, you can use that fact to increase the chance of hiring someone who’s highly engaged with your mission. 

Don’t forget to leverage social media, either. LinkedIn is an obvious choice for attracting people to your vacancy. But, Facebook and Instagram can be useful too on account of their targeting capabilities. They allow you to put your job ad in front of specific demographics, people with certain interests, locations, job titles, and so on. People give social platforms incredible amounts of personal data, and that enables you to use it to your benefit. 

Considering flexibility and what it can do for you 

By now you’ve undoubtedly heard that candidates demand flexibility in the workplace. For a small business, this might sound like a barrier to hiring. But we challenge you to not only consider offering flexible arrangements to new hires but to consider what flexibility can do for you. 

Perhaps your business runs slightly outside of normal hours, or your team can work asynchronously without causing chaos in the business. These can be drawcards to candidates looking for roles that support their version of work-life balance. 

Remote work is a major drawcard at the moment, and huge companies like Atlassian have enjoyed much success with their newly-launched “work from anywhere” policy. Could this approach work for you? 

Similarly, consider working with part-time or freelance team members, perhaps even from other countries. Having ad hoc support could close critical skills gaps without breaking your budget or introducing traditional recruitment challenges. 

Targeting passive candidates online 

Not all eligible candidates are scouring job boards for their next career move. Some of them already have jobs and, whilst they’re performing well, they’re thinking about making a change to suit their life, their passion, or their location. 

Key amongst these digital recruitment strategies is headhunting online. The process sees you or an affordable recruitment service provider reaching out to suitable candidates online and sending them personalised invitations to apply for your vacancy. If you’re not doing it, be assured that your competitors are. It can be time-consuming, so this is one strategy that’s worth outsourcing to a professional for support. 

Leveraging online skills testing 

Take a leap of faith and go all-in with your new strategic recruitment plan. It’s an incredibly competitive market right now. So, try casting your net wider and considering candidates from all walks of life. 

Some will be overqualified but are looking to downsize to prioritise their family, hobbies, or mental health, for example. Some will be from a totally different industry, but they’ll have a load of transferable skills that suit your role. Some might have no formal qualification but a few years of experience and a dedication to developing their skills in their personal time.  

Leverage online skills testing to get an idea of each candidate’s hands-on skills. What they have on paper is often less relevant than what they can achieve in the real world, after all. And, you’re more likely to find a new superstar for your small business with this open-minded approach. 

Using your status to your advantage 

In the past, candidates had to articulate their value to their prospective employers. But the tables have turned and the onus is now on you to articulate your value to prospective applicants. That is to say, it’s not just about a competitive salary and benefits. Obviously, those things are incredibly important, but job security, a sense of trust, achievement, empowerment, and purpose are high priorities for candidates post-2020. 

As a small business, you’re uniquely positioned to demonstrate a clear path of value from employee to client. They can more easily see the real-world impact they’re having on your valued customers. You can use this, as well things like a close-knit team, social responsibility, and ethical practices, for example, as a ticket to attract highly engaged candidates. Make these emotional benefits clear in your job ads, interviews, and even your marketing materials. 

As a small business, you’re uniquely positioned to illustrate a clear transference of value from employee to client. Use this to your advantage and make it clear in your job ads, interviews, and even your marketing assets. 

A strategic recruitment plan for your small business 

If you need support achieving your recruitment goals, consider working with an affordable recruitment service. Your time is precious and so is your money, so spend both wisely with a low-cost flat-fee recruitment service that helps you drive your business’s growth. Our team of consultants draws on decades of combined experience hiring for small to medium-sized businesses across Australia and New Zealand. Reach out to us for more information about our budget-friendly recruitment service and how we implement digital recruitment strategies to get better results for your business.