How Much Do You Lose By Not Saving On Recruiting

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How Much Do You Lose By Not Saving On Recruiting

Recruiting is a rather costly process associated with large expenditures of money. This budget includes posting vacancies (from $500 for posting on one site), a bonus and salary for a recruiter, as well as onboarding, which costs up to 300% of an employee’s monthly salary (this is due to the fact that in the first months there is an adaptation, during which fuckups often happen or an employee may leave at all and you will have to look for a specialist again).

So What Are The Challenges You Face In Recruiting?

1. The inability of recruiters to talk about the technical aspects of the vacancy

Most applicants face a lack of information regarding job vacancies. The consequence of this is logical questions about the tasks that the vacancy provides. Recruiters are sometimes unable to answer them because they do not know the details. Most often, this happens because the IT recruiter did not find out all the technical details of the customer. The result is a damaged phone, and all participants in the process waste a lot of time and nerves.

2. Inability to convey the benefits and value of the vacancy

The second problem is a continuation of the first. The recruiter does not know the details of the vacancy, does not correlate it with other offers on the market, and cannot formulate the main advantages for the applicant. By itself, the publication of a vacancy makes it attractive. A reasoned approach is needed to attract candidates.

3. Discrepancy of the team’s needs with the job description

Often, recruiters do not understand the needs of the company and do not delve into the technical details of the vacancy. As a result, the tasks in the job description do not correspond to reality. When a discrepancy surfaces – and it always does – frustration sets in for both the applicant and the customer’s team. The recruiter is to blame. And it is well-deserved, because his professional duties include finding out all the details from the customer, publishing the vacancy, and evaluating the candidate.

4. Irrelevant vacancies

This problem stems from the previous one. When you send people the wrong jobs, it’s just annoying. And the most important thing is that most spam emails are not read by anyone. The effectiveness of this approach is zero.

However, sometimes irrelevant vacancies are not related to mass mailing. Often, the recruiter simply does not understand the technical information that the person has provided in the resume or social network profile.

5. Spam jobs

Many recruiters like to spam with vacancies. This is how the quantitative approach works – they send out vacancies to as many candidates as possible, hoping that at least some of them will respond. Most of such vacancies will be irrelevant, because the recruiter does not find out the requests and needs of the candidate at all. Recruiters who do decide to ask the respondent a question usually limit themselves to the standard “Are you considering job offers?”.

6. Little information about the company

If the candidate has not heard of the company that invites him to work, the chances of attracting him are reduced. It is important that the candidate easily finds the most complete and understandable information about the company, its product, team in two clicks. The IT specialist simply won’t make the third click if he is not interested in the job. And it is useful for recruiters to learn the art of mini-presentation in messages.

7. Non-technological recruitment

When a lot of hiring is done “the old-fashioned way”. An IT company where you need to fill out a tall stack of paper forms or write code in a notebook is alarming. Like a shoemaker who doesn’t have time to mend his own shoes.

8. Multilevel selection

There is an opinion that by creating a maximum of obstacles on the way to work, the company screens out lazy and unmotivated candidates. However, at the same time, excellent specialists who value their time are being eliminated along with them. Of course, the selection for important roles should be carried out thoughtfully and seriously — candidates often understand that the price of a mistake for the company is too high. Application, phone interview, HR and technical interview, test, barraising (interview with a representative of another function), conversation with CEO and/or founder… All these stages are common. But the number and complexity of stages must be necessary and sufficient.

9. Race of recruiters

Striving to close vacancies faster, the company can attract many agencies and freelancers to work on the vacancy at once and organize a kind of “race”. This is a misleading impression – quality only suffers under this approach: candidates get a negative impression, because many people write to them about the same vacancy, and recruiters lose motivation – because the process is unclear, and there is no guarantee of the result.

10. Long closing of vacancies

Long closing of vacancies is a problem for business. The lack of staff increases the burden on the team, the tension is growing. In order for an HR manager to solve the problem of hiring inefficiencies, they must understand that duration depends on the context. A combination of factors, including a tight job market, the ubiquity of all kinds of tests and assessments, have turned the hiring process into a long and stressful process. Without careful planning and management, HR managers cannot deliver fast results. What to do? Understand the reasons and make a plan of action for the future.

11. High stakes per candidate

Many leaders make a common mistake. At the interview, they evaluate the candidate, forgetting that other companies are also eyeing them. The applicant analyzes words in the same way, reads non-verbal signals, intonations. The leader should not get hung up on the interrogation of the candidate and the subsequent selection of the most suitable one.

Some professions are easier to find than others. In the IT field, developers with rare skills are in high demand, so “hunting” for them can take time. The presence of a personnel reserve (a group of people with the necessary competencies for the position) will significantly speed up the process.

Recruiting Agency, Outsourcing Or Staff: Who Do You Really Need?

For example, your company is 40+ people. recently opened an additional 10-15 hot positions. On the good side, the recruiter and HR manager are already in the team, but will they be able to cope with such a task, if there are usually no more than 2-4 vacancies in the work? Good question. Of course, the speed of hiring depends on who you are looking for. If these are vacancies with specific requirements, it is better to delegate the search for candidates to external forces. You can look for freelance recruiters who already have successful cases of hiring developers of the required profile, but in this case only a recruiting agency can guarantee the fastest possible processing of the market.

By the way, if you do not have a full-time recruiter, you should not bet exclusively on the resource of the HR manager, because, as a rule, the employee is already loaded with internal tasks. Do not hesitate – immediately delegate “to the side”.

And What Is The Solution?

Everything is brilliantly simple, outsourcing will help solve the problem. So you get an already complete team of real pros with services of Saas development agency, to whom you pay only for the result. That is, all sick leave, errors and conflict situations are resolved on the side of the outsourcing company.

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