FAQ

• “Full Life Cycle Recruiting” is a term used for a complete recruiting process, from start to finish. Therefore, it is also sometimes called "End to end recruitment process". Full Life Cycle Recruiting encompasses different recruitment stages. Recruitment life cycle starts when a need for a new employee rises and ends up with a new employee onboarding. Each of these stages will be explained in detail later in this text so you can fully understand what full cycle recruiting is.

• E-recruitment, also known as online recruitment, is the practice of using technology and Web-based resources for tasks involved with finding, attracting, assessing, interviewing and hiring new personnel.
• The purpose of e-recruitment is to make the processes involved more efficient and effective, as well as less expensive. Online recruitment can reach a larger pool of potential employees and facilitate the selection process.
• The online promotion of an organization as a desirable place to work, through the corporate website or other venues, is one element of e-recruitment. E-recruitment software and systems are available as standalone applications, product suites and services. A recruitment management system is an integrated product suite or portal that streamlines and automates the processes involved.
• The use of websites such as LinkedIn, Facebook and Twitter for some aspects of recruitment is sometimes referred to as social recruiting.

• E-recruitment includes all steps of your standard recruitment process that involve the use of web-based technology. Here are some important e-recruitment steps:
• Post job ads on online job boards.
• Seek employee referrals through your Applicant Tracking System (ATS.)
• Source candidates on professional social media or portfolio sites.
• Administer online pre-employment tests.
• Interview candidates using video interviewing software.
• Conduct background checks through a provider that your ATS integrates with.

• Recruitment refers to the process where potential applicants are searched for, and then encouraged to apply for an actual or anticipated vacancy. Selection is the process of hiring employees among the shortlisted candidates and providing them a job in the organization.

• Recruitment metrics are a standard set of measurements used to manage and improve the process of hiring candidates into an organization. Candidates can be existing employees within an organization, people entering the workforce for the first time or employees interested in job opportunities outside their current organization.
• Many recruitment metrics are used by organizations to gain valuable insights on potential candidates during the recruitment process:
• Identification of candidates, sometimes known as sourcing personnel.
• Attraction of candidates.
• Interviewing and assessment of candidates.
• Overall process improvement of the recruiting workflow and steps.

• We already know the top efficiency metrics agencies track: fill rate, time to fill, and referrals per call. To ensure quality, you should track per requisition metrics, such as the number of candidates who:
  • Applied
  • Interviewed
  • Got an offer extended
  • Accepted an offer
• You should also track applicant and hiring manager satisfaction. Depending on your agency’s goals, consider tracking more granular data.
• For example, if you are having trouble connecting with passive candidates, track emails sent versus response rate. If people are not responding to you, this metric can help improve your sourcing efforts. Which messages elicit a response? What kind of person is more likely to answer? Analyze the numbers and adjust accordingly.
• Lastly, agencies should track new hire turnover rate. Though this is an internal metric, it helps determine the quality of candidates you refer to clients. Regardless of their performance, if your referral leaves after a few months, then it was not a successful placement—which is something fill rates ignore.

• The recruitment process is an important part of human resource management (HRM). It does not happen without proper strategic planning. Recruitment is defined as a process that provides the organization with a pool of qualified job candidates from which to choose. Before companies recruit, they must implement proper staffing plans and forecasting to determine how many people they will need. The basis of the forecast will be the annual budget of the organization and the short- to long-term plans of the organization—for example, the possibility of expansion.

Forecasting is based on both internal and external factors. Internal factors include the following:

• Budget constraints
• Expected or trend of employee separations
• Production levels
• Sales increases or decreases
• Global expansion plans

External factors might include the following:

• Changes in technology
• Changes in laws
• Unemployment rates
• Shifts in population
• Shifts in urban, suburban, and rural areas
• Competition
• Once the forecasting data are gathered and analyzed, the HR professional can see where gaps exist and then begin to recruit individuals with the right skills, education, and backgrounds. This section will discuss this step in HR planning.

• A recruitment basically consists of three distinct phases. The work before posting an ad for the vacant position, the selection process and finally choosing the right candidate. Below we have put together a template for what a recruitment process might look like as inspiration for how to organize your future recruitments. 

1) Preparation

• This is where you first identify the need for a new employee. You set the frame for the position and a profile of required competencies and skills for the new hire. A part of the preparation process is also to put together a job ad and choosing the proper communication channels to spread the message. Do not forget to include hiring managers early on so they are in the know as to how the recruitment will unfold and what they are expected to do.

2) Receive applications

• Your ad has been posted and the pile of applications is steadily growing. An important step of creating a good candidate experience is to confirm to applicants that their application has been received.
• For those using an ATS (application tracking system, also known as a recruitment system) this phase of the recruitment process is more or less completely automated. Collecting and organizing applications as well as sending automated replies is done without effort. For those still receiving applications by email this step can be a real energy drainer, with a lot of time going to administration (organizing and registering applications) and replying to candidates.

3) Selection stage

• 1: Weed out unqualified applicants
• We have now started the selection process of the recruitment. The selection process can in turn be divided into several smaller steps, where each stage eliminates further candidates who are not suited for the position. A first selection is done to eliminate unqualified applicants who do not meet the basic requirements for the position.
• Basic requirements can for example be that a taxi-driver should have a driver’s license, that an installer of air conditioning units need to have the proper training background or that a nurse has a valid medical license.
• By using selection questions as part of the application process, basically asking if the applicant meets the requirement or not, you can quickly discern who does and does not meet the basic requirements. Remember to always get in touch with these applicants to inform them that they have not made it through to the next round, preferably making it clear that it is because they don’t meet the basic requirements.

4) Selection stage

• 2: Rating and ranking candidates
• The next step of the selection process is to figure out which applicants should be asked to come to an interview. In other words, you should rank candidates according to which are the most to least interest to meet with. The rating should be based on how well the candidate fits the profile of requirements and skills needed for the position. 
• This is one of the most time-consuming steps where most spend their time reading through resumes and cover letters. An alternative method with much less need for hands on assessment, and thusly a time saver, is to use screening tests.
• Depending on the number of applicants or how many suits the profile, you may want to meet all remaining candidates, or just a chosen few at the top of the list.

5) Selection stage

• 3: Interviews
• Without going into detail about how to conduct a good interview, it is at least worth mentioning the role of the interview in the recruitment process. More often than not, it’s the first time you meet the candidate in person, and the meeting exists just as much for your sake as for theirs. With several rounds of interviews the candidate can get the opportunity to meet their future manager, ask If you reject a candidate after conducting an interview, you should provide some form of personalized message or be in touch with them through telephone. For a better candidate experience, it’s appreciated if you also include feedback to why the applicant didn’t move forward in the process.

6) Selection stage

• 4: Simulated work exercise
• Follow up on your top candidates from the last round of interview with conducted a simulated work exercise. It’s a way to check if the candidate you’ve assessed as being highly qualified and suited for the job can actually deliver in a future work situation.  
• For some roles, the work exercise could be changed to conducting a “technical interview” where the candidate is questioned by a peer about their area of expertise to assess whether the candidate possesses the right problem-solving skills and understands working processes.

7) Offer and tying off loose ends

• The top candidate gets an offer, and once all papers have been signed it’s time to finish up the recruitment. All applicants should at some point be informed that they were not chosen for the position and that the position has been filled.

Helps to build your employer brand

• When a start-up starts to hire, the public and potential job candidates research the company. Your company's public profile and online presence are very crucial at this point as it marks the first impression of your company.
• What are the common types of recruiting challenges that organizations face?

• Hiring managers are responsible for hiring an employee, or employees, to fill open positions in an organization. Hiring managers are typically people from the hiring department and often serve as the new hire’s future supervisor. 
• Hiring managers work in coordination with their HR team, which supervises the interview and hiring processes. Ultimately, a hiring managers’ job is to hire the most qualified applicant for a given position.

• Each new generation brings its own nuances and challenges to the workplace and jobs market. Generation Y employees are no different. This generation—dubbed “millennials”—includes workers born between 1981 and 1996, according to the Pew Research Center. And while they’ve garnered plenty of flack as pampered or self-absorbed, they’re much more interesting than that.
• By 2025, millennials will constitute a majority of the workforce. So, as a recruiter or hiring manager, it’s crucial to understand what makes Generation Y tick. The essential element to recruiting and attracting the best millennial talent is effective communication that speaks to and understands their language and values. Here’s what you need to know to get started.
• Generation Y employees and the social media connection
• While it’s no secret that communication is increasingly facilitated by social tools and technologies, social networking is particularly relevant for millennials. According to the Pew Research Center, 86% of millennials use social media, compared to 76% of Gen X and 59% of Baby Boomers.
• The ubiquity of social media puts the onus on recruiters to improve social media recruiting, delivering a clear, compelling message that speaks to this generation’s expectations. But in order to fill the requisitions of today with the talent of tomorrow, creating and executing a strategy involves an understanding of the mindset—and motivations—of the young professionals you’re looking to place. When it comes to millennials, that means rethinking and reframing many of the pervasive misperceptions about Generation Y.

The debt-riddled trophy generation

• While millennials are commonly referred to as “The Trophy Generation,” the entitlement often associated with them waned at about the same time many of them obtained their inordinately expensive college degreesand entered one of the worst job markets on record. These factors have forced a shift from career idealism to career pragmatism; for many millennials, any job is a good job.
• For recruiters, this means you have a highly skilled, highly educated pool of available candidates who are likely to take assignments that more experienced workers might not accept, at salaries that are more aligned with current market conditions.
• That’s not to say Generation Y employees are easily exploited; in fact, it’s key for staffing professionals to add value to the recruiting conversation. Start by providing feedback, coaching, and a clear understanding of the hiring process. This will also help make them more informed job seekers and better candidates.

Speak to Gen Y priorities

• Besides their pragmatism, technological savvy, and education levels, millennials have certain characteristicsthat recruiters would be wise to understand, including that they are:
• Socially conscious: They care about the effect companies have on society and the environment.
• Ethnically diverse: The digital world enables friendships across races, ethnicities, and genders, and encourages millennials to value equality and diversity.
• Experience-driven: They prioritize experiences such as traveling and unique learning environments.
• Health conscious: They care about healthy food and exercise, placing particular emphasis on a work-life balance that values mental and physical health.
• Of course, there’s more to the millennial mindset, and individual priorities can vary greatly, but keeping these key values in mind will help you cater your recruitment efforts to common Gen Y characteristics.
• Focus on millennial messaging
• Social media provides an opportunity to go where millennial recruits “hang out” and communicate about topicsthat matter to them. The key for recruiters is to present opportunities as learning experiences and help Gen Y candidates understand how these roles can translate into a career — or at least, the next step on the ladder.
• Sharing job search tips and career content via Facebook or Twitter, whether original or repurposed, gives the candidate the incentive to stay active and engaged with your company brand. Consider providing content that’s worth sharing with their wider network of friends, who are also likely to be Gen Y talent.
• Focusing on the big picture is important, but the details are what really matter. Showcase success stories through social networks featuring real Gen Y workers. Create compelling evidence about what to expect, and how to exceed those expectations. And on an individual level, take the time to understand which priorities matter most to a given millennial recruit, and speak to those values.

Match Generation Y employees with jobs that fit

• Taking the time to better understand the next generation of workers will set you up for success as that generation takes over the workforce. By adjusting your recruiting strategies to the priorities and needs of the millennial candidate, you can make smarter hiring decisions and reduce costly turnover.

• A headhunter is a company or individual that provides employment recruiting services. Headhunters are hired by firms to find talent and to locate individuals who meet specific job requirements. The term headhunter may also be referred to as an "executive recruiter," and the function they perform is often called "executive search." Headhunters may have a pool of candidates for specific positions or may act aggressively to find talent by looking at competitors' employees. Employers tend to enlist headhunters when they are unable to find the right person to fill a role on their own.

• Employers hire recruitment agencies to find job candidates. Agency recruiters do this by researching the open roles, identifying qualified people, screening the candidates, and providing support to the employer during selection of the new hire.
• Recruitment agencies are commonly confused with employment agencies. However, they are not the same thing; recruitment agencies serve employers, and employment agencies serve job seekers.
• Recruitment agencies structure their services and fees in several ways, including:
• Contingency recruitment, with a salary-based fee paid only if a hire is made
• Retained or executive search, with an up-front fee paid for assistance filling a role
• On-demand recruitment, with an adjustable level of support at an hourly rate
• Recruitment process outsourcing, which completely replaces the employer’s internal recruiting function

Different companies work with recruitment agencies to fill different needs. Typical reasons include:

• Providing support to hiring managers if there is no internal recruiting or human resources team
• Identifying hard to find or highly-specialized talent
• Finding job candidates from outside the company’s own networks of people
• Assisting in-house recruiter during a hiring spree or growth spurt
• Maintaining confidentiality during a sensitive search
• Replacing altogether the need for an in-house recruiting function
• Many agency recruiters are able to identify resumes that match the skills, abilities and experience required by a role. However, employers now emphasize the need to hire employees who fit their corporate values, vision and culture.

• “Your recruitment agency should be an extension of your internal HR or recruiting team. They should make the effort to learn about your team, your culture, and what traits help someone excel at your company. Finding qualified resumes is easy – but you don’t hire resumes. You hire people.”

• 1. Utilize an ATS
  • The most important element of an efficient recruitment strategy is an applicant tracking system (ATS). An ATS enables recruiters to track applicants over the course of the entire recruitment process — from application to offer letters — and automate communications so elite candidates don’t fall through the cracks. 
  • Perhaps more importantly, an ATS can help you identify where the majority of your qualified applicants are coming from, be it your careers page, social media or job boards. This data helps recruiters determine which avenues are most successful and worthy of additional resources, and which they can pull back on.

   

  2. Only include must-haves in your job descriptions 
  • Studies show that women are less likely to apply to jobswhere they don’t meet 100% of the criteria, while men will apply to jobs for which they meet 60% of the requirements. Including unnecessary details — such as certifications you’re willing to train for or secondary responsibilities — will drastically narrow your talent pool.
  • As a result, you may have to prolong your candidate search, costing you additional time and resources. Not only that, but with a narrow talent pool, you will struggle to hire a diverse and inclusiveteam that reflects your community and the customers you serve. Tighten up your job descriptions to increase the breadth and quality of applicants.

   

  3. Prioritize candidate communication
  • Leaving interested prospects hanging will turn them off your company and toward another. Keep in contact with applicants throughout the entire process, even if it’s just to check in and say, “Hey, no news yet!” Elite candidates are likely fielding multiple offers or are at least on the radar of other organizations. If they haven’t heard from you in a while or don’t have an idea of when they can expect to hear from you, they’re not going to wait around. Stay top of mind with candidates — and at the top of their inbox — to keep them as a viable option and refrain from having to restart your search.

    

  4. Lean on Your Current Employees
  • When it comes to filling open roles, turn to your existing team members to boost your recruitment efforts without racking up costs. Use these three tactics to engage your current workforce in your recruitment strategy.

   

  Look for inside hires

  • Prior to asking for employee recommendations and posting a job description, first look for employees that you can promote from withinand then open applications up to your current employees. An inside hire already knows your team, the business and positively contributes to your culture, which mitigates the onboarding process for an outside candidate.
  • Additionally, offering employees the opportunity to apply before formally starting to recruit shows your team members that you value them and support their career advancement. This tactic will boost employee engagementand cut down on turnover in other roles. 

   

  Create a referral program

  • Implement an employee referral programto encourage candidate recommendations and get creative with the incentives you offer your employees. Monetary rewards are common, but your team may be more enticed by experiences, like a weekend getaway with a plus one. Set guidelines for when and how rewards are distributed. Waiting several months after the hire date to reward an employee for their referral is standard and ensures employees are only compensated for solid recommendations and quality hires. 

   

  Leverage your employees as recruiters

  • Good people know good people. Build an internal employer branding teamand leverage the people in your organization as recruiters by tapping into their digital networks. Provide employees with social copy and an engaging image — it doesn’t have to be professionally polished — and ask them to post it on their social media profiles. Doing so will increase your chances of receiving applications from quality candidates and help build your talent pipeline.

   

  5. Meet elite candidates where they are
  • Determining where to source candidatesis a major decision. If you’re looking for candidates early in their career, you’ll probably find success with a social media recruiting strategy. Conversely, experienced candidates are more likely to be accessible via traditional job boards. Either way, you’ll waste time and resources — and effectively scream into the void — if you’re not utilizing the right sourcing tools.
  • Pursuing avenues you know to be home to professionals in your field will make it easier to connect with ideal candidates sooner. The key is to first figure out where these passive job seekers are prior to launching your recruitment strategy. Focusing on the right sourcing tools, instead of trying them all, will improve your quality of candidates and reduce the amount of work required to hire them. 

   

  6. Streamline your interview process
  • Your HR staff and recruiters are fully equipped to source, vet and interview candidates, but what about your hiring managers? Most likely, you’ll want the employees who will be working closely with a potential candidate to conduct an interview or two. Employees should be familiar with legal stipulations and ethical interview guidelines, in addition to understanding the best practices for assessing qualifications. 
  • Create a standardized candidate evaluation template and tailor it to each role you’re hiring for. Before you begin your search, talk with hiring managers to build out the candidate persona— what are the responsibilities assigned to the role and who do they want in the position? Then, craft questions that get at the qualities they describe. For example, if they want a salesperson who will be aggressive in the role, ask each candidate about a time they fought for what they wanted. This approach ensures you’re consistently asking interviewees the right questions.
  • This, combined with training interviewers, can reduce your time-to-hire, minimize lost employee productivity due to a lengthy interview process and make it easier to spot the right candidates for the job.

   

  7. Build out your talent pipeline
  • Continually sourcing candidates for roles before they become vacant will greatly reduce your time-to-hire. Building your talent pipeline— especially for roles with historically high turnover — will enable you to engage prospective candidates early. 
  • Join an online professional community to connect with passive candidates. Passive job seekers are crucial to improving your recruitment process, especially in today’s candidate-driven market. The candidate journey is typically segmented into a six-stage processand submitting an application doesn’t occur until the fourth stage. 
  • What’s more, in the digital age, candidates are likely to make several stops along the way before deciding to apply to a job — at company websites, career pages, social media profilesand anonymous employee review sites. Again, it’s a candidate’s market; they can afford to be picky and shop around. What does this mean for your HR and recruitment team? Be patient and start the search early by connecting with passive candidates now.

   

  8. Showcase your culture 
  • Your company culture is the personality of your organization and a key aspect to highlight early on in the recruitment marketing process. 46% of job seekerssay company culture is very important when choosing to apply to a company. People care about where they work and what they do — emphasizing your company culture shows job seekers that you’re building a business and a community.
  • Incorporate employee spotlightson your website and feature your mission statement and core values prominently on your about page. Sharing details about your company culture helps prospective employees understand what it’s like to work at your company, which makes it easier for them to accept an offer. 
  • Additionally, share employee testimonials to simultaneously promote your culture and open roles. If you’re looking to fill an account executive position, ask one of the top AEs on your team for their thoughts on what they like about their job and how the company empowers them to be successful in their role. 
  • Include a photo of the employee — it doesn’t have to be highly produced, just a clear photo with good lighting — and share the testimonial to social media. Post it on your company profiles and encourage the hiring manager, your people team and CEO to post, too. This will help get people excited about where you work.

   

  9. Enhance your employer brand strategy
  • Your employer brandis your organization’s reputation as an employer; it’s what job seekers and the general public think of your brand. While you can’t control people’s perceptions, you can help influence their opinions of your company. The first step is to craft your employee value proposition, which will help you effectively pitch your open roles and company to prospective candidates. 
  • Then, you’ll want to update existing public-facing content and create new promotional materials that help showcase your new and improved employer brand. This is among the first things job seekers come across when considering your company, so make sure you accurately represent your organization and make it stand out among others.
  • A positive and impactful employer brand can help you drive more inbound tech candidates and impress candidates who are already in your talent pipeline.

   

  10. Attend (and host) industry events
  • Take your talent search on the road to meet elite candidates in your markets. Not only are industry events a great way to connect with prospective employees, but they give you the opportunity to network with other like-minded organizations and form relationships that can lead to lasting partnerships.
  • Furthermore, meeting potential candidates in person is more effective than reviewing resumes. Industry events allow you to partially skip the first step of your candidate search by providing insights on the individual’s personality, values and long-term career objectives through face-to-face conversations.
  • Improving the efficiency of your recruitment process is a big to-do, but not altogether impossible. The key is to leverage the resources at your disposal and rely on real data to inform your decisions. For additional resources, check out our tips for preparing your 2020 recruitment strategy

• A virtual recruiter conducting employment interviews may be a real recruiter working remotely and online, a hiring manager or supervisor invested in saving time and money in the hiring process, a recruitment process outsourcing representative, or an online pre-screening computer program designed to interact with candidates capture interview information. Virtual interviews are ideal for standardizing candidate screening with the same questions that are asked the same way of all candidates, ensuring compliance with employment and non-discrimination laws.

• • Online recruitment has played a huge role in the human resources industry since the 1990s. This technology helps recruiters gather relevant information and sufficient data needed to match applicants to suitable jobs, making the recruitment process easier and faster. It also makes the application process more convenient by providing applicants with job options at their fingertips. But what are the pros and cons of online recruitment in the digital age?

  Pros:

  • Wide Audience Reach
  • Companies would be able to target more people with very minimal effort. Job openings can be made public through different social media platforms, which broadens a company’s reach.
  • Cost-Effective
  • An online recruitment tool would be a great long-term investment for any company. This could be more efficient when combined with a traditional recruitment process.
  • Time-Saving
  • Indeed, time is money. Online recruitment provides recruiters with a faster hiring process, enabling them to interview and shortlist more applicants per day. This also allows them to handle several job openings at the same time.
  • Application Process Automation
  • Since time is of utmost importance, the slow turnaround time of traditional recruitment is what companies are trying to avoid. Thanks to online recruitment tools, application process automation requires less time for matching candidate profiles to job openings. This also allows recruiters to focus on sourcing more candidates by targeting the right market per job post.

   

  Cons:

  • Extremely Diverse Audience
  • Since online recruitment generates a large number of applicants per day, companies should be more careful when using this. Recruiters must ensure efficiency at all times and avoid tapping unqualified candidates, as well as candidates who live too far from the office.
  • A study conducted by ERE Mediashows that 92% of employees, who spend 30 to 45 minutes commuting, have the tendency to leave their jobs in less than two years. This means that these employees are in jobs that are not perfectly suited for them based on locations.
  • System Issues
  • In the digital age, online access requires a stable internet connection. System issues such as poor internet connection will hinder you from accessing your files online. It would be best to have a back up of your online files saved on your company’s server to ensure that you would still be able to continue working until your connection stabilizes.
  • Less Behavioral Assessment
  • For companies that do not require examinations, most of the recruitment process is done online. Phone and Skype interviews are commonly practiced, especially for offshore companies. In this case, hiring managers and recruiters will not be able to ensure the professional ethics of an individual, especially for specific situations and environments.
  • Today, online recruitment is preferred by most companies since businesses are going digital and are aiming for better service quality. It would be best to determine your company’s goals in order to choose the recruitment process that best suits your organization. It also won’t hurt to look into what your competitors are doing to make sure that you’re a step ahead of them.
  • I believe that in order to determine the recruitment process that’s perfect for your company, you must first develop a traditional recruitment process that works best for you. Once this process is in place, integrate it with a digital one for a more advanced and effective recruitment process. This will allow you to keep your existing candidates, while allowing you to expand to the online talent market.

• A recruitment budget is essential to cover all the costs associated with creating a recruitment strategy, engaging and recruiting talent, and retaining them once they are hired. However, it is essential to plan the recruiting budget correctly to effectively drive recruitment activities, capture crucial metrics and find areas of improvement. Without a well-planned recruitment budget you always run risk of overspending and ruining your entire hiring plan for the year. Also it can be difficult to track all the expenses that were incurred in hiring a candidate, right from the advertising the job to arranging lunch for candidates if required.

Job boards or aggregators are important part of recruitment costs:  

• Which job boards will you use to publish your requirements? You can refer to your source conversion report to get an understanding of which CV sources provided the most number of job applications and the maximum conversion.  Gather results from niche, regional, industry-specific job boards and try to determine which boards worked well for which locations and positions. Based on the hires from the boards and aggregators you’ve used in the past, you can project what your expenses will be in the coming year.

Staff and Resources are an important component of recruitment budget: 

• Recruiters’ salary, any external vendors or consultants you may use for hiring or any agency that helps you in recruitment account for a separate cost which must be considered while designing the recruitment budget. This depends on the number of people you are planning to hire in the next year. For example, 2 internal recruiters per 100 hires might be a good ratio.

Recruitment Advertising forms vital part of hiring costs: 

• Recruiting the best candidates requires a number of activities such as conducting events to developing career sites and advertising on social media. These employer branding initiatives or general employer branding also needs to be taken into account while creating the recruiting budget. As with job boards, you have to consider which advertising channels worked well in past.

Recruitment Tools is an important part of recruitment budget: 

• Today, technology goes hand in hand with recruitment. Without the service of proper technology, it is not possible to get the best candidates to work for you in this highly competitive space. An ATS such as Naukri RMS will not only automate your hiring process but also impact other recruitment metrics such as quality of hire, speed of hire, and candidate engagement. However, all these goodies come at some additional costs which again should be a part of the recruitment budget estimates.  The cost incurred while deploying an ATS is justified with the end results in form of saved productivity, time and other resources.

Employee Referral Program is also one of the important components of recruitment budget: 

• Employee referral is considered one of the best sources of hire and therefore investing in an employee referral program to hire candidate makes sense.  Many companies offer their employees monetary rewards for referring qualified candidates. There are some other costs also involved which can be calculated based on the number of referrals that were recruited in previous years.

• You can calculate your recruiting budget in two ways: Use your average cost per hire. Calculate it by adding the actual recruiting expenses from last year and divide by the number of hires you made. Then, multiply your average cost per hire by the number of hires you plan to make this year.

• Recruiting is one of the most invaluable functions in your organization, and we’re not just saying this because we’re recruiters. It’s true. As they say, a company is only as good as its employees, and if you want to find the top talent in your industry, investing in recruiting is a great place to start.
• However, getting approval to increase your recruiting efforts and budget is easier said than done. You will likely be required to build a strong business case and prove to your organizational leaders that investing in recruiting will strengthen your company and provide a good return on your investment.

Make Your Business Case by Measuring Results

• How do you make your case? It starts with measuring your current hiring and recruitment efforts. Here are some things you can track:
• Cost per hire: This is the average cost to hire a candidate
• Time to fill: This is the length of time it takes your company to fill a position from the time a job becomes available
• Quality of hire: This can be measured by looking at things like performance rating, impact on the company, being promoted and other factors
• Turnover rates: This involves measuring the number of employees who leave or are terminated

Once you have data on these hiring practices, it is important to present the following:

• The recruiting and hiring problem (poor hiring track record)
• How the recruiting issue negatively impacts your organization (cost, loss of performance, etc.)
• Suggestion of possible solutions and recommendations (hiring a recruitment firm)
• How presented solutions will positively impact the company (more efficient hiring, cost effectiveness, hiring top industry talent)

Your business case for increasing your recruiting budget could also include:

• Defining and changing the recruitment team internally and externally
• Allocation of resources
• Defining hiring goals and objectives
• Re-assessment of the company interview process, onboarding, and employee training programs
• Definition of key performance indicators for hiring