Comments on: Recruiting With Little or No Money – Tools and Ideas to Consider http://www.ere.net/2009/01/12/recruiting-with-little-or-no-money-tools-and-ideas-to-consider/ Recruiting intelligence. Recruiting community. Sun, 08 Nov 2009 09:18:04 -0500 http://wordpress.org/?v=2.8.4 hourly 1 By: Links 01/15/2009 http://www.ere.net/2009/01/12/recruiting-with-little-or-no-money-tools-and-ideas-to-consider/comment-page-1/#comment-10058 Links 01/15/2009 Thu, 15 Jan 2009 07:32:00 +0000 http://www.ere.net/?p=5651#comment-10058 [...] Recruiting With Little or No Money - Tools and Ideas to Consider : ERE.net [...] [...] Recruiting With Little or No Money – Tools and Ideas to Consider : ERE.net [...]

]]> By: Skye Callan http://www.ere.net/2009/01/12/recruiting-with-little-or-no-money-tools-and-ideas-to-consider/comment-page-1/#comment-10050 Skye Callan Wed, 14 Jan 2009 23:13:41 +0000 http://www.ere.net/?p=5651#comment-10050 All great pointers on how to optimize recruiting efforts on a small budget! I’m looking forward to 1,000 Ways to Recruit Top Talent coming out. We have a variety of low-cost solutions available to help companies recruit the top talent they need, including recruitment blogging solutions, employee referral programs, metrics software that tracks where hires are coming from so that job board, banner ad and print ad spending can be evaluated and reallocated as needed, and much, much more. http://www.ckrinteractive.com Cheers, Skye Callan CKR Interactive All great pointers on how to optimize recruiting efforts on a small budget! I’m looking forward to 1,000 Ways to Recruit Top Talent coming out.

We have a variety of low-cost solutions available to help companies recruit the top talent they need, including recruitment blogging solutions, employee referral programs, metrics software that tracks where hires are coming from so that job board, banner ad and print ad spending can be evaluated and reallocated as needed, and much, much more. http://www.ckrinteractive.com

Cheers,
Skye Callan
CKR Interactive

]]> By: Don Charlton http://www.ere.net/2009/01/12/recruiting-with-little-or-no-money-tools-and-ideas-to-consider/comment-page-1/#comment-10033 Don Charlton Wed, 14 Jan 2009 01:22:01 +0000 http://www.ere.net/?p=5651#comment-10033 I would also like to suggest our company's product, The Resumator, which helps you manage both resumes jobs, and can can even help you find job boards that are better targeted and more affordable. Takes a minute to set up on your website, or just use the resume tools behind the scenes. Hopefully, we can help you save money acquiring prospects. Don Charlton CEO, The Resumator I would also like to suggest our company’s product, The Resumator, which helps you manage both resumes jobs, and can can even help you find job boards that are better targeted and more affordable. Takes a minute to set up on your website, or just use the resume tools behind the scenes. Hopefully, we can help you save money acquiring prospects.

Don Charlton
CEO, The Resumator

]]> By: Keith Halperin http://www.ere.net/2009/01/12/recruiting-with-little-or-no-money-tools-and-ideas-to-consider/comment-page-1/#comment-10003 Keith Halperin Mon, 12 Jan 2009 21:02:14 +0000 http://www.ere.net/?p=5651#comment-10003 Hello Everyone, These steps will help you save recruiting money: 1) Analyze your recruitment processes, better yet- have the people actually doing the work analyze your recruitment processes- they know what’s REALLY going on. 2) Determine what areas are the most valuable uses of your staff’s time. 3) Eliminate, automate, or outsource the least valuable parts of recruiting- for example, you shouldn’t have to pay more than about $3500 per month for high quality, cold-call telephone sourcing to identify candidates or hiring managers in companies with a gatekeeper/”name generation,” $1250 per month for internet sourcing, or $800 per month for interview scheduling and coordinating between candidates and the hiring team. 4) If your people can’t effectively do the high value-add work remains, consider training them. 5) If there isn’t enough work remaining to go around, consider reduction-in-work before reduction-in-force. (Those who object to the former are good candidates for the latter.) 6) As conditions improve, continue following Steps 1-5- don’t go back to paying “*guru” salaries to folks to do lots of “grunt” work. Cheers, Keith Halperin keithsrj@sbcglobal.net * High-touch, high-skill, high-value add, creative work. ** Low-touch, low-skill, low-value add, routine work. Hello Everyone,

These steps will help you save recruiting money:

1) Analyze your recruitment processes, better yet- have the people actually doing the work analyze your recruitment processes- they know what’s REALLY going on.
2) Determine what areas are the most valuable uses of your staff’s time.
3) Eliminate, automate, or outsource the least valuable parts of recruiting- for example, you shouldn’t have to pay more than about $3500 per month for high quality, cold-call telephone sourcing to identify candidates or hiring managers in companies with a gatekeeper/”name generation,” $1250 per month for internet sourcing, or $800 per month for interview scheduling and coordinating between candidates and the hiring team.
4) If your people can’t effectively do the high value-add work remains, consider training them.
5) If there isn’t enough work remaining to go around, consider reduction-in-work before reduction-in-force. (Those who object to the former are good candidates for the latter.)
6) As conditions improve, continue following Steps 1-5- don’t go back to paying “*guru” salaries to folks to do lots of “grunt” work.

Cheers,
Keith Halperin keithsrj@sbcglobal.net

* High-touch, high-skill, high-value add, creative work.
** Low-touch, low-skill, low-value add, routine work.

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