Take more control of your recruitment
advertising costs
The ongoing recession has led many organisations to analyse the cost of their
recruitment practices. Each of the four main areas, evaluating whether to fill
vacancies, the use of advertising, agency costs and the candidate selection
procedure, have all come under review in the downturn.
This review process has led to greater economy in hiring practices and a change in
attitude towards the value of recruitment functions. Consequently, people are
placing greater scrutiny on the value of the expensive ‘middle-man’ functions
carried out by agencies, including candidate screening and selection, advertising
and media planning/buying.
Are you using the most cost-effective advertising methods?
This evaluation of existing processes has led some to believe that there is not necessarily a
direct correlation between the amount of money spent on recruitment and the success of
the tools and processes being used to fill vacancies.
As a direct recruiter, what are the alternatives?
For direct recruiters who want to revise their current and future recruitment spending there
are two main options:
Bring your recruitment in-house:
Over the past 10 years there has been a growing trend for recruiters to take part or all of
their recruitment processes in-house. Betfair1 and adidas Group have both moved
recruitment processes in-house in recent times, with adidas Group reportedly saving a
massive ‘£4.9m a year’2 with the move. There is now a host of web-based software and
solutions to help direct recruiters manage different recruitment functions, such as
applicant tracking and job posting.
Outsource intelligently:
Improve the quality and suitability of your applications by working smartly and flexibly
with external partners such as recruitment consultancies and advertising agencies.
Remember, you are outsourcing a recruitment function to an agency, not a responsibility,
and it is more difficult to realise the value of an agency’s work if your relationship with
them is one of reliance. According to online recruiter TalentPuzzle, UK businesses
spend £2.6 billion on external recruitment each year, but 76% of business owners and
HR staff surveyed felt that they were not getting value for money3. The only way direct
recruiters can change this situation is by being more proactive and being better
informed prior to involving an agency.
Where to get started…
Of the expensive ‘middle-man’ functions, media planning is one that direct recruiters can
start to take more control of right away. The success of an advertising campaign is a key
indicator of ROI and the start of a successful advertising campaign lies in the right choice of
media. This a choice made increasingly challenging by the sheer number of different outlets
now available for recruiters to place their advertisements.
For more information
or to request a
demonstration
Call 020 8652 4300
Email [email protected]
Go to book a demo form
Not until now has there been one place where you can search and compare up-to-date
information on thousands of regional, trade, national press and jobsites quickly and easily.
XpertHR Recruiter has comprehensive data on all UK recruitment media, all of the
information a recruiter needs to better manage their recruitment advertising budget.
Careful recruitment media research can save time, save money and improve response.
Household names such as adidas Group now subscribe to XpertHR Recruiter to help with
their recruitment media research.
For more information on the service, to request a demo or to book a free trial click here.
❯ 1 Betfair takes a punt with in-house recruitment
❯ 2 Adidas moves recruitment in-house to save €6m a year
© Reed Business Information
❯ 3 Recruitment agency fees are a rip-off, says employers
www.xperthrrecruiter.co.uk