“No budget, no problem! Come on down and find out how you can start reeling in all-star candidates today! We’ve got the best employees on the market — all for a fraction of the price. You can hire any one of these hotshots with practically zero dollars in your wallet! We guarantee it. But wait, there’s more! Give us a call within the next 10 minutes and we’ll throw in a second candidate for free. Let us show you the way to the hallowed hiring haven.”
Sound too good to be true? It probably is.
Sourcing top talent is already a challenge, but add another layer of limited resources and you’ve got a frustrating, although not uncommon, problem.
For most recruiters, finding the dimes in a dozen isn’t cheap, but just because your organization is working with a small budget doesn’t mean the quality of your candidate should reflect as such.
Leverage your current network.
Your employees and coworkers are connected to a vast web of proficient people, one of whom could be the next addition to the team. Home in on your company’s top performing members — it’s likely they can connect you with candidates who have a similar work ethic and success. One way to motivate these candidates to warm up to you is to host a happy hour company event and use it as a chance to network and discuss career goals. For one thing, you’ll be able to decipher who’s interested in your company, or meet others who can connect you with people who would be interested. Streamline your employee referral program and if you don’t already have one, consider implementing one. It’ll save you time, help you engage with excellent candidates, and make your employees happy.
Visit college campuses to connect with students and upcoming graduates.
Colleges provide a good source to find short-term and long-term employees, as many current students are always on the hunt for an internship that will give them valuable work experience in return for class credit. Find an intern who rises above your assignments and expectations? Consider offering him or her a chance to join the team upon graduating. Likewise, college seniors are sweeping the job market in search of an opportunity to start building their career. Don’t forget to tap into universities’ online profiles and alumni association groups.
If you’re feeling especially network-y, try reaching out to college professors to find out more about their top students. Not only can these professors recognize remarkable skill, they can help you find candidates even before their hit the market. By making the first touch with younger candidates, you’ll be able to scope out rising talent with a refreshing, promising drive to perform well in their job duties.
Spur a sense of drive among candidates...
While the search for a qualified candidate can sometimes feel like quite the hassle, especially on a tight budget, it’s not advised that you completely ditch all conventional practices, including proactively sourcing talent through a recruiter or hiring manager. To start, if you find a candidate who seems to be a good fit, make sure the individual qualifies what you’re looking for in skills, experience, and persona. Don’t settle for “maybe” candidates — look for the “yes, definitely, without a doubt, 110%” champs. You get the picture. Oftentimes, potential hires won’t return a recruiter’s calls, but if a director, vice president, or CEO takes a minute or two to reach out, a candidate will be encouraged (if not flattered) and more inclined to respond.
...then nurture them through and through.
Once you find such coveted talent, hold on tight. Make a candidate feel like they’re already a beneficial asset to the team by giving them a high-value, existing problem to solve and provide feedback on their work, which will indicate your genuine concern for their success. Be candid about specific steps that can help boost a candidate’s rankings within the company over time. Put forward a full-circle understanding of your company by promoting employee development, perks, and culture, and being transparent about any of their questions or concerns.
If you don’t end up hiring the candidate, follow up with a notice. If you’re looking to turn off a candidate while making your company look bad, don’t follow up. Candidate experience starts from the point of outreach all the way through the hire and rejection.
With the right, fitting recruiting strategy, you can make the most of your organization’s hiring budget — all while sourcing only the most qualified candidates. Yeah, we can guarantee that.
