How to find employees for free?

How about finding your next great job without having to invest a dime? That is the ideal situation. Unfortunately, you cannot construct your complete recruiting process with no funding, which is particularly problematic if your company is expanding quickly. However, there are several approaches to recruiting that can get you closer to quality individuals without putting too much of a strain on your financial resources.

The environment of recruitment is always changing, and as a result, it is normal for recruiters to forget about the tried-and-true procedures that have been in place for decades. However, this does not indicate that the conventional approaches are less efficient. In this section, we will discuss ways in which you might reduce the cost of your entire recruiting budget.

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There are six free methods to locate potential employees:

1. Make use of free online job boards

The word "free" many times makes an offer seem too good to be true. On the other hand, this is not the situation with regard to employment boards. You are able to post job openings at no cost on a number of different websites, including Indeed and Glassdoor, which are two of the most prominent job search websites. All that is required of you is to draft a job advertisement that provides a description of the function, and then upload it to one or more free websites that provide this service. The moment you least expect it, you will start to get cover letters and resumes in your mailbox.

Do not immediately write off free job posting websites if, after using them, you find that you do not get enough competent applicants or that you receive an excessive number of applications from individuals who are not suitable for the position. Experiment instead with your job post by writing a job title that is more descriptive, including crucial tasks and requirements that are absolutely necessary, and listing a few of the advantages that you provide as a way to attract potential applicants' attention. Here are a few suggestions on how to make an efficient job advertisement, and you may want to structure your job advertisement to meet the candidate's hierarchy of demands as they relate to the position.

2. Promote your business on social media.

Share your current job vacancies on social media and make contact with a large number of possible applicants to increase your chances of finding the right person for the position. You may begin with LinkedIn; given that it is a professional social network, many individuals look to it as a resource for learning about available employment prospects. Your available positions should be advertised on your LinkedIn profile, and you should also invite your employees to share the opportunity with their own professional networks.

You might try finding workers on Facebook and Twitter in addition to utilizing LinkedIn, which is a professional networking website. On Facebook, there are work-related groups that are focused on professional interests and sectors, but on Twitter, you can use relevant hashtags to target applicants with the expertise or in the location that you're searching for. Facebook is a great platform to utilize if you're looking for a new job.

Start with these helpful templates for job postings on LinkedIn, Facebook, and Twitter if you are unsure of the ideal method to publicize your available positions on social media. They are designed specifically for those platforms.

It may appear as like you are casting a broad net when you share job advertisements on social media, but this is really a helpful tip. However, there are methods to limit your exposure without incurring any additional costs. Let's imagine you're looking to fill a position in Boston for a user experience designer. You may join design-related professional groups on Facebook, and you can promote your job openings on Twitter by using relevant hashtags like as #designerjobs, #uxjobs, and #bostonjobs. On Facebook, you can join professional groups linked to design. You may discover further recruiting advice, including instructions on how to locate workers on Facebook and Twitter, in our guidelines.

3. Make your job postings and career websites search engine optimized

It is one thing to get the word out that you are recruiting, and it is an entirely other thing to actually get job searchers to apply for the available positions that you have. Even though you may be posting advertisements for open positions on a variety of job sites and social networks, you may be wondering how you can entice qualified applicants, especially in industries that have a lot of rivalry for the best personnel.

It is essential that your employment opportunities stand out from the crowd, which may be accomplished by optimizing them for search engines. To your good fortune, you do not need to be an SEO specialist in order to achieve that. The following are some fundamental guidelines that should be kept in mind:

Use a typical work title. Candidates are not looking for opportunities in "java wizard" or "sales guru" roles at this time. They are seeking for positions such as sales manager or web developer instead.

Ensure that your writing is simple to read. Large blocks of text are intimidating, especially for job seekers who do their searches on mobile devices (such smartphones and tablets). Make use of bulleted lists to organize your information, and give the various parts labels (such as "Job responsibilities" and "Benefits," for example).

Include relevant keywords. Candidates are more likely to notice your job post if it mentions work-related responsibilities, abilities, and equipment. However, you are not required to make excessive use of jargon, nor should you make excessive use of jargon. To put it another way, a statement that is too general and might be interpreted to apply to practically any position will not be effective in luring the appropriate applicants.

Include screenshots and videos. Your capacity to boost the searchability of your job post corresponds directly to how aesthetically attractive it is. The same may be said for your jobs page, on which you can incorporate movies with your staff as well as photographs of your offices.

For the purpose of assisting you in finding workers online, we have compiled a collection of over 700 job description templates that are already optimized for search engines, and we have also selected some of our best job advertisements for you to utilize as a source of creative inspiration.

A helpful piece of advice is to have genuine job searchers as well as some of your colleagues check your job advertisements. Are the advertisements comprehensible? Are they appealing enough for you? What more information is required to assist the applicant in making their decision on whether or not to apply? It will be simpler for you to discover workers if you provide answers to these questions and make revisions to your job advertisements.

4. Ask for references

Have you ever given any attention to the amount of money that is spent on advertising jobs to individuals who are already familiar with the company? Even if you don't know them on a personal level, it's possible that someone else at your firm does. They may be past coworkers, they may have met your current coworkers at a conference, or they may be in the personal network of a current employee. All of these scenarios are possible.

Why not be proactive and ask your employees for recommendations of suitable candidates who would be a good match for the posts that you have open? Employee referrals are one of the best ways to find employees without spending any money. Not only will you save money on advertising costs and time invested in screening calls, but you'll also be able to speed up the hiring process because you'll be able to move those qualified referred candidates forward in your recruiting pipeline.

Tip: If you aren't happy with the number or quality of recommendations you're receiving from your colleagues, you may want to think about adding a fun touch or offering an incentive to make the process more interesting. Hold a contest inside the firm to motivate workers to suggest a greater number of prospects, or provide an incentive to employees who refer individuals who are recruited and continue to work for the company. Keep in mind that the incentive need not take the form of monetary compensation. If an employee makes a successful reference, for instance, you may award them with two more days off work or free admission to an event.

5. Build candidate databases

It doesn't matter how effectively you've constructed your recruiting process or how well you've organized each stage of the process; there will come a moment when a hiring manager or your CEO will say, "I need personnel immediately." In this case, you'll need to be ready to act quickly. When this time comes, you won't have the "luxury" of continuing to go about things in the same manner as before. You are going to need to devise a plan to discover suitable workers as quickly as possible.

When time is of the essence, it is worthwhile to review former applicants who have already been screened, interviewed, and rated for the position. It's possible that you passed on some qualified applicants because you felt there was a more qualified applicant available at the time. Or, you discovered that they would be better suited for an other job, but you didn't have any openings in that particular area, so you had to decline their application for that reason.

If you choose to re-consider previous candidates for an open position, you will be able to skip the time-consuming first hiring steps (such as publishing a job ad, screening resumes, and contacting applicants) and go straight to contacting them to find out if they would be interested in the position you have available. This will save you a significant amount of time and is also an excellent answer if you are attempting to (or are required to) lower your spending on recruitment.

A word of advice: if you don't already have a method in place, searching through previously submitted applications might end up taking you additional time. Keeping applicant information structured will be made easier with the aid of an internal candidate database (e.g. you can maintain a shortlist of people who applied and were interviewed for X role but where disqualified before the final interview.) You shouldn't just retain their resumes and contact data; instead, make a note of anything that will help you remember them, including any comments you received after the interview and any projects they did as part of the recruiting process. Because of this, it is essential to always bring things to a conclusion on a good note, even when rejecting applicants. In this manner, there is a greater possibility that they may think about applying for a new position at your organization in the future.

Referring to the instructions on the collection and storage of candidate information in accordance with the General Data Protection Regulation is highly recommended for European candidates (GDPR).

6. Participate in job fairs and/or organize career days.

Even while this may not be entirely free, it is still a way that may help you locate personnel at a low cost when you have a large number of positions to fill. You may really contact dozens or even hundreds of possible applicants over the span of a single day or even a couple of hours. This process is known as the "pre-screening."

Keep an eye out for local job fairs and yearly career events; these are the ideal venues to attract personnel, particularly in retail, hospitality, and other industries infamous for high turnover rates. Keep an eye out for local job fairs and annual career events. To improve the amount of diversity present in your teams, you may also choose to participate in activities that are geared at applicants from underrepresented groups, such as women, immigrants, or people with disabilities. Be sure to come prepared with material, such as business cards, fillable forms on your laptop, etc., that will assist job searchers in remembering your organization, as well as interview questions that will assist you in efficiently screening possible applicants.

Consider holding your own recruiting event, such as an open day, during which prospective candidates may visit your company, engage in conversation with members of your staff, and learn about the employment options you have available. This will boost the likelihood of finding people who are a good fit for the firm, as you will have the opportunity to highlight the culture of your business, which will, in turn, attract potential employees who are excited about the prospect of working there. The fact that members of the team are able to discuss their thoughts of applicants based on their personal experiences is an additional advantage.

Unfortunately, there are no magic formulas for recruitment that can ensure that you will locate staff for no cost at all. At some point, you will probably need to acquire premium job ads, make use of a sourcing service, or purchase recruiting software in order to develop a hiring process that is efficient and consistent.

When you have reached this stage, you need to ensure that the option you make about purchases will enhance your entire plan. To put it another way, if a job board has a history of not bringing you eligible applicants, you should avoid paying to advertise on it since you will not reach your target demographic and you will be squandering valuable resources. Spend this money instead on technologies that will automate aspects of the process (such organizing applications or arranging interviews), which will free up more time for you to look for possible candidates in new locations. In this sense, rather of making a payment, you are investing, and the advantages of the investment you have just made will accrue to you over the long run.