Recruitment costs: How to save time and money on your next hire

Understanding the real cost of a bad hire

When it comes to recruitment, there’s more than just the salary of a new hire to consider. The cost of recruiting can be high, and it doesn't always guarantee a successful hire.

Hiring the wrong employee can be even more expensive. Before you start searching for your next team member, understand the actual cost of a bad hire.

The cost of employment, also known as Cost per Acquisition (CPA), can vary greatly depending on the company, location, and position.

Factors like employee benefits, equal pay, HR resources, and the time consumed in the recruitment process all contribute to your CPA. When calculating CPA, it’s essential to consider more than just the salary of the new hire - you must also include the costs associated with background checks, references, and even right to work checks. The CPA for a bad hire can be much higher than that for a successful one.

Luckily, there are now online services like redwigwam which can help to streamline the recruitment process and reduce costs.

Businesses can save time and money by automating background checks, references, and right to work checks. Not only does this ensure an accurate and efficient recruitment process, but it also helps to reduce the risk of making a bad hire.

Use technology to streamline the process

Employers feel the squeeze of rising recruitment costs and the time-consuming process of sifting through hundreds of CVs and applications.

Technology is a great way to help streamline recruitment and save both time and money.

Utilising tools such as applicant tracking systems, automated scheduling, digital screening tools, and video interviewing software can help reduce your cost per acquisition. This technology can also ensure that employers comply with equal pay laws and conduct the necessary right to work checks.

Additionally, automation can provide a better candidate experience, resulting in more qualified applicants and reducing the time to fill positions.

By investing in the right technology, employers can significantly reduce recruitment costs while finding the best fit for their open positions.

Invest in employee retention

Retention should be a top priority for businesses looking to reduce their recruitment costs. A successful hire is more than just a good fit for the role - it’s also a commitment from both employer and employee to ensure the hire works out in the long run.

This involves paying attention to the well-being of employees, providing training and development opportunities, and creating an environment in which they feel valued.

One way to invest in employee retention is by setting up a recommendation programme for your existing team. You'll incentivise your team to recommend suitable people and give them even more reason to stay with the company if they are financially rewarded for introducing new team members. 

Another way to invest in employee retention is through equal pay. Ensuring that your employees are paid equally and fairly can go a long way toward creating an environment where they feel valued and respected, resulting in higher retention rates.

Finally, investing in your employees’ training and development can help reduce the cost of employment. By providing resources such as online courses, seminars, or even mentorships, you can ensure your employees remain informed and up-to-date on the latest industry trends. This will help them become better equipped to do their jobs and, in turn, reduce the cost and time associated with training new hires.

Investing in employee retention is essential for reducing recruitment costs and ensuring businesses find the right candidate for each position.