Power Tools & Tips For Workplace Leaders
Talent Acquisition on a Small Budget:
5 Proven Steps
No one needs to tell you that talent acquisition is hard work. And despite a hyper-pressurized job market, no one is cutting you any slack, either. But even with mounting competition and limited resources, every business pro can still land great talent.

Here are five essential talent acquisition tactics that do not require a big budget.
#1 Check Your Reputation

Before you set out on your candidate search, it is crucial to examine your company’s image from an outside perspective. Google your business name and see what people are saying. If there is not much out there, you will need to address that. Start by asking trusted employees to leave good reviews on sites like Glassdoor.

Another way you can manage your reputation is through social media. Make it easy for candidates to find you online through their social networks.
#2 Make the Workplace Attractive

Once your internet presence is sparkling, you will want the physical workplace to match. Even if things look great, there could be areas that need attention. Ask your employees for their thoughts on how you can improve the workplace. Little things like snacks in the break room or moving furniture around can make a big difference.

It is also worth examining your benefits and compensation to make sure you are on par with the industry standard. A visually pleasing workplace is important, but the best pay and benefits you can offer will attract great candidates by itself.
#3 Streamline the Application Process

One out of five job seekers will abandon the application if it takes longer than 20 minutes to fill out. Make the process as quick and painless as possible.
#4 Interview Thoughtfully

It is important to remember to treat candidates like you would a customer during this process. Keep in communication with them, and be kind and attentive. Regardless of whether they receive an offer, you want them leaving with a positive impression of the company.
#5 Always Think Ahead

Remember to keep turnover top of mind and plan accordingly. Did you have promising candidates who did not quite make the cut? It is always a good idea to hang on to their information in case of unexpected openings.

As you know, the search for great candidates never ends, so it is important to keep that pipeline full. Another great place to look is your internal talent. The next open position could be filled by someone already working for you.
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