Recruiting: The Cost-Effective Method

Capable and qualified employees are an asset to any company. However, recruiting can quickly become very costly. How can it be made cost-effective? 💡

We are happy to show you what to consider in both internal and external recruiting, and what you should be aware of. This way, you can effectively save costs and find employees who truly fit your needs. 💪

External or Internal Recruiting?

In the recruitment process, experts differentiate between internal and external recruiting. This refers to the places where the search is conducted. While internal recruiting relies on existing employees, external recruiting offers much more flexibility. Nonetheless, both options have unique advantages that also impact the associated costs.

The Advantages of External Recruiting

In external recruiting, companies do not fill the open position with someone from their own ranks. Therefore, companies have to draw attention to their open position with a job posting. There are many ways to communicate job offers to potential candidates. The most common method is job ads on job boards. However, classic job portals often no longer suffice, as they may not reach the desired candidates. A Social Media Recruiting Strategy is especially recommended nowadays.

Focusing on Social Media pays off! With 72.6 million active social media users in Germany, social media is particularly suitable for finding employees today.

Social networks allow for very targeted recruitment. With the right target group settings, you can specifically reach the individuals who fit your company and the advertised position. Furthermore, not only active candidates are reached, but also passive candidates who are ready to change jobs. 💡

Don't have any experience in Social Media Recruiting? With our Social Media Recruiting Tool kroot, you can independently create your own job ads on Facebook and Instagram. kroot calculates your optimal target group on social media in just a few minutes and only shows your job ad to people who fit your job offer.

One advantage of external measures is that you have the opportunity to find employees for the specific position that has become vacant and are not limited to existing employees. You benefit from the diverse offerings on the job market and can subsequently select the best candidate.

New employees can bring fresh air into your company. New knowledge, different experiences, and refreshing ideas are introduced. This often makes external recruitment a real enrichment.

What does internal recruitment offer?

It can also offer many benefits to look within your own ranks for suitable employees for a vacant position. Perhaps some employees are already waiting to be promoted. Satisfaction increases and the working atmosphere improves when this wish is fulfilled.

Moreover, the chances of filling the position correctly are very good. Internal applicants already know their employer and have a fairly precise idea of the workplace they will occupy. Additionally, you save the effort of comparing the quality profile of the employees with the job requirements of the vacant position.

It is also positive to note that there is already knowledge of the company's values, philosophy, and products or services. Business processes are also familiar. This often makes internal recruitment uncomplicated, and elaborate onboarding processes are avoided.

Saving costs in recruitment: With these tips

Those who want to save costs should know all the possibilities that exist regarding recruitment. There are different external methods of finding employees, many traditional ways are usually very costly.

Traditional portals like Indeed, Stepstone & Co. are comparatively very expensive and no longer promise the expected success. Therefore, you should expand your recruitment search to other methods and channels. Thanks to digitalization, there are more and more possibilities for recruitment. Social media, for example, offers enormous potential when it comes to hiring. Besides the cost advantage, social networks primarily offer the ability to reach suitable candidates with job ads very specifically. Additionally, you not only reach active job seekers but also passive candidates ready to change positions.

The external method is characterized, among other things, by taking more time and costs than internal options.

The costs for internal recruitment are lower, as there are no large processes in recruitment and selection. The employees are already known and can be optimally integrated into a new position. You can fundamentally save costs if you have the opportunity to hire someone internally who is suitable for the searched position.

But how are recruiting costs generally composed? They can be divided into several categories. This gives you a better overview of the costs involved, which helps you weigh up the available options.

1. Costs for the HR department: Salaries for HR personnel and recruiters
2. Fixed costs: Job boards from universities, external employment agencies, job fairs, talent exchanges
3. HR software and tools
4. Selection process: Assessment centers, tests, group interviews
5. Additional costs, e.g., printing costs for flyers or travel expenses for job interviews

To find a cost-effective solution, you should calculate the so-called cost-per-hire. This refers to the costs incurred per hiring. In this way, you have better control over the recruitment budget and know precisely which financial options are available to you.

Recruitment: Use kroot

While job advertisements in print media are hardly used anymore and other traditional methods are too costly and increasingly less promising, advertisements in social networks are gaining significance.

We at kroot are happy to help you find new employees. With kroot, you can post professional job advertisements in just a few minutes and target them specifically to your suitable applicant target group. This increases your chances of quickly finding the right candidates and saves costs.

Do you want to start looking for suitable personnel on social media right away?

Post your advertisement now!

Do you have any questions about kroot? Just contact us. We look forward to your inquiry and are happy to assist you! 📩

FAQ – Frequently Asked Questions about Recruitment

What costs arise in recruitment?

The costs for recruitment can be divided into internal and external costs. They vary significantly depending on the industry and the position to be filled. There are many cost factors that you should consider.

What are the options for recruitment?

A distinction is made between external recruitment and internal recruitment. A prerequisite for this is always a job posting.

What are the instruments of recruitment?

The most important tool for external recruitment is the job advertisement. This can be published both online and in print media. Particularly promising are social media advertisements.