The cost of hiring a recruiter to fill your job needs can be a daunting one depending on your business and its setup. Sometimes we just need to roll up our sleeves and do the recruiting ourselves, and if you take the time and put the commitment into the process the results can really pay off. There are a few tips and tricks that can save you money and time along the way. The points below will have you putting on your recruiter’s cap in no time. You may even end up enjoying the process!

List on free job boards

Free job boards are excellent to utilise as a good starting point for advertising your available positions. They’re a hub for potential candidates and they provide a smart method of getting roles out there, particularly if you have multiple jobs available. Examples include the free-to-use Jora and the reasonably priced My Job Space, both of which have been firmly established in the fluid job board market. Larger international systems, such as Indeed, offer free listing, but with the option of paying to promote your job. Spend some time checking out the different offerings available and see which will suit your needs most appropriately.

Free software trials and recruiting tools

The technology involved in recruiting and job hiring has come a long way, with great tools available to help streamline the process for the modern recruiter. Time and effort saved in the recruitment process is ultimately money saved, and when the technology is free it makes the decision a pretty simple one. ATS Software such as Haystack ensures ease of communication with multiple applicants and keeps them clearly organised according to their applications. It shows vital information such as ratings and suitability of candidates for the position, meaning you can get in contact with your top applicants quicker and easier. Handy employer interview builders and reference check tools also save you the time and effort associated with these smaller time-consuming tasks. Try Haystack for yourself and experience the results first hand!

Invest in younger applicants

Far from the age-old cliché viewpoint of young workers being lazy and unprofessional, this often stereotyped demographic has much to offer any employer. A lack of work experience provides the opportunity for cheap or volunteer labour, where both employer and employee benefit. Specialised sites, such as Student Job Search and programmes organised through universities, screen applicants for you and only refer suitable individuals: a time and money saver. Additionally, young workers can often bring fresh ideas to a team and provide a boost to overall dynamics. As with all groups of people, there are both the good and the bad, but provided you follow sound recruiting practices you can hire the right applicant with a valuable set of characteristics.

Utilise social media:

Social media is an incredibly valuable recruiting tool, not only for its ability to reach large numbers of targeted applicants, but also for its cost-effectiveness. Common social media sites such as Facebook, Twitter, and Google+ provide a free platform for promoting your positions. What’s more, if individuals are engaging with you or your company directly through these mediums, you have a targeted, relevant audience you’re pitching your job positions to. Keep in mind that spending a little money on these free platforms in the form of advertising can further increase the numbers of quality applicants received.

Employee referral schemes

Chances are if you currently employ staff who are reliable, hardworking, motivated individuals they will associate with similar types. Ask your current employees if they know of anyone who would be interested in a job. It won’t cost you a cent, and while the numbers of potential candidates may be smaller than other methods, it’s likely that the quality will be higher. Remember, good people refer good people; while not always true, it’s probably the case 90% of the time.
Make use of government help:
Government departments have extensive systems offering assistance to job advertisers and seekers, and while the results can vary, these public services are worth looking into. In a New Zealand context, Work and Income provide services such as subsiding the costs of providing work, and of training workers. Some government agencies even provide a work broker to assist in finding the right applicant. Internationally the American Department of Labour has similar initiatives, and these services can relieve the burden of the recruitment process free of charge.


We may live in an ever-increasing technological age, but when it comes down to it there’s still no substitute for the meeting people and networking. A face-to-face meeting, introduction, or conversation with someone is still king of building client relationships. Business after five events are a great way to meet people and source talent. After a good salesperson? Plenty of sales people go to events to try to and drum up new business. Often you can experience a sales person’s pitch first-hand rather than in a standard interview where a salesperson can only tell you how great they are. Speed networking events relevant to your field of business also open up new contacts who can offer advice about where they recruit their workers, or who may even be potential employees themselves.

In Summary

Finally, always keep the pool of fresh talent topped up with potential new workers. Be sure to keep a database of applicant enquiries despite no current job vacancies. Taking the time to have a 5-minute conversation on the phone to a potential applicant ensures that when you need to recruit quickly you have a mini database to call upon. Being unreceptive to potential applicants not only dries this pool up over time, but is also potentially harmful to your business. The applicant who is told to send through their details in the event of future work with the company is going to leave appreciative of your time and hopeful of potential work in the future. The applicant who is stonewalled and told there are no jobs is much more likely to leave feeling rejected and potentially resentful towards your company.
When looking at recruiting on a budget as an opportunity and not a headache, the added control of doing things yourself ensures that you personally source the best applicants for the position. Furthermore, if you devote the required resources then you have the potential to achieve more individualised hiring solutions than if you had outsourced the recruitment process.