{"id":975,"date":"2012-04-19T05:47:42","date_gmt":"2012-04-19T12:47:42","guid":{"rendered":"http:\/\/recruitloop.com.au\/blog\/?p=975"},"modified":"2023-05-15T11:20:37","modified_gmt":"2023-05-15T18:20:37","slug":"15-online-tools-making-recruitment-faster-and-cheaper-for-any-business","status":"publish","type":"post","link":"https:\/\/www.zippia.com\/employer\/15-online-tools-making-recruitment-faster-and-cheaper-for-any-business\/","title":{"rendered":"15 Online Tools Making Recruitment Faster And Cheaper For Any Business"},"content":{"rendered":"E<\/span>very business needs new staff at some point. But recruiting them can be expensive or painful. Both if you\u2019re unlucky.<\/p>\n

There\u2019s good news for employers: The internet is \u2018democratising\u2019 the recruitment process.<\/p>\n

Tools that were once a trade secret of expensive recruitment agencies are now available to anyone online \u2013 at a low cost, and often free!<\/p>\n

The trick for most businesses is knowing what\u2019s available, and where to start.<\/p>\n

This list should help.<\/p>\n

First, consider the traditional options. Employers typically take one of 2 approaches when recruiting new staff:<\/p>\n

    \n
  1. Throw an ad on Seek (\u201cpost then pray\u201d).<\/li>\n
  2. Use a traditional recruitment agency (\u201cpay then pray\u201d)<\/li>\n<\/ol>\n

    If you\u2019ve tried either, you\u2019ll know the drill. You always pay: whether in cash money or time. And there\u2019s generally an element of prayer. Both can be deeply unsatisfactory.<\/p>\n

    Now, let\u2019s consider the full recruitment cycle, simplified into 3 key phases:<\/p>\n

      \n
    1. Sourcing;<\/li>\n
    2. Selection; and finally<\/li>\n
    3. Retention.<\/li>\n<\/ol>\n

      Here are 15 online tools that can make recruitment cheaper, easier and faster for any business.<\/p>\n

      \"\"<\/strong>
      \nTechnology Guide for Modern Recruiters:<\/strong><\/p>\n

      Inside this 60-page e-book, you’ll find technology recommendations for each stage of the recruiting process.<\/p>\n

      Download the Guide Now!<\/p>\n

      Sourcing<\/strong><\/h2>\n

      The job board isn\u2019t quite dead. For many roles it\u2019s still the primary source of hire. But smart employers no longer just post and pray. They actively source candidates through a range of other channels.<\/p>\n

      1. LinkedIn<\/strong><\/h3>\n

      LinkedIn is the obvious alternative to job boards, but many employers are still confused about where to start. Here are 5 tips for beginners<\/a>. You can search candidates, post job ads, join groups, and promote your organisation.<\/p>\n

      Long the domain of professional recruiters (who provide half of LinkedIn\u2019s revenue), companies are now wising up to the potential themselves.<\/p>\n

      An example? Deloitte have cut $6M from their annual recruitment bill through more active sourcing on LinkedIn.<\/p>\n

      2. Facebook<\/strong><\/h3>\n

      Facebook is approached with a mix of enthusiasm and cynicism when it comes to recruitment. Whatever you think, you can\u2019t ignore it. Creative employers can now target job ads to specific types of users like a laser.<\/p>\n

      Looking for a marketing manager, with an interest in indie music, based in Sydney\u2019s eastern suburbs? Facebook can help. Also checkout professional networking plugins like Branchout and BeKnown.<\/p>\n

      3. Video<\/strong><\/h3>\n

      Video is a great way to attract candidates by building a profile, and sharing your personality. Get creative. Two of our favourite recruitment examples: – Wankers don\u2019t work here
      \n