Companies need employees across verticals, but the majority of them also include frontline workforce. As a result, cost-effective hiring is the way forward.
Companies need to remain competitive while also achieving high productivity, and efficiency. In order for this to happen, businesses need employees who walk the talk - these are folks that are loyal to the company, carry out their duties with utmost ownership and go beyond their mandate to take up new initiatives and contribute to the company’s success.
Companies need employees across verticals, but the majority of them also include hourly wage and frontline workforce. The frontline workforce is those that are most susceptible to socioeconomic challenges and the insecurities that come with it directly affect their families. As a result, slow hiring and attrition among this workforce often result in loss of productivity, reduced quality of work, lower morale, and high turnover rates - all of which in turn results in revenue loss.
In order to mitigate this, talent acquisition and onboarding teams need to double down on cost-effective ways of hiring their entry-level blue-collar, grey-collar, and white-collar employees.
7 ways in which recruitment teams can optimize on cost while hiring frontline workforce are as follows:
Unlike high-cognitive tasks that need specialized education, frontline employees need basic hygiene checks. This is why all the frontline needs of a company need to be predetermined before each quarter, and the right folks need to be hired in record time, and hired in bulk to save recurring costs and efforts.
While there are both paid and free job posting sites, the frontline workforce can be hired effectively from various channels. Free channels that allow you to get a large volume of candidates are ideal for recruitment and talent acquisition teams that need to hire blue-collar staff in bulk.
Globally, hiring teams spend 1/3rd of their time talking to candidates with low intent, lack of requisite qualifications, logistical barriers, or lack of required skills. This affects metrics such as Time to Hire, Cost to Hire among loss of employee productivity and efficiency. In order to mitigate this, it is important for recruitment teams to identify the right profile of the ideal candidate, and target their search accordingly.
Think ahead, and create a healthy funnel to fight any possible churn. This will ensure that you do not have to spend time, energy, and money again on recruitment efforts. A healthy funnel is not just limited to sales and marketing leads, but also apply to potential candidates that can join your company as an employee.
An attractive incentive and referral policy in place can ensure a large volume of inbound applicants year-round. This way, employees themselves are motivated to scout relevant candidates so that they can reap the benefits. In turn, you will save the hefty amounts that you may otherwise have to pay to staffing and recruitment agencies.
Imagine interviewing a candidate for 20 minutes only to find out that he cannot service the location you intend for him to be stationed or that he doesn’t have a two-wheeler and cannot drive (for delivery personnel). Although silly, this is a far too common occurrence in the recruitment space. To avoid this, be 100 % sure of all the checks and balances you need to complete a successful hire, and then allow your team to execute effectively; saving costs, time and efforts.
Covid-19 has upended the traditional ways of professional and personal lives. Hour-long boardroom meetings have been replaced by Zoom meetings and Offline tradeshows and conferences have been superseded by virtual showcases. Keeping up with this trend, recruitment teams can double-down on the number of interviews they are able to conduct in a day by simply switching to a virtual medium. No more waiting for the candidate to reach your office; thus saving you costs and time.
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