Recruiters are being pushed to do more with less. The landscape is more challenging than ever and already tiny budgets are being squeezed even harder as the pressure mounts to achieve targets faster.
Working to hit recruitment targets with a smaller budget for agency support can feel impossible.
We’ve put together some tips and advice to support businesses trying to hire, and retain, staff with smaller budgets.
Build a flexible workforce for peak recruitment and beyond
A 24/7 business needs 24/7 staff. Seasonal peaks, like Black Friday, Cyber Monday and Christmas all see companies across the UK hiring thousands of temporary staff alongside the permanent workforce. In 2023, around 1.74 million people in the UK were employed in temporary roles.
Scaling up and down throughout the year is vital - but how?
- Find your team in unlikely places: Speaking to schools, colleges, and community centres can be an easy way to find people looking for short term work. Parents may be more open to night shifts because of child caring responsibilities during the day. Students looking for summer or Christmas temp jobs with hours that fit around lectures are also an untapped market.
- Reach people looking for work: We all know about job boards and agency emails to find new hires but have you thought about social media? Using platforms where people are not actively job hunting will help you cut through the noise and beat the competition.
- Offer flexible shift patterns – Let workers choose their preferred shifts when possible. If your business needs workers 24/7, consider running shorter shifts that can slot into candidates’ existing schedules, like 6-hour shifts. Flexible shift patterns can appeal to a wider range of candidates.
Perks that people actually want
For minimum wage roles, you’ve got no way to offer a higher basic hourly rate. So where do you go from there? What’s to stop a new employee jumping ship to a business closer to their home that’s paying the same money?
Sometimes, small perks can go a long way in making a role more attractive. Here are some low-cost or free perks:
- Free hot drinks and snacks – Teas, coffees and biscuits cost pennies but can boost morale more than you’d think. It’s a minimal investment that shows you care about their comfort.
- Offer discounts – Approach businesses to see if they’ll offer small discounts to your staff. Whether it’s a discount at the local chippy, or a deal at a nearby gym, local partnerships can offer workers something extra without a big expense.
- Create a welcoming break space – Having a comfortable break room stocked with books, board games, or a TV can make a world of difference. Even if space is tight, a few comfy chairs and a clean, friendly area can give workers a place to recharge. You don’t need to spend a lot—just keep it clean and inviting.
The best advice? Ask people. Poll your workforce and ask them what they would value the most - you might be surprised!
Give your staff a reason to stay
Some people are thinking ahead and wanting to progress through the company. Don’t force them to look elsewhere for promotions - highlighting opportunities for progression and sharing how other staff have progressed can build loyalty within the company.
- Offer in-house training – You don’t need a huge training budget to offer valuable development. On-the-job training, workshops from experienced staff, or even a basic “lunch and learn” session can give candidates a clear path to advance within your company. Investing in a forklift licence for an employee can help retain that person and reduce the cost of replacing staff.
- Encourage and promote internal progression – When advertising your roles, make it clear that progression is possible. For instance, mention that some of your best managers started out in warehouse roles. Showing that there’s potential to move up can make a temporary position much more appealing.
Make work accessible with a shuttle bus service
Ever written “need a driving licence” in a job ad? Running a car in 2024 costs an average of £3,580 a year. Fuel, tax, insurance and maintenance is getting more expensive and for many people, driving is just not possible.
If your worksite doesn’t have 24/7 public transport - how are people getting to the site? You might find people arriving late, or not arriving at all, if they’re relying on car sharing or public transport.
At RideTandem, we’ve seen first-hand how offering workplace transport can make a big difference to recruitment.
For one client, the number of staff using the shuttle bus service tripled in the first 12 weeks. Over the same time period, the average number of journeys per week increased from 23 to 74 and the recruitment team are already seeing a positive impact on recruitment and retention.
A shuttle bus not only gives workers peace of mind about getting to their shift on time, but it can also make taking the job possible for those in more remote areas or without easy access to public transport. Plus, it’s often cheaper to subsidise transport than deal with the high cost of constant turnover and vacant shifts.
Develop a strong employer brand
A strong employer brand doesn’t require a big budget—just a clear message and some effort in communicating it. Highlight what makes your workplace great and why someone would want to work there.
- Showcase your values and work environment – Use your website, social media, and job adverts to highlight what makes your company special. Are you known for being supportive and inclusive? Do you focus on employee wellbeing? Highlighting these elements can make a difference to candidates weighing up multiple offers.
- Get current employees involved – Encourage your current workers to share what they enjoy about their job. Positive testimonials from staff can be posted on social media, your website, or even job listings, helping you connect with candidates on a more personal level.
Work faster to beat the competition
Recruitment processes can be slow, but speed matters when you’re up against competitors for the same talent pool. Here’s how to streamline without sacrificing quality:
- Keep applications simple – A long or complex application process will put off many candidates, especially those looking for immediate work. Keep application forms short, and only ask for essential information.
- Be prompt with responses – If someone has applied for a role, get back to them as soon as possible. A quick response can set you apart from competitors, and showing respect for candidates’ time reflects well on your company. For example, consider sending a response within 48 hours after they apply and scheduling interviews promptly.
Found these tips useful? Share with your team or continue the conversation on LinkedIn.
