Recruiting with zero budget. Challenge accepted!

This one goes out to all HR Managers who are not receiving enough applications over "classic" job boards like Monster, Stepstone.

Why? Because the time has come you become a real Networker. This is the most secure way to put your company out there and get the job applicants you need.

However, I must warn you. It will take time and will not happen over night. The outcome will be worth it. How do I know it? You will not believe, but I have worked for a company that had zero budget for recruitment and I had to come up with magic. So I did, placing 3+ candidates per month with zero budget. 

Here are my dirty little secrets on how I did it:

1. I went ?all in“ online. First of all, I had to find out where my audience was hanging out. (Based on one of my last LinkedIn posts, your chances are that they are spending most of their time on Facebook, Instagram, Youtube, LinkedIn, Twitter.). My focus was on tech industry so using the ?usual“ Social Media platforms did not always give the fruits that I was looking for. 
2. Facebook - it has been a while since Facebook is offering a FREE tool called Facebook Jobs. You can post / manage all your job ads in one place. I really liked it because it really works like a whole recruitment system. You can see who you have got in touch with, who is getting an interview etc. The key here is to re-post your job in specific groups in order to be seen by the right people + being consistent with your postings. For example, I would look for an Illustrator. What I would do is, go on Facebook groups and try to find all the possible Illustrator groups in Frankfurt because that is where my company is. Very specific, right? However, this is how you can be sure that your job post will be seen by the right people.
3. Instagram - my favorite tool (I know you know this already:)). Produce content and get it out there with a little help from your marketing team. Post about your new job openings on your companies social media pages. So many HR Managers do not see a real use of this network, however, it is ?THE PLACE“ where Millennials are hanging out. Use a fair amount of relevant hashtags # and boom! see the likes coming in and follow them all up. That is the key!
4. Youtube - this one takes a bit more time and a good thought on how you would like to put your company out there. Employer branding and what vibes do people get about your company can cost you many applications. Make sure it is relevant and speaks to the audience you are trying to get on board. Here do not also forget to speak in their language. How to know what language do they speak? Ask your colleague for whose department you are recruiting. They will give you tons of tips on how to come across the right way. Use the inner resources. And now - you have to film that video telling the world why they should apply for this position at your company. Make a video series and tell more about the colleagues of the department / what and how they do their job. People love to get insights directly from the people they will be working together with. Plus, your colleagues feel engaged in your company culture. What a ?win-win“ situation! Same videos in shorter versions you can also use for Instagram and other networks supporting video format.
5. LinkedIn / Xing - platforms on which I have experienced the most success. Wuhuuu! I always start my applicant search within my network. That allows me directly to see if I might already have someone who might be interested. If not, I go on making a post with my latest job opening. In that way notifying my network and asking them to share it with people possibly interested. Afterwards, my search continues with the help of keywords in which way I find candidates and reach out to them. And here is the big ?make it or break it“ part that determines your reply rate. Write PERSONALIZED messages. If your company culture is to say "you" to everyone (relevant for Germany) then talk to people in this form instead of using the formal "you". Have a look at candidates previous jobs, maybe you know someone who has worked there too and can get introduced. Check out their interests and hit them up with these things first instead of a direct job offer. (I warned you that this type of recruitment will take time). Screen their posts and you will find interesting things that will help you to come up with good opening lines for your first message. In case they turn down your offer and are not interested, make sure to add them to your network and keep posting upcoming job openings. If they were not looking now doesn’t mean they will not be looking in the future. Plus, ask for referrals. I have placed a lot of candidates just by asking, if they would know someone who might be interested in my offer. Post in relevant groups. If looking for SAP Consultant, for example, find all the possible / relevant SAP groups and post your job opening. If reaching out to possible candidates with job posting doesn’t work, check the group member list. This is the best list showing you people who are in this field. Hit them up.
6. Forums - a lot of candidates from arts / design industry will have special forums where their portfolios can be seen. Reach out to them on these platforms.
7. Meet ups - Everyones favorite thing to do after work (NOT), however, these networks usually bring together the best people from the industry and can open you new perspectives. Never underestimate their importance and value. Grab your business cards and off you go. 
8. Open door event - organize open door event at your company allowing everyone interested to come and see how cool your company is. The best way to impress someone is by directly showing what you have instead of just talking about it on social media. The feeling people get when coming into your company and networking with your colleagues is something no-one will be able to take away from them. And they are the best brand ambassadors for you after the event. My personal experience landed company at least 2 placements from an event with 20 - 25 people. Worth mentioning is that colleagues that were networking with the people who showed up got involved in recruitment process. How good is that? 
9. Ask your colleagues for referrals - keep everyone involved in recruitment process by asking for likes / shares / comments on your new job openings.

This is just a "basic" list on recruitment strategies when being on budget or without. However, the most important thing after you have turned into networker on social media, for example, is what you do with all the views / likes / shares you get. Posting will not get you far, if you do not do anything to reach out to those who have liked / shared your post. These are the right people to approach and see if they might be interested or know anyone. Never be afraid to reach out to people and ask. We are all on these networks with the same aim = getting something out of it. People will help you to introduce you the right people and you will experience that warm welcome a lot of us haven’t experienced in real life yet.

Recruiting is as much fun as you make out of it. 

What are your favorite recruitment platforms? Which platforms give you the most outcome?