10 Ways to Create a Value-For-Money Recruitment Strategy

by | Oct 28, 2019 | Recruitment Tips

How do you make sure that your company maintains a healthy bottom line? Amidst the turbulent global economy and the competitive labor market, organizations are slowly starting to realize that investing in a good hire will significantly contribute to improving their profit margins.

Human capital is undeniably one of the most valuable assets of any organization. As such, the process of recruitment has dramatically changed over the last few decades. The old school way before was to place job advertisements in newspapers or to place a “Help Wanted” sign outside your office.

Today, the recruitment industry has now grown into a multibillion-dollar industry. The search for top-notch talent at this day and age now requires the use of external recruitment agencies that are solely focused on performing recruitment activities. 

Towards an effective recruitment strategy in 2019

With the ongoing “war for talent” in the industry, human resources are no longer considered as “merely” a business requirement this 2019. 

The recruitment industry in this day and age is very competitive. Thus, hiring top-notch talent is extremely complicated for an organization to face all by itself. It takes a lot of skills, time, and patience to find the right candidate to fill a vacancy. 

Adopting a good recruitment strategy has now become one of the core assets of any organization. This is why making the most out of your recruitment costs is essential to maintain your organization’s competitive advantage.

With the help of the Recruitment Funnel Metrics, Jobvite mentioned several recruitment benchmarks that organizations need to assess to maximize and analyze an organization’s recruitment needs:


Career Website Visitors

These are the number of unique visitors to your career website. It is generally driven by a favorable employer brand.


These are the number of applications received for a specific job opening. Applicants tend to favor a smooth application process on both mobile and desktop devices.


These represent the number of interviews conducted for each vacancy. Interviews are primarily driven by consistent candidate engagement that inspires a streamlined and exceptional application process, which will eventually improve the organization’s candidate experience.


These refer to the number of job offers extended to the candidate for a particular vacancy. Applicants appreciate an organization that has a fast turnaround time when it comes to extending job offers. 


These are the number of candidates who have accepted the job offers. They were driven to accept the offer due to the seamless onboarding process that your organization provided to its applicants. 

According to Jobvite, the recruitment process is like a funnel. From the number of website visitors who will explore your careers page, only a portion of them applies. As such, an even smaller subgroup will proceed to be interviewed, and only one individual will be offered the position.

Your organization’s recruitment strategy will be more cost-efficient if each stage of the recruiting funnel metrics will be analyzed. The analysis will give valuable insights and identify areas that will make the recruitment process more efficient. 

Here are several tips from Recruiter.com to maximize your recruitment costs and improve your bottom line: 

  •       Assess your recruitment costs.

Before making any improvements, you need to find out how your recruitment strategy is affecting your organization. It is important to remember the right balance between the value that good recruitment brings to the organization and the expenses that come with it. Figure out what needs to be trimmed down or eliminated entirely in both direct and indirect recruitment costs.

Direct costs typically include job board fees, agency fees, advertising budget, onboarding budget, and processing fees. Indirect costs refer to the expenses that are accumulated while the position remains vacant such as training costs and reduced outputs.

  •       Automate the processes that you can.

Organizations need to automate specific recruitment tasks to reduce the administrative burden of your human resource team. While this may not directly reduce the costs upfront, it does streamline most of the resources of your recruitment team. Some of the things that you can automate are applicant tracking and messaging, website FAQs, and automated help desk messages on social media.

  •       Build a suitable pre-screening mechanism.

Screening candidates is considered as one of the most underused recruitment tools. Modern recruiting technologies today have made it possible to assess candidates at one push of a button. Recruiters can now share and customize various screening assessments based on the candidate’s needs and its timeline. Building a good pre-screening mechanism to your recruiting process will ensure that candidate assessment is done in the most efficient and cost-effective manner.

  •       Leverage social media recruitment.

Recruiting on social media is no longer just a fad now. It has become an inexpensive way to promote your employer brand, employee referral program, and other sourcing mechanisms. Your organization can start with one social media channel and build a recruiting network that can eventually expand to other social media channels.

  •       Reduce time to hire.

When you reduce your organization’s time to hire, you will also reduce your cost per hire. Focusing on this particular area will also improve your company’s candidate experience. By simply streamlining your recruitment process, you can significantly reduce the time to hire. For example, you can start by posting a comprehensive job description on your job ad, using new technologies like video interviewing, and consolidating all your assessments and interviews. These will visibly improve your overall recruitment process and eventually reduce the time to hire.

  •       Apply marketing strategies for your recruitment.

A good recruitment strategy also uses marketing to expand its network and keep in touch with candidates throughout the application process. There are recruitment automation tools that will make it possible to reach out to multiple candidates and stay in touch with those that did not make the cut the first time around. If your organization builds the right recruiting pipeline, you can attract better and more qualified candidates. 

  •       Hire smart the first time around.

To make the most out of your recruitment costs, your organization also needs to look at retention. Nowadays, recruiters are starting to include retention metrics as part of their assessment because it is essential to find the right candidate that will stay longer in the company. 

  •       Zero in on compensation.

Make sure that your compensation package is on par with the industry standards. It will also help if you add flexible compensation ranges to increase a candidate’s acceptance rates. It will also allow recruiters to nail their first choice for the position quickly.

  •       Pursue innovative solutions.

Optimize and analyze your recruitment costs to determine what kind of recruitment strategy works best for you. From there, you can come up with an innovative and creative alternative to build your organic recruitment pipeline.  

  •       Boost your employee referral program.

Employee referrals are still one of the best ways to quickly source and retain candidates. Consider enhancing your organization’s employee referral program by tying it in with your other recruiting initiatives such as social media recruitment. This will not only help you build a good recruitment network in the industry, but it will also boost your employer brand by having employees vouch for you online. 

Let us help you maximize your recruitment costs.

Recruitment in today’s digital age has drastically changed from the way it was several decades ago. Sysgen RPO is here to offer the best value for money recruitment solutions that will take your recruitment efforts to the next level. We can help your company leverage the latest global recruitment technologies to help you find top-notch applicants your vacancies.


11 Ways to Contain Recruitment Costs. (2019). Recruiter. Retrieved 22 May 2019, from https://www.recruiter.com/i/11-ways-to-contain-recruitment-costs/

Shetelboim, R. (2015). 7 Benchmark Metrics to Help You Master Your Recruiting Funnel. Jobvite. Retrieved 22 May 2019, from https://www.jobvite.com/recruiting-process/7-benchmark-metrics-to-help-you-master-your-recruiting-funnel/

Sinha, V., & Thafy, P. (2013). A Review on Changing Trend of Recruitment Practice to Enhance the Quality of Hiring in Global Organizations. Management: Journal of Contemporary Management Issues, 18(2), 141–156. Retrieved from http://search.ebscohost.com.ezproxy.upd.edu.ph/login.aspx?direct=true&db=bsu&AN=93312106&site=ehost-live 

The True Cost of Hiring an Employee in 2019. (2018). Hundred5. Retrieved 22 May 2019, from https://hundred5.com/blog/cost-of-hiring-an-employee


Jo Rebustillo


Jo started her recruitment career in 2007. Since then, she has worked with several RPO and BPO companies in different capacities. She has worked as a Recruiter covering requisitions in US, AU, EU and APAC handling volume, non-IT and IT. She has led several teams as a Recruitment Manager, Account Manager, Service Delivery and Business Development. She has also led teams in different industries such as Media and Advertising, IT, Outsourcing, BPO, Manufacturing, Military, Healthcare and Sciences. She has built teams based on their strengths and developed leaders with strong ethical values as well as aiming to beat the average. She strongly believes in integrity, strive for growth, persistence and kindness as hallmarks of a successful person and company.

Nikita Magpantay


Niki is a dynamic human resource professional with a focus on talent acquisition and HR business partnership, bringing her extensive expertise gained over 6 years. She is a versatile Recruiter specializing in diverse sectors including technical, banking and finance, logistics, sales, healthcare, and volume hiring. Niki, as an experienced HR Business Partner has proven success in aligning HR initiatives with business objectives, contributing to organizational growth. She seeks to foster positive employee relations and implementing effective engagement initiatives and business strategies while ensuring adherence to labor policies. Adept at combining a friendly demeanor with a dedicated result-oriented approach helps her bring a unique blend of empathy and strategic acumen to the workplace.

Intejar “Ram” Julkiram


With 9 years of background in RPO, Ram is adept at managing and optimizing the recruitment process for clients, ensuring a seamless and efficient experience. His skills include a deep understanding of both the IT and non-IT industries, enabling him to provide tailored recruitment solutions for the team.

Shara Jane Bonifacio


Shara Bonifacio boasts a rich and diverse career spanning more than 10 years within various industries in recruitment. As a highly skilled and effective communicator adept at engaging with people across multiple platforms, her passion lies in building lasting relationships. She excels not only in connecting with candidates but also in fostering strong ties with clients and stakeholders.

Throughout her career in industries such as Financial Services, Insurance Brokerage, Information Technology, Pharmaceutical, and Healthcare, Shara has showcased her results-driven mindset. Her penchant for challenges motivates her to continuously strive for excellence and growth.

Shara's leadership experience is a testament to her ability to guide and inspire teams, ensuring collective success and achieving organizational goals.

Evangeline “Gigi” Tilaon


Gigi, an inspiring leader, possesses nearly 5 years of expertise in the art of Talent Acquisition and boasts a distinguished 15-year legacy of visionary leadership. She is renowned for her unwavering dependability and boundless supportiveness, qualities that radiate through every endeavor she undertakes. Gigi's leadership style is characterized by remarkable transparency and hands-on engagement, underlined by a profound trust in her team's exceptional talents. She confronts challenges with fearless determination, inspiring her team to achieve greatness. As a passionate outdoor enthusiast and a nurturing fur parent, Gigi advocates for a work-life equilibrium with extraordinary grace and enthusiasm.

Randy Owen Roman


Randy brings extensive experience in the recruitment industry, spanning over 5 years. During his tenure, he has successfully managed a diverse portfolio of clients across multiple sectors, including IT, Financial, Retail, Light Industrial, BPO, Market Intelligence, and Healthcare. Randy is passionate about the outdoors and finds joy in activities like hiking and exploring nature. Equally, he appreciates the arts, indulging in music, movies, and series. As a leader, Randy exemplifies fairness and empowerment, consistently guiding and inspiring his team to surpass expectations.

Avielle Bernardino


Avielle, with 7 years of Healthcare Recruitment, is not just a leader. She is a mentor and an architect of streamlined offshore program planning. She has an innate ability to optimize processes, ensuring they align seamlessly with our clients' and program-defined standards. She empowers her peers, nurturing exceptional performance and maintaining a high level of service quality. This dedication to efficiency has set a new benchmark within our organization. She actively participates in strategic planning initiatives, driving a culture of continuous improvement. This proactive approach ensures we stay ahead in a rapidly evolving industry.

Kris Florblanco


Kris, with over six years in IT Recruitment and three years of team leadership, is known for dependability and supportiveness. Transparent and hands-on, she places trust in her team. An outdoor enthusiast, Kris faces challenges head-on to keep her team up and running.

Grace Marasigan


Grace, an empowering leader with six years in Talent Acquisition, is passionate about innovation and improvement. Balancing work quality and agility across various industries, her compassionate approach extends to her personal life as a committed vegan.

Ly Poticar


Ly brings 2 decades of expertise in the Recruitment and Staffing industry, covering various business verticals in both local and global recruitment. He has successfully led growth projects for SMBs and offshore expansion initiatives for Shared Services and other global enterprises. He seeks to continuously evolve his recruitment practices and client partnership agenda to provide innovative solutions and be a step ahead of the market trends. Ly has recruitment experience in the talent market for the following majors, as well as emerging industries: Tech – hardware/software/mobile/consulting/Web3, Online Gaming & Media, Digital Marketing, Finance – corporate/banking and fintech, Construction & Engineering, Energy, BPO, Manufacturing & Logistics.

Lara Belo


Lara brings a decade of invaluable experience in the field of IT recruitment, catering to diverse and niche IT roles. With adeptness in team management, she has led successful recruitment teams. She guides her team in effectively sourcing, tailoring recruitment strategies, and connecting top-tier IT professionals with optimal career opportunities nationwide.

Her extensive background in business development and client relations has not only led to the acquisition of new accounts that have expanded over time but also positioned her as a trusted partner for numerous clients.

Ezalyn Caberto


Eza is an accomplished RPO leader. She has a proven experience in building and leading high-performance recruitment teams.

Eza is also experienced and active in offshore RPO's management, recruiting, and consulting aspects. She has implemented several successful offshore recruiting accounts that have grown over time.

Eza is also a successful mentor who has produced budding leaders in her field. As a mentor, she has a strong focus on supporting emerging millennial team players.

Candy Poblete


Candy has been an HR Practitioner for 10 years. Her extensive experience in managing end-to-end HR facets came from various industries. She’s a champion in handling employee relations and labor relations. As a strategic thinker, she is adept at aligning HR policies and practices with the company’s goals and objectives, safeguarding the organization from legal complications, and providing employees with a secure and fair environment.

Anna Katrina Roa


Katrina, a De La Salle University graduate with a BSC in Accounting, plays a vital role in maintaining the company's financial health. She generates reports, manages budgets, and oversees the accounting department.

With over two (2) decades of experience in the recruitment industry, she is well-versed in its financial dynamics. Her expertise allows her to adeptly address the unique financial needs of recruitment businesses, making her an invaluable asset to the organization.

Jimmy P. Roa


Jimmy is a business executive in the field of BPO, RPO, IT Staffing, Technical Recruiting, Virtual Recruiting, Remote Staffing, and CAD Outsourcing. Having been involved in these industries for the past 30 years, Jimmy knows what works and what doesn’t. Aside from being the CEO of Sysgen RPO, he is also CEO of Sysgen – an IT Staffing firm which he founded in 1991.

Keen to working with clients who are willing to practice the “One-team Concept”, Jimmy has been mainly responsible in growing the Sysgen Group to what it is now.

He believes that clients are partners and that a true alliance is essential in achieving overall goals of cost savings and process improvement.