2010 Recruiting Budget Themes 5 Comments

Talk to most corporate or agency recruiting leaders and you’ll likely hear the same thing regarding recruiting budgets for 2010…  Flat from 2009.  A majority of firms reduced their budgets in 2009, so the definition of flat is still down from 2 years ago.  While experts predict retention will be the #1 problem organizations face once the economy turns, this makes the budget situation an interesting dilemma.

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Here are a variety of ways to make the most of your recruiting budget in 2010, and help position you for the predicted hiring increase:

  • Self fund new initiatives. Assess your processes, identify breakdowns and unnecessary steps, and fix them.  With the savings or increased productivity, you should be in a position to fund new opportunities so you don’t find yourself behind your competition.

  • Consider attendance at recruiting events. While most organizations plan ahead, some events and opportunities present themselves over the course of a year.  When you make one-off decisions, it can be easy to justify.  While there are some industries and jobs where an event (such as a career fair) might make sense. The truth (for most) is events have never made the top of the list for sourcing effectiveness. There may be reasons to attend (branding as an example). If that’s the case, have your Marketing Department fund the event. Be clear about why you want to be there, and what results you are striving to achieve.
  • Capitalize on sourcing effectiveness. Which sources equate to the highest quality hire or ROI? Capitalize on the sources that make the top of your list and invest more into them by decreasing the resources dedicated (people and money) to the ones that don’t.  Take your alumni, boomerang, and referral programs to an unimaginable level.
  • Leverage SEO, SEM, Social Media, and Blogs for recruiting. If unemployment wouldn’t have skyrocketed, many have predicted the overall traffic to job boards likely would have continued their multi-year decline in traffic.  There is enough evidence on using these “new” tactics for recruiting, some going back more than 5 years ago.  It’s time to take these mainstream, where the talent is. If you think of a .jobs domain when you hear SEO, or you think of LinkedIn when you hear recruiting with social media, think again…
  • Campus Recruiting. Campus recruiting is evolving – and the number of organizations attending and hiring on campus declined substantially the past 12 months.  Take advantage of this competitive opportunity to recruit students and graduates, not just by visiting a career fair or hosting a pizza speaker series.
  • Re-negotiate contracts. You’re not alone – vendors and suppliers are feeling pressure too.  Partner with them, get creative, and re-negotiate existing and new contracts.  Most are very open to this, as it beats the alternative of having you shop around more.

Another opportunity that will surface as hiring volumes increase, is the reliance on contract recruiting and agency partners that companies have turned to in an effort to augment their internal capability.  If this isn’t managed closely, it could create even bigger and more expensive problems down the road.

About Jason Buss

Talent HQ’s creator and editor is Recruiting & Diversity Leader, Jason Buss. Talent HQ is a premier online news and information channel for the Recruiting and Human Resources community.

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  • Posted on: Tuesday, September 8th, 2009
  • This Post Has 5 Comments

    1. Great advice! One great way to increase productivity and save time is to improve your search. I find a lot of people start broad and go narrow. If you started narrow and went broad you would find your candidate much faster.

      I think it is also important to take advantage of multiple resources. My company offers a 100% free job board and although we have a great product we recommend users use multiple resources to find the best talent and advertise their jobs. The more exposure to positions, the better. The larger your candidate pool, the higher your chances of finding the “perfect” candidate.


    2. Carlos Gil says:

      Great article by The Talent Buzz. With Q4 on the horizon and 2010 right around the corner now is the time to budget your recruiting plan for the new year. As a Direct Employer or Recruiter it will serve you well to check out JobsDirectUSA.com (see: http://www.jobsdirectusa.com).

      Unlike traditional job boards of the past (Monster,CareerBuilder,etc.) JobsDirectUSA.com is making it affordable and convenient for companies to once again use job boards to post jobs and advertise. At JobsDirectUSA.com, Recruiters and Employers have the ability to purchase an annual membership subscription starting at $12.50 per month which includes 1-year unlimited job postings.

      Recruiters will tell you that JobsDirectUSA.com is the real deal, every job is automatically posted on Indeed.com, Twitter, MySpace, LinkedIn, Job.com and other high visitor traffic websites. Our candidate pool consists of thousands of U.S. mid-to-upper Level Job Seekers who use social media daily. Give us a try and see what the talk is all about! Register for free at http://www.JobsDirectUSA.com , learn more about Employer Benefits at http://www.jobsdirectusa.com/EmployerBenefits.pdf

      Carlos Gil
      Founder, JobsDirectUSA.com

    3. Thanks for the article.

      As a third party executive recruiter, I take a couple of approaches. I pick up the phone today, make as many calls as my little fingers will dial and start planting as many seeds as possible. Companies are creating their 2010 budgets as we breath. I am putting a cheesy joke into my conversations. “hey, throw a few recruiting fees into that 2010 budget for us will you” Gets a good laugh and keeps dialog real.

      Secondly, I attempt to work with sniper like candidates. What I mean is more A talent, people that can command a fee. Despite the negative outlook, people are still making hiring decisions for true top talent.

      Thanks again for the article!

      Darrin Grella

    4. Thanks for the great article!, you mentioned Job Board Coupons, great idea! whatever it takes to help this difficult job market we are living.

      I am offering Free Job Postings at http://Jobalized.com ( for a limited time) Just mention “The Talent Buzz” under comments on the registration form and I will deposit Free Job Postings on your account, come see the difference and test the results.

      Registration is absolutely free at http://Jobalized.com/employers.php


      James Butters

    5. Carlos Gil says:

      Check out the latest blog post by JobsDirectUSA called “Recruiters: It’s 2010 and Time to Give up on Monster and CareerBuilder” by visiting http://jobsdirectusa.com/blog/?p=106

      All comments and feedback are appreciated!

      Carlos Gil
      Founder, JobsDirectUSA

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