Occasionally, I see small companies diving straight into recruitment without a clear process for compliance, fairness and candidate experience. This can lead to exposure to risk, missed talent and reputational damage.

This is a follow on from Part 1 where I outlined 5 ways to reduce recruitment spend based on my 20 years' recruitment experience. Here's 5 more for you...

I’m sharing actionable tips based on real-world experience to help you reduce recruitment spend so you can channel resources elsewhere. This is baseline guidance that costs little to nothing financially. Later, I’ll produce ‘power-up’ and ‘boss-mode’ guides with more elevated, original strategies beyond the basics.

What is a Fractional Head of Talent? Think of it like having a Head of Talent on tap, but part-time and tailored to your business. Instead of paying a full salary

The ATS transformed recruitment operations. I enabled the organisation to make data-driven hiring decisions, reduce time-to-hire through improved efficiency (60 days to 27), and increase direct hiring success from 10% direct to 100% over an 12 month period. Processes became standardised and scalable, while compliance and reporting were fully embedded into the system.

My objective was to improve the organisation’s employer brand and online visibility to attract a wider, more diverse candidate pool while ensuring that the company’s Employee Value Proposition (EVP) was clearly communicated.

To achieve this, I: Implemented changes in the organisational structure and individual responsibilities, introducing the concept of a hiring manager for the first time. Created departmental heads with recruitment objectives, linking participation in hiring processes to performance objectives across the business.