Hiring is one of the biggest recurring expenses for any organisation, whether it’s a global enterprise or a small, growing company. The costs stack up quickly: sourcing candidates, running job ads, screening applications, coordinating interviews, assessments, background checks, and finally onboarding.
In India alone, companies spend anywhere between ₹30,000 and ₹1.5 lakh per hire, depending on the role’s seniority, the industry, and the hiring channels they rely on.
But tight budgets don’t mean compromising on talent. Today, HR leaders are increasingly looking for smarter, leaner ways to hire. They look for approaches that rely on creativity, networks, internal resources, and employer branding instead of expensive platforms or agencies.
Maximise LinkedIn & Organic Social Media
Social media has become the place to be when it comes to promoting one’s employer brand. From what your company offers its clients to how it cares for its employees, all can be showcased easily through the power of the internet.
The key platform to focus on for any professional setting is undoubtedly LinkedIn. Made for professionals around the world, LinkedIn provides companies with options to not only post a limited number of job postings for free but also to form meaningful connections.
Maximising social media can also be done through dedicated activity to create an organic base. Through relevant groups, engaging posts, and transparency, companies can present their platforms as the place to be
Revive Your Talent Pipeline
Take time to review your company’s past connections. While a candidate may once have not been a perfect fit, circumstances can change over time. Based on your own company’s changing needs and a candidate’s growing skill set, revisiting old connections is never a bad bet.
Taking the time to connect with past candidates also demonstrates due consideration. It shows that despite not being an employee, the company did take note of a candidate’s abilities and kept them in mind even down the line.
Going hand in hand with the revival of the talent pipeline is maintaining the existing one. Take note of what your company might need in the future to mark down candidates you think might fit in the company. Apart from looking towards the past, it is also important to plan for the future.
Prioritise Internal Talent Mobility
When filling a new position, do not underestimate the advantages an internal hire can bring. Whether it is simply promoting a junior employee to the position or conducting a full-scale internal hiring process, hiring someone within the company can reduce the cost of onboarding and smooth the transition.
Internal hiring also boosts employee morale, demonstrating that employees will have plenty of opportunities to grow within the company. It highlights that their years of service are recognised and appreciated by their employers.
Employers can also provide upskilling and redeployment opportunities to prepare them for existing open roles within the company or for potential positions that might become available in the future.
Optimise Job Descriptions for SEO
With most candidates now turning to the internet for job searching, it is important to create job descriptions through Search Engine Optimisation (SEO). Some prime examples of job description templates that might help you in this endeavour are also available on our website.
Once optimised, the job descriptions reach and attract the talent you truly desire. Combined with other tools available on recruiting platforms today, companies can now filter out skilled candidates, avoiding unsuitable applications.
Apart from SEO optimisation, keep in mind that the job descriptions should ultimately be clear about the company’s expectations. Be clear and concise about key responsibilities and required qualifications. The distinction between mandatory requirements and optional qualifications is also important.
Partner With Colleges for Zero-Cost Internships
Internships can be two-way streets that benefit both employers and interns. For freshers, working as interns can provide valuable experience and insight into what a professional workplace looks like.
For employers, interns can prove to be excellent probationary employees. The practice of providing promising interns with full-time job offers is certainly not new and often creates a sense of loyalty and camaraderie that is hard to beat.
Tap into Employee Referrals
Employee referrals remain one of the most effective zero-cost hiring channels. Encouraging your workforce to recommend skilled candidates from their networks dramatically reduces sourcing time, improves culture fit, and often fills roles much faster than traditional hiring methods.
But referrals shouldn’t just be about volume; they can also be a powerful way to drive diversity hiring. Companies today are actively encouraging employees to refer not only male candidates but also women professionals returning from a career break.
Tip: Most companies offer monetary incentives for employees to refer candidates. A strong example is Infosys’ “Restart With Infosys” program, which focuses on hiring women with prior professional experience who have taken a career break of at least six months. The tiered referral rewards range from ₹10,000 to ₹50,000, depending on the role’s seniority.
Final Thoughts
Trying to be cost-effective when hiring does not mean compromising on the quality of candidates. Small but smart steps can go a long way in creating an optimal workforce while also reducing financial strains.
The steps highlighted in this article reflect the changing world of hiring. Employer branding and social media have become necessary tools for promoting companies and creating an engaged workforce. With these steps, one can not only save money but can also present just what their company stands for.
