2020 HR Budgeting: Build a Better Recruitment Budget

Posted on 10.02.2019

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2020 is fast approaching – have you started your HR budgeting yet?

The final quarter of the year is traditionally the time for many companies to work on their new year budgets. For human resources management, that can encompass everything from payroll, to training and ongoing development, to building a recruitment budget.

Building a better recruitment budget can have a wide-reaching effect. A strong hiring process often leads to better-qualified employees, less staff turnover, improved company culture, and more. It is to your benefit to create a pre-employment strategy that drives results — and a budget that reflects your priorities.

Here are our top recommendations for creating a better 2020 recruitment budget:

  • Develop a recruitment budget that includes pre-employment screenings.
  • Incorporate post-employment and ongoing screenings into your budget.
  • ATS integration.
  • Work with a trusted provider to save time and money.

Pre-employment screenings can save companies money in the long run by finding a better candidate upfront, rather than making a costly hiring mistake.

A pre-employment background check can tell you if the candidate is being honest on their resumé; verify if they have the credentials they claim (this is particularly important for positions requiring professional licenses); highlight red flag past behaviour, including theft, workplace violence, and sexual harassment; reveal a criminal record; confirm a clean driver’s abstract, and more.

Build pre-employment screenings into your hiring process and your recruitment budget in 2020.

Though not recruitment-focused, post-employment screenings are important to do on a long-term basis and can help reduce staff turnover.

While you may have screened employees when they were first hired, as their employment goes on it can be a good practice to routinely screen for changes — particularly where it is relevant to the role.

For instance, for positions required to use company vehicles, you could re-check the driver’s abstract periodically.

If a professional license is required to be renewed, you may want an educational history verification to check that the license has indeed been updated.

If an employee works with vulnerable populations, like children or the elderly, you may want to renew their criminal background check on an ongoing basis.

While some checks may not need to be repeated (such as an employment history) others are good to stay on top of and should be included in your 2020 HR budget.

An ATS (applicant tracking system) streamlines the recruitment process for many businesses, but did you also know that you can integrate your background checks into your ATS?

If you haven’t done so yet, make it a priority for the 2020 budget year.

Integrating vendors into your ATS can be expensive and time-consuming so make sure you choose a partner with the experience and team to get the job done quickly and on budget — like Triton!

Whether you integrate pre-employment screenings, post-employment screenings, or background checks into your ATS, there is a way to make your processes even more efficient and cost-effective:

Working with one provider.

By developing a relationship or a customized solution with one background check provider, you can access services when you need them.

For instance, when you choose Triton Canada you receive:

  • The fastest turnaround times for a CPIC, with six-to-eight minutes being average.
  • No hidden fees.
  • No upcharges for rush requests.
  • RCMP-accredited results.

Have you begun your 2020 HR budget planning yet? Get in contact today to discuss your recruitment budget and pre-and-post employment background checks.

Call Triton Canada at 1-844-874-8667 or visit www.tritoncanada.ca/business.