The Recruitment Method "Reward Candidates Instead of Paying Job Platforms"

In a highly competitive labor market, businesses are constantly seeking recruitment solutions that are both effective and cost-efficient. The method of "Rewarding Candidates Instead of Paying Job Platforms" has emerged as a breakthrough solution, helping companies optimize recruitment costs while attracting high-quality candidates. This article will analyze the specific benefits of this method compared to the traditional pay-to-post approach.

1. Cost optimization and budget savings

Traditional recruitment methods require businesses to pay a fixed fee to job platforms for posting job listings. This cost often ranges from VND 2 million to 10 million per job post, with no guarantee of success. In many cases, companies invest large sums but fail to successfully recruit, leading to wasted budget.

Benefits of the "Rewarding Candidates" method:

• Businesses only pay when they achieve concrete results, meaning when candidates pass the probation period and become full-time employees. This helps avoid wasting money on unsuccessful recruitment efforts.
• Instead of paying job platforms, companies use the budget as a reward for candidates who pass probation, directly motivating candidates to achieve the desired outcome.

2. Attracting higher-quality candidates

Offering rewards to candidates instead of paying platforms can attract more high-quality candidates. When candidates see that they will receive a specific reward for passing probation, they are more likely to take the application and interview process seriously.

Impact on candidates:

• Clear motivation: Candidates are not just applying for a job opportunity but also for a financial reward. This can motivate them to perform better during the recruitment process.
• Increased competition: Knowing there is a specific reward, candidates will strive to improve their skills and prepare better to become the chosen one.

3. Higher recruitment efficiency and reduced risk

One of the major problems with traditional methods is that companies have to pay upfront without any guarantee of finding a suitable hire. The "Rewarding Candidates" method ensures that companies only pay when the candidate is truly qualified and has successfully passed probation.

Risk reduction:

• Companies don’t face financial risk from paying for ineffective recruitment services. All costs are adjusted to be incurred only when the recruitment process is successful.
• If no suitable candidate is found, the company incurs no costs for job postings or platform services, minimizing the risk of wasted budget.

4. Replacing headhunter services

Headhunter services currently charge very high fees, typically ranging from 15% to 25% of the candidate’s annual salary. However, many businesses are hesitant to invest such large sums, especially when there are risks of not hiring the right candidate.

"Rewarding Candidates" as a headhunter replacement:

• Companies can offer a reward that is a fraction of the cost they would have to pay for headhunter services. This not only saves money but also directly motivates candidates, while eliminating the financial risk that comes with headhunter services.
• For example, instead of paying 15% of a candidate's annual salary (around VND 45 million for a candidate with a VND 300 million annual salary), the company can offer a reward of VND 10 million after the candidate passes probation. This is a reasonable and direct expense, while also encouraging candidates to achieve the best results.

5. Improving the company’s reputation and image

Rewarding candidates not only saves costs but also helps build a better image for the company. Businesses that adopt this method are seen as valuing and respecting the candidates' abilities.

Impact on the employer brand:

• Positive impression: When companies clearly and transparently announce a reward, it creates a positive impression on candidates and the labor market.
• Increased credibility: Companies demonstrate their commitment to finding and recruiting truly qualified candidates, while also showing candidates that they are respected and have a fair chance to receive a deserved reward.

6. Conclusion

The "Rewarding Candidates Instead of Paying Job Platforms" recruitment method offers many benefits for businesses, from cost savings and attracting high-quality candidates to improving recruitment efficiency. With this model, companies not only reduce financial risks but also provide clear motivation for candidates, helping to enhance recruitment quality and build long-term credibility in the labor market.