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Small business Recruitment Calculator
No Recruiter but still need to recruit?
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A little 'email' tick so we can send you your snazzy report
Optional company information
Calculate professional reductions?
Keen to access unique pricing? If so, click yes and give us some quick detail. Otherwise, leave it. We're ethically against the unnecessary collection of your data!
Years in operation
Rather Not Say
Less than a year
Between one and three years
More than three years
Annual revenue for past year to date?
Rather Not Say
Less than 500,000
Between 500,000 and one million
More than a million
Not for profit or fellow B Corporation?
Rather Not Say
Not for profit
Certified B Corporation
Headquartered in Australia with majority local operations?
Rather Not Say
Rather Not Say
11 - 20
Are you a '5 Star' client with Vivid?
We have successfully completed five or more permanent engagements with your company to date
Rather Not Say
How About That New Employee?
Let's get a little bit of information about your new hire, which will help us to assess your level of preparation, the type of role you're recruiting and whether or not it's having an impact on your current team.
Is this an IT role?
Yearly salary (inc superannuation)
Only required if you would like a transparent comparison.
Less Than $60,000
Between $60,000 and $120,000
Between $120,000 and $160,000
More than $160,000
Is it time critical? Dollars, projects or other employees are being impacted
Position description ready?
And we don't mean the one you used five years ago. For a 'yes', it should be current, specific to the role and include cultural and benefit particulars.
PRICE table 1 (based on salary) A
this is for < 60,0000
PRICE table 1 (based on salary) B
this is for 60,0000-120,000
PRICE table 1 (based on salary) C
this is for 120,000-160,000
PRICE table 1 (based on salary) D
this is for >160,000
FINAL BASE PRICE
CALC DISCOUNT years in operation < 3 years
FINAL DISCOUNT years in operation
CALC DISCOUNT company revenue < 500k
CALC DISCOUNT company revenue 500k-1m
CALC DISCOUNT company revenue > 1m
FINAL DISCOUNT company revenue
CALC DISCOUNT certb or non profit
FINAL DISCOUNT certb or nonprofit
CALC DISCOUNT local biz
FINAL DISCOUNT local biz
CALC DISCOUNT company size < 5
CALC DISCOUNT company size 6-10
CALC DISCOUNT company size 11-20
FINAL DISCOUNT company size
CALC DISCOUNT 5star vivid client
changed from 5% to 10%
FINAL DISCOUNT vivid client
Vivid CD Quote
Getting Your Brand and Role ‘Out There’
We've assumed you're going to advertise for the position, believing all roles should be accessible to the unknown market for a fair and unbiased result. Your answers below will help us assess your targeted sourcing process, as well as forecast $ spend.
How are you advertising this role?
You can select more than one by using CTRL on windows or ⌘ on a macintosh
LinkedIn Paid JobSlot
Free Job Boards
Are you using the SEEK talent portal?
Proactive LinkedIn search?
You're sending targeted messages on LinkedIn
Which LinkedIn license?
Monthly amount spent on 'Other' platforms
Now to Your Top Quality Process
This is the most crucial portion of your recruiting, but often the most disregarded. It may seem boring or mundane to you, but to candidates it's the most important part of recruiting. And when last we checked, candidates were the ones you are trying to entice, aren't they?
Are you using an Applicant Tracking System (ATS)?
Are responses setup to automate communication?
Application received, application progressing, interview confirmed - all the way through to unsuccessful.
How many employees will be involved in first round interviews? Including Yourself.
Show my real hourly costs
This is the value of your time and gives great insight. Click yes and enter approximate packaged salaries for each interviewer if you'd like to find out.
Employee 1 yearly salary
Employee 2 yearly salary
Employee 3 yearly salary
How many candidates at first round interviews?
How quickly can you interview?
Time after shortlisting until all interviews are fully complete.
10 days or more
Are you planning to hold second round interviews?
How many candidates at second round?
As before – how quickly can you interview?
more than 10 days
Let’s talk turkey (legislation & compliance)
Work and residency rights should be confirmed with all candidates prior to interviews. For the avoidance of doubt, include this as a top pre-screen question. Once our ScreenMe tool is live, you can ask this without being tied to any one job platform.
Is your company registered with VEVO to check work rights and residency?
Keep in mind you may have other checks relevant to your industry.
How many candidates will you reference check?
How quickly can you provide a formal offer?
4 or more days
Hold your brand ‘high’ until the end!
Seriously. You must see the entire candidate process through to preserve your brand and ensure a pleasant, fair candidate experience. This includes a personal phone call to everyone you have ‘met’ face to face. And at minimum, 'result' emails for all unresolved applications. Do not skip this step! We’ll auto calculate your time to communicate to all candidates on different levels, based on your individual company environment and specified process.
Time to review
Time indeed. If you're like us, you don't mind some pretty colours and visuals. But don't let them mesmerise you. Have a good look at your hourly investment areas and use this as an opportunity to go back in the form and play around, make some tweaks before you click confirm.
We are missing some company info
If you're after a professional comparison, pop back and fill these out to calculate accurate reductions. Your answers will still all be saved - how nifty is that?
Risks, Tweaks and Props
Based on your responses, below are some custom recommendations. These are a mix of varied risks, neutral observations and possibly some ‘thumbs up’ for your process.
Your role isn’t ‘IT’
Obviously not a risk, but we had to calculate results from a middle ground. Every position has varied results for application and process duration and some (i.e. administration, clerical or white collar ‘generalist’) will command a much higher rate of applications and quicker notice periods. And some sales/executive positions will have fewer applications but a much longer sourcing cycle and duration. In these cases, your hourly commitment could increase by at least 50% - so factor this in.
Your role is ‘time sensitive’. Can you afford it?
For example, the average time for a company to recruit a decent IT resource is 25 days – up to 60 until start date, if the preferred candidate is on a four week notice period. Factor this into your timing, projects and outsourcing considerations. This is something we can't predict on our calculator - we're knowledgable, not psychic!
On advertising with SEEK
If you’re not currently setup with a bulk account with SEEK, the cost per advertisement can be considerably higher than a standard. Non premium adverts without branding are also known to be less attractive to candidates upon application and review. So just take this into consideration. We run a a fully managed, inclusive job advertisement writing and hosting service on our site. So if this sounds helpful, checkout our flexible recruitment offerings for small business!
You're not planning to advertise?
Despite what many may have you believe, advertising on job boards is extremely effective. Not only are the candidates actively committed to seeking a new opportunity, but you open the market to the ‘unexpected’ and ensure bias is reduced. If this seems like a hassle to setup, don't stress - you may not need to. Talk to us or book in a free consult on glassyant.com.
Dealing with multiple job board responses
Ideally, those applications should come into one central place. Otherwise, expect to factor in an additional five hours minimum to cross-manage multiple job boards and platforms. It’s really difficult for a brand to recover from ‘bad or minimal’ communication with candidates once they’ve shown interest in your company. Don't be 'that' company. We created some templates to help you, so keep an eye out for those in about a week or just ask! PS we do manage candidate communication as part of our flexible recruitment offerings for small business. If you're curious, checkout the options.
Appears you're not using free job boards
Most job boards integrate with a good ATS or at least go through to a central email. Give it a go, what have you got to lose?
You’re not using the SEEK Talent Portal
If you have some free access and credits, highly recommend contacting some matched candidates and ensuring your advertisement is front and centre amongst all the noise. We're not paid by SEEK! We just know it works. And we've created a talent portal search option on our consulting platform as well.
You’re only using LinkedIn ‘free’
Searches are limited in reach and dependent on your number/relevance of first level connections. A Premium license offers wider reach and as an example, costs approximately $150 per month.
You’re planning on using InMails in LinkedIn
Great! But for goodness sake, please don’t use the ‘auto function’ to skimp and save time. It’s like buying a BMW and choosing a coin operated, automatic car wash. Carefully crafted and relevant approaches are the only way to preserve your brand and ensure good candidate responses.
Eek! No applicant tracking system
Candidates desire ‘responses’ and acknowledgement more than anything. If not using an ATS or subscription for auto replies and progress updates, this should be manually managed via email to ensure your brand is effectively projected into the market. And if you don't have our free communication templates yet, definitely check those out when they hit your inbox - they'll set you up.
Auto responses are not setup on your ATS
Get this going before commencing your recruitment process. You have a whiz bang platform and investment, have it working for you before it works against you and your brand. And again - we have free communication templates to help you, so just get in touch and we'll shoot these on through.
You have invited the entire Melbourne Storm for interview
As a rule, a ‘three on one’ (or more) panel interview is a slightly intimidating experience for a candidate and best left to a team sport. Especially if it’s a technical person! Introducing a peer in an interview is a great thing, but if you intend on multiples we suggest this is broken up into short ‘one on ones’ to keep your potential new employee in a relaxed state. Are you stuck on what a good recruitment process looks like? Checkout Campaign Design on our flexible recruitment platform and book a free consult if you'd like to know more.
You’ve become a professional interviewer as your sole occupation
Interviewing four or more candidates for a role should be fairly unnecessary with strict prescreening methods in place. A phone call or some email questions will save you a lot of face to face time. Or how about a quick Skype? Again, we have an affordable service and have built tools for this so just ask!
You may be limiting your dating pool
Perhaps your prescreening is so perfect that only two candidates are required. Sometimes, that's the case. But for the sake of diversity and managing your risk, how about trying three? It's important to note that whilst companies may want to offer candidates, they may have other ideas and opportunities going on at the same time. It's a two way street!
When 'three' isn't a crowd, but a perfect number
As a good indicator, 'three' first round interviews is a great way to go and an indication you're placing high importance on your prescreening methods. Three people should also let you meet some diverse options.
Congratulations! You get to repeat your recruitment process
In all seriousness, waiting six days or more to interview interested candidates is like sudden death in Recruitment terms. On average, every shortlisted candidate will need some form of contact every three days to keep their interest levels high. A short and snappy process will save you countless extra dollars and hours, as well as retain those top candidates.
Well aren’t you brilliant?
Congratulations! You've cleared your schedule ahead of time and made a firm commitment to interview quickly, giving candidates assurance and a great experience from the start.
You're trying to be Oprah. Everybody gets a job!
You've indicated you're planning to interview three or more candidates at second round. Tougher, detailed screening prescreening and more comprehensive first interviews will save you all precious time.
Snap! You're speeding to the finish line!
Second round interview time frames are crucial. By this time, your potential employees have interviewed and been given a taste of the job market - so they're probably looking elsewhere as well. Quick final interviews are a recipe for success, so 10/10 to you!
You're in love with this process and just can't break up
With second round interviews conducted six days or more post the first, your original applicants may be waiting three weeks for an update. Not to mention, any candidates ‘on hold’. Your phone and email are beeping like mad, candidates are taking on social media and searching elsewhere. If you must hold second rounds, make them swift, prompt and minimal.
Referencing three candidates is a bit of an overkill
Can we find a way to pick ‘the winner’ prior? References are good, but like they say – nobody is going to give you a bad reference to call. Spend your time wisely, choose your preferred candidate then conduct as many informal queries and cross checking as humanly possible.
You get a B on 'time to offer'
Three business days isn’t ‘bad’ to provide a formal offer, but one or two is better. You're not an enterprise company, so let's be nimble and use it to your advantage! Suggest ensuring the candidate is fully aware of the time-frame and expectations once you verbally communicate your intent.
That’s a long time between drinks
Taking four days (or more) to provide offer documentation is like a month in the eyes of an excited, possibly anxious candidate. As well, it's added extra hours to your process to communicate with backup candidates. Make sure your approvals and onboarding documentation are in check before you commence a recruitment process. The last thing you want to do is lose your star candidate and start over from scratch. You're small and nimble - use it to your advantage!
Potential employees just love it when you can see through your verbal commitment with a quick formal offer!
We are missing some company info
You may not be interested in a professional comparison and that's totally ok. But just note that without the full details, your inbuilt quote at the end may be missing relevant reductions. If your report seems overwhelming or more detailed than you ever imagined the process to be, relax! Recruitment isn't rocket science and people do this every day. We'd love to chat to you about any of the findings and see if our flexible recruitment platform may help you nab affordable expertise down the track.
Hourly table Client
TIME - prescreen and application review
Standard Interview Interval in hours
TIME job description = no
TIME advertising set up
TIME advertising = seek
TIME advertising = linkedin
TIME advertising = other
TIME advertising = free boards
CALCULATION all advertising hours
TIME using seek talent portal
TIME using proactive linkedin search
TIME linkedin type = recruiter
TIME using ats system = yes
TIME using ats system = no
TIME autoresponse = yes
TIME autoresponse = no
TIME auto response = no AND using ATS = no
TIME first interviews = 4-5 days
TIME first interviews = 6-9 days
TIME first interviews = 10+ days
TIME commit to second round interview 4-5 days
TIME commit to second round interview 6-9 days
TIME commit to second round interview 10+ days
TIME vevo check = no
TIME vevo check = yes
TIME provide a formal offer = 3days
TIME provide formal offer = more than 3 days
TIME references check
TIME unsuccessful communications
TIME employee 1 interview hours
TIME employee 2 interview hours
TIME employee 3 interview hours
CLIENT COST using seek to advertise
CLIENT COST using linkedin to advertise
CLIENT COST other advertising methods
CLIENT COST linkedin type = premium
CLIENT COST linkedin type = recruiter
CLIENT COST using ats = yes
CLIENT COST all processing expenses
CLIENT COST employee 1 interview costs
CLIENT COST employee 1 NON interview costs
CLIENT COST employee 2 interview costs
CLIENT COST employee 3 interview costs
CLIENT COST total employee costs
Hourly Percentage Calculations
PERCENTAGE CALCULATION Advertising & Sourcing
PERCENTAGE CALCULATION candidate updates
PERCENTAGE CALCULATION other
PERCENTAGE CALCULATION interview time
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