Hiring on credits instead of a subscription
A monthly recruitment subscription charges you in the eleven months you are not hiring. A per-post model charges you when you hire. For a business that takes on two or six people a year, that difference is most of the cost.
What this covers
A recruitment subscription is priced for a company that hires every month. Most businesses do not. A shop takes on two people a year; a clinic takes on four; a growing firm takes on six in one quarter and none in the next three.
For all of them, a subscription is a bill that arrives in the months when nothing is being hired. ANOQR Jobs charges per post instead: the first is free, and each one after costs one ad credit.
Sizing a pack honestly
Two numbers decide it.
Roles you will post in the next six months. Credits expire 180 days after purchase, so the pack should be sized against a realistic hiring plan, not an ambitious one.
Reposts. This is the number people forget. A role that does not fill on the first posting gets posted again, and that second posting costs another credit. Budget roughly one and a half postings per role you intend to fill; some fill first time, some take three.
Because credits are shared across the whole platform, a leftover credit is never wasted — it lists a piece of equipment or a vehicle in the marketplace instead.
Running a shortlist without a recruitment team
Most small employers lose more to a disorganised shortlist than they ever save on posting fees. A workable process:
- Decide the three things that actually disqualify before the first application arrives. Write them down. Deciding them later, while looking at real people, is how hiring drifts.
- Sort into three piles on first read — yes, no, maybe. Do not read a CV twice on the first pass.
- Phone the "yes" pile within 48 hours. Good candidates in a local market are gone in a week, and speed is the one advantage a small employer reliably has over a large one.
- Ten-minute screening call before any interview. Location, availability, salary expectation. Almost half the pile resolves here, and both sides are spared an interview that could not have worked.
- Reply to everyone, including the no. Two lines. It costs ten minutes and it is why the next posting gets applications.
Write the posting for the person you want
The posting does most of the filtering. A precise location, a stated salary range, three real requirements and your company name will do more for the quality of your shortlist than any amount of sorting afterwards — how to write the posting covers each of those.
Where else your credits reach
An employer account sits on the same platform as ANOQR Shops, the marketplace and Share & Earn. A business hiring locally is usually also a business that wants to be found locally, and the same account and the same credits cover both.
Frequently asked questions
- Is there a monthly plan for employers on ANOQR?
- No. Hiring is priced per posting: the first is free from the standard allowance, and each posting after costs one ad credit.
- How many credits should an employer buy?
- Size against roles you will genuinely post within 180 days, and allow roughly one and a half postings per role — some fill on the first posting and some need reposting.
- What happens to credits I do not use for hiring?
- They work anywhere on ANOQR, so an unused credit can list equipment, a vehicle or anything else in the marketplace instead of lapsing unused.
- How fast should I contact a shortlisted candidate?
- Within 48 hours. In a local market strong candidates are typically gone within a week, and speed is the advantage a small employer has over a large one.
- Is a screening call worth the time?
- Yes. A ten-minute call on location, availability and salary expectation resolves a large share of the shortlist before anyone commits to an interview.
