A relatively cheap method to find qualified talent that wants to work in your organization would be through employee referrals. This could come from personal connections, team members on social networking sites, or people that employees might meet at conferences. Regardless of where they come from, the idea is that your current employees personally and professionally know the person they are recommending for a position on their team, and that the person would be a good fit for the work and the organization.
Direct applicants, either through referrals or applications to a job posting on the company website, lead to about 45% of all hires. People hired through referrals are typically vouched for by an employee, are qualified, and are at least somewhere interested in working for the organization. Direct applicants to postings on a company website are often strongly interested in working for the company (they hunted the organization down on their own, after all) and have at least some of the skills desired.
Recruiting through universities, especially local universities is also a good idea. University recruitment is a little cheaper than employee referrals, but you are often getting recent graduates and will probably get more resumes that need to be reviewed, candidates to interview, and so on (leading to a lower yield ratio). Having team members reach out to the universities that they graduated from might be another good idea.