What are the intangible costs in employee recruitment?

Time cost is the most easily overlooked item in recruitment. No matter HR, department heads or higher-level leaders, as long as the interview time is generated, there will be costs. If the interview is successful and the candidate is strong, the recruitment fee is still cost-effective. Once the interviewer lacks experience, it will lead to job mismatch and generate more recruitment costs. If the time cost is converted into salary, it is a lot of money, so I won't explain it.

Second, the issue cost.

Providing quotation is a technical job. If the candidate is late, he may miss the candidate. If the leader goes back on his word prematurely, the loss will be great. If the candidate accepts the job and the company wants to cancel it, then the company has the right to compensate income, social security, options and other benefits. At this time, the enterprise must take the initiative to apologize and compensate, otherwise the situation will expand and affect the reputation of the enterprise. This kind of loss is not measurable by money. Among them, the technical content is extremely high, which requires HR to keep learning.

Third, the training cost.

The training expenses of new employees also account for a large share. New employees need to arrange training on corporate culture, corporate philosophy and business content after joining the company. It is also necessary to have old employees with new employees, so that the resigned employees can make arrangements for the new employees' work handover and related training.

Recruitment cost

No matter what kind of training method, the cost is inevitable. The recruitment costs here include, but are not limited to, the cost of training lecturers, the preparation cost of training materials, the electricity consumption during training, the time cost and so on. If new employees also leave during the training period, these training expenses will be wasted. After re-recruitment, there will be repeated expenditures, which will lead to an increase in the cost of probation and form a vicious circle.

Fourth, management costs.

After recruiting suitable candidates, HR will spend a lot of time and energy managing new employees according to the enterprise system, which is the management cost. Including new employees' entry procedures, familiarity with the environment, interpersonal relationships, various enterprise systems and so on. At the same time, it takes time, energy and material resources to handle the resignation procedures for the resigned personnel. Including resignation procedures, issuance of resignation certificates, termination of insurance, modification of employee roster, transfer of social security relationship, and salary settlement.

Verb (abbreviation of verb) running-in cost

Generally speaking, promoting the integration of new employees is divided into two dimensions: work integration and emotional integration, which complement each other. But most enterprises value the former, and it is easy to ignore the latter. If a person who is full of negative energy and can spread negative energy enters the team, the lethality is enormous. Then the lack of emotional care after an excellent talent comes in will also make the previous recruitment work go down the drain.

Recruitment is never that simple. Recruitment can be said to include long-term processes such as recruitment demand, recruitment channels, resume screening, interview, employment and trial management. If you want to do a good job in recruitment, you need to know all aspects of the recruitment process. I hope sharing can help you.