Evaluation model of unit recruitment cost

American Human Resource Management Association put forward "Metric-driven staffing model" at the annual meeting of 1997. This model puts forward an idea that the recruitment process should be driven by a set of standards, rather than arbitrary and cost-free, and the procurement cost of human resources in any position should be controlled by this set of standards.

This standard model can not only be used to evaluate the input-output ratio of recruitment, but also provide support for hiring decision. For example, internal recruitment is more cost-saving than open recruitment and the admission rate is higher. If these two factors are considered in the company recruitment cost calculation model, they can be reflected in the calculation formula by giving a smaller internal cost, such as 100% external recruitment cost +25% internal reimbursement cost. This calculation model clearly reminds recruiters to give priority to internal recruitment, which can reduce the recruitment cost of the unit.

According to the previous analysis, the nature of the recruitment position determines the choice of recruitment channels, and different recruitment channels have different cost structures. Job nature, recruitment channels and cost structure are the three modes that determine the recruitment cost of a company. Each module is a collection of several variable elements, which are arranged and combined to form a coordinate matrix.

The model reflects the vertical relationship among position, cost and channel, and the intersection value of each dimension is the multivariate solution of unit recruitment cost. Enterprises can calculate the unit recruitment cost of the intersection through past records, empirical data, talent quotations, etc., and refer to the above human resources indicators (as coefficients).

The model reflects the comparison of various schemes and produces the optimal solution and the worst solution of various decision-making schemes, which is helpful for recruiters to allocate recruitment funds reasonably, control recruitment expenses and optimize the combination of recruitment channels. It provides reference for the recruitment manager's capital budget and makes the evaluation of recruitment performance have rules to follow.