The calculation formula of personnel recruitment effectiveness is ( ).

The calculation formula of personnel recruitment utility is: personnel recruitment utility = the number of people officially hired/the cost during the recruitment period.

1. Number of people formally hired: This indicator is the actual results achieved by the company in the recruitment process. If the recruitment process, standards and requirements are in line with the company's talent needs, then the number of officially hired personnel should be acceptable, but not vice versa. Therefore, this indicator reflects whether the company's recruitment process and standards are effective, and is an important indicator for judging the quality of company recruitment.

2. Expenses during the recruitment period: This indicator reflects the expenses incurred by the company during the recruitment process. These expenses include: recruiter fees, interview equipment and facilities, examination or testing fees, office equipment and wages, etc. The reasonableness of these costs should be taken into consideration to determine whether the benefits derived from the recruitment process are worth the costs.

In general, the calculation formula of personnel recruitment utility is to evaluate the cost-benefit ratio of the enterprise in the recruitment process through the ratio of the two indexes: the number of formal recruits and the expenses during the recruitment period. Enterprises should pay attention to the recruitment process and recruitment fees, and maintain a reasonable balance between the number of personnel hired and recruitment costs to achieve maximum benefits.

The calculation formula of personnel recruitment effectiveness can help enterprises evaluate and predict recruitment effectiveness, and has a certain guiding role in decision-making in the talent recruitment process. Specifically, the calculation formula of personnel recruitment utility can be used:

1. Evaluate the effectiveness of recruitment process and standards: Enterprises can use the calculation formula of recruitment utility to judge whether the recruitment process and standards are in line with the company's talent needs and whether the company's expected goals have been achieved. If the results indicate that recruitment processes and standards are less than ideal, then the business should reflect on and adjust the processes and standards. This can improve the efficiency of recruitment and the quality of goal achievement.

2. Optimize budget and resource allocation: The calculation formula of personnel recruitment effectiveness can help companies estimate the expenses they should bear in the recruitment process, and optimize budget and resource allocation through cost-benefit ratio calculations. . This can control the cost of the recruitment process and better ensure the quality of the recruitment process.

3. Forecasting the supply and demand relationship of talents: By analyzing and calculating the effectiveness of personnel recruitment, we can better understand the supply and demand relationship in the talent market, and provide a more scientific and accurate basis for corporate recruitment decisions. This can help enterprises better adapt to changes in the talent market, adjust talent strategies in a timely manner, and attract and retain outstanding talents that truly meet the needs of the enterprise.

The significance of the calculation formula of personnel recruitment utility in talent recruitment

1. Optimize recruitment costs and benefits: The calculation formula of personnel recruitment utility can allow enterprises to better grasp recruitment costs, and then Optimize recruitment efficiency. When recruiting talents, companies need to consider the impact of recruitment costs on the overall financial status of the company. The calculation formula of personnel recruitment effectiveness allows companies to estimate recruitment costs in advance, allowing companies to adjust recruitment strategies and budgets in a targeted manner. , thereby optimizing recruitment costs to the greatest extent while ensuring recruitment quality.

2. Evaluate recruitment effects: Through the calculation formula of personnel recruitment effectiveness, companies can more accurately evaluate recruitment effects and identify problems. If the effectiveness of personnel recruitment is low, it means that there are problems with the recruitment process or standards or there are deviations in the standards for evaluating talents. At this time, the company can adjust the recruitment process and standards to achieve more ideal results.

3. Improve the competitiveness of enterprises: Recruiting and retaining excellent talents is the key for enterprises to enhance their competitiveness. The calculation formula of personnel recruitment utility allows enterprises to not only consider the interests of the enterprise during the talent recruitment process, but also It is also necessary to take into account the expectations and interests of talents, while balancing the interests of both parties, while laying a good foundation for corporate development.