Classification of cost-benefit evaluation of recruitment

A) Recruitment cost is divided into total recruitment cost and recruitment unit cost. The total cost of recruitment is the acquisition cost of human resources, which consists of two parts. Part of it is direct expenses, including: recruitment expenses, selection expenses, family placement expenses and job placement expenses of the hired employees, and other expenses (such as travel expenses of recruiters, entertainment expenses of applicants, etc.). ). The other part is indirect expenses, including internal promotion expenses and workflow expenses. The recruitment unit cost is the ratio of the total recruitment cost to the actual number of employees. If the actual recruitment cost is low and the number of employees is large, it means that the recruitment unit cost is low, on the contrary, it means that the recruitment unit cost is high.

B) Cost-utility evaluation is an analysis of recruitment cost effect. It mainly includes: total cost-benefit analysis of recruitment, cost-benefit analysis of recruitment, cost-benefit analysis of personnel selection, cost-benefit analysis of personnel recruitment, etc. The following is the specific calculation method:

Total cost utility = number of employees/total recruitment cost

Recruitment cost utility = number of applicants/expenses during recruitment.

Selection cost utility = number of people selected/expenses in the selection period.

Personnel employment utility = number of regular employees/expenses during employment.

C) Benefit-cost ratio of recruitment It is not only an economic evaluation index, but also an index to evaluate the effectiveness of recruitment. The higher the income cost of recruitment, the more effective the recruitment work.

Benefit-cost ratio of recruitment = total value created by all new employees for the organization/total recruitment cost.