How to reduce the recruitment cost of enterprises? Who caused the cost?

To discuss how to reduce the recruitment cost of enterprises, we must first find out where the recruitment cost is caused. Who caused it? Only by clarifying these can we make targeted improvements.

I am a labor service practitioner. Prior to this, I worked in a large Fortune 500 company for 12 years, during which my work repeatedly involved production management, worker management and other related work. This topic is brought up now because in labor service work, I always recall the dribs and drabs of working in the enterprise at that time. I think for enterprises, especially manufacturing enterprises, the recruitment cost is getting higher and higher now, and many small and medium-sized manufacturing enterprises are complaining. But at that time, in the enterprise, I had more different views than now. I think it will be more reasonable to look at our own recruitment costs outside.

Who caused the recruitment expenses? Let's talk about the enterprise itself today.

First, the importance of enterprises and the orientation of labor cooperation.

Judging from our daily business cooperation process, most business leaders do not attach importance to the recruitment of workers, and only when personnel seriously affect production can they have to attach importance to recruitment. There is no demand for personnel, and the positions recruited by workers will be laid off and transferred.

A cooperation case: there are about 3000 people in a customer factory. When it was difficult to recruit workers, they arranged more than a dozen recruitment specialists themselves and selected some migrant workers from the workshop to assist in the recruitment. In a talent market, there are several or even a dozen recruiters, and sometimes it is a bit embarrassing to recruit more than interviews. There is no need to lay off staff and change jobs, because it is impossible to keep so many logistics personnel all the time.

There are many prejudices about cooperative labor. It is considered that only the recruitment of low-end workers, even at the level of black intermediary, is not equal cooperation in the true sense. Labor service companies will not be able to use their professionalism to carry out in-depth cooperation and help enterprises solve employment problems.

Nowadays, many enterprises not only cooperate in agency recruitment, but also vigorously carry out their own direct recruitment. This recruitment structure is also a very good strategy for enterprises. However, in practice, when most employees are interviewed or assigned, the staff will frequently mention the difference in salary and benefits between labor recruitment and direct recruitment, which has a great impact on the stability of labor recruitment and the enrollment rate.

Many people in enterprises may agree with this practice and think that it reduces the cost of labor cooperation. In fact, the wool on the sheep will inevitably lead to a substantial increase in the recruitment cost of cooperative labor, and this cost will actually be passed on to the enterprise itself.

Second, the importance of enterprise recruitment.

At present, most of the recruitment of general workers in enterprises comes from the labor market, and it is more important for the person in charge of enterprise worker recruitment to play the role of middleman. The person in charge of enterprise worker recruitment should keep abreast of the annual production plan and short-term plan within the enterprise, and should also formulate a recruitment plan for personnel needs around the production plan. Reasonable arrangement in advance according to the difficulty of recruiting workers. At present, an important reason for the high recruitment cost of enterprises is that there is no planning, and they look for labor service companies when they need people. The production put forward the tension that important people sometimes don't have time to tie their pants, and it was done in three or five days. In fact, time is cost. To meet production, short-term demand will increase the cost of workers.

There is a gray thing that I have to mention. Walking by the river often, how can you not wet your shoes? Many workers were lured into the water when recruiting the person in charge. I think the labor service is free of charge, and I want kickbacks, eating, drinking and having fun, not to mention that I just started undercover and cooperated with the labor service company! Exclusive to people, without data support, it may be beneficial to the hiring manager to let which labor service do which.

A few days ago, a client boss talked to me directly about the recruitment cost, but promised me that I didn't need any other costs except the recruitment cost and profit, I didn't need to invite him to dinner, and I didn't need to give him a glass of water. If you need coordination, call him. The purpose is to reduce the cooperation price by 40%, and I agree to cooperate.

As mentioned above, wool is on sheep. For labor service companies, it is impossible to keep losing money to do it, and there are comprehensive hidden costs.

Third, worker recruitment is only a small part of worker management.

I contacted several large manufacturing enterprises and managed the workers very carefully. I made a plan and implemented it in many ways. Recruiting workers is only the first step. Only by retaining workers can recruitment be effective. It is common to interview hundreds of people a day, leaving only one or twenty people in two days.

In 17, we made statistics on customer data. In a company, we recruited more than 130 people that month, and a month later, there were more than 20 people left. For enterprises, it is still necessary to continue to supplement recruitment. For labor services, we will measure the difference between income and recruitment cost. If we cannot make ends meet, we will also think about such a problem. Can such enterprises still cooperate? If we cooperate, how much price can we raise?

If you have a thorough understanding, the team leader will casually say, "If you can't do it, get out." Big brother in his 40 s and 60 s can't accept the disrespect of the group leader who is much younger than himself. Old employees in the dormitory will not let new employees move in, and the dormitory will not be solved after work; Some hourly workers are paid 12 yuan/hour, some are paid 14 yuan/hour, and the wages of long-term workers are lower than 12 yuan/hour. . . . . .

This involves many aspects, such as corporate culture, team leadership management, internal fairness and external competitiveness of salary, employee logistics support and so on, which will be exchanged in the following discussion.

Fourth, the support of production management.

Arrange production plan according to market demand and customer orders. The five elements of man-machine material method in production also need to plan personnel in advance. General enterprises will pull up the human resource recruitment module when making production plans, and sort out the resources at hand to make personnel recruitment plans according to the seasonality of recruitment.

As mentioned above, the recruitment of workers is cyclical, so prepared arrangements will reduce a lot of recruitment costs.

But in real cooperation, many customers call "can you get me 200 people tomorrow", just like an irony in a sketch, giving birth to a child needs to be pregnant in October.

Without understanding the recruitment market at that time, people with shorter cycle will only increase labor costs invisibly.

Five, enterprise management of recruitment channels.

1. Supplier management. Gray areas make many labor providers unfair competition. Those over 45 who are interested can arrange it, and those under 45 may get stuck at work.

2. Independent recruitment and labor service. The cooperation between enterprises and labor service companies should be equal cooperation, and enterprises should take care of labor services to a certain extent. Since they cooperate, they should give some support to the labor service. If the labor service is good, you can make money, and you will invest more resources to be good customers. Of course, for enterprises, with more resources and easier recruitment, the cost will naturally come down.

3. The operation of enterprise online recruitment. At present, online recruitment is mainly 58 fairs and people waiting. However, 58 Fair is a family, and only the workers who struggle on this platform can know more about 58 Fair. An accurate day can cost you thousands of dollars with little effect. If enterprises don't understand the operation of such platforms, they must control the cost, because online platforms burn money.

The above is the analysis from the enterprise. In fact, the analysis of this issue should be discussed in the context of the entire job market and national policies. But for enterprises, these problems have been made clear and will be helpful in terms of labor costs.

Next, we will talk about who caused the cost from the perspective of labor service companies and markets. If you have different ideas, please discuss them together!