What is the recruitment fee?

In fact, there are quite a lot of expenses involved in the recruitment cost. Common labor costs, recruitment channels, and even the paper needed for daily printing resumes can be counted in the recruitment cost. Of course, we may not work out particularly detailed contents in practice. Let's share the contents of recruitment fees from several aspects.

First, the replacement cost.

Replacement cost often refers to the cost that we need to recruit new employees to replace old employees after employees leave their jobs. The recruitment costs involved here are:

HR announces the costs and expenses generated by recruitment;

Time cost for employees to push the path internally;

Participate in online and offline job fairs and generate corresponding expenses;

Select the time cost of resume;

Call charges incurred during the interview invitation;

Time cost spent in the interview process;

Administrative costs of new employees after joining the company;

Meeting expenses for training new employees;

If it is a high-end talent, there is a corresponding headhunting service fee and so on.

Substitution cost should be the maximum cost of recruitment. According to statistics, it is estimated that replacing an ordinary employee will cost one-third of the employee's annual salary.

Second, the labor cost.

Labor cost refers to the salary cost paid for recruiting new employees. In the workplace, one thing is very realistic. The salary level of new employees is often higher than that of former employees and former employees. High-quality talents often have high salary requirements. If the enterprise can't give this price, it may miss the talent. However, if you want to hire high-quality talents, you must pay a relatively high salary, which directly leads to the increase of labor costs. If core employees leave, companies want to limit their employment to competitors. That enterprise has to pay a non-competition compensation, which is also a great labor cost.

Third, management costs.

When new employees join the company, HR should spend a lot of time and energy on personnel management according to the relevant system of the enterprise, which is the management cost. Including new employees to go through the entry procedures, familiar with the office 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 handling resignation procedures, issuing resignation certificates, terminating insurance, modifying the company's employee roster, transferring social security relations, calculating whether there are still holidays, settling wages and so on.

Fourth, the trial costs.

After new employees join the company, enterprise HR needs to arrange relevant corporate culture, corporate philosophy, business content and other training. Generally, old employees will be arranged to bring new employees, so that resigned employees can carry out work handover and related training for new employees.

No matter what kind of training method, the cost of training is inevitable. Including: the cost of training lecturers, the preparation cost of training materials, the power consumption cost in training, the time cost and so on. In this process, if the new employee also leaves, the cost invested by the enterprise on him will be wasted. Repeated training costs after re-recruitment lead to an increase in the cost of probation, forming a vicious circle.

Verb (short for verb) loses cost.

Brain drain cost, also known as brain drain cost, aims at the loss of profits after enterprises recruit new employees to replace the original employees because of insufficient working ability. Simply put, the new employee is inferior to the previous employee in ability and performance. Of course, if the enterprise HR only recruits an excellent employee, the ability is higher than that of the former employee. Then the loss cost of the enterprise can be quickly compensated with the improvement of the new employees' familiarity with the work, but it is a gain.

These are basically cost references involved in the recruitment process. Of course, the above recruitment fees are not involved in all companies. You can refer to the above recruitment fees according to your company's recruitment process.