Does the chemical fiber factory need cost to recruit employees?

Recruitment costs can be divided into many items. But generally speaking, we divide the recruitment cost into direct recruitment cost and indirect recruitment cost.

Direct recruitment costs include the direct costs of recruitment activities, such as the channel cost of publishing recruitment information on a website, the cost of headhunting and the travel expenses of recruiters. Indirect recruitment expenses include the time cost of the interviewer and the time and labor cost of preparing for recruitment.

Of course, many people now also include the expenses during the induction training of new employees and the risk expenses of recruiting the wrong new employees in the recruitment cost.

In fact, from the selection of recruitment channels, the release of recruitment news, the screening of resumes, to the initial test, and finally to the second test. Every link of the whole process will involve cost, but the cost spent by different enterprises on recruitment is definitely different, and its level depends on the popularity of enterprises and the importance attached to recruitment positions.

If it is a Fortune 500 company, posting a recruitment information casually on the Internet can attract a large number of people to submit resumes. Small and medium-sized enterprises are different, limited by popularity, and the intention of job seekers is not so strong. Developing small and medium-sized enterprises have a strong demand for talents and are more willing to spend time and energy to recruit suitable talents, so the recruitment cost is relatively high.

Many enterprises feel that the recruitment cost is high, and the biggest reason is the low interview accuracy, that is, the problems of low ability rate, high elimination rate and high turnover rate. The high turnover rate has caused immeasurable destructive power to the stability and sustainable development of enterprises.

Many small and medium-sized enterprises often fall into such a dilemma when recruiting: the number of applicants is insufficient, the overall quality is not high, and they can only choose generals from short people; Recruitment costs are too high and take up too much time.

I'll share it with you here, if you reduce the recruitment cost.

Reducing costs starts with improving the recruitment process.

Many enterprises have many management levels, which leads to many complicated workflows. Only in the recruitment interview, some enterprises have at least three interviews, which will not only lead to a sharp increase in their own recruitment costs, but also inadvertently lead to the loss of outstanding candidates because of the long wait.

Therefore, if enterprises want to reduce the cost of talent recruitment, they must first improve the recruitment process. Reengineering and optimizing the recruitment process can not only improve work efficiency and reduce recruitment costs, but also recruit suitable talents for enterprises to adapt to market competition and customer demand and maintain their strong competitiveness.