In recruitment, how to calculate the reasonable value of per capita recruitment cost?

I don't think there is a so-called "reasonable value" for the per capita recruitment cost, only the so-called "assessment value". Because the effect of recruitment will change with different factors such as time, region, national economic development and enterprise's own situation, it is permissible for human resources management departments to put forward a numerical value for evaluating their recruitment performance in a certain period, but it is impossible to put forward a constant "reasonable numerical value".

since there can only be "appraisal value", the following is about the appraisal period. You can make monthly assessment, quarterly assessment or annual assessment. This mainly depends on your current recruitment needs. If five employees have to fill the vacancy this month due to enterprise development or work requirements, then this task is basically dead, and recruitment can be carried out without too much cost. On the other hand, if the vacant positions are not urgently needed, the recruitment time can be extended so as to recruit the most suitable personnel with relatively little investment.

according to the above, I think it is best to calculate the recruitment cost in "years" and make a unified assessment at the end of the year. Of course, to assess the performance of the recruitment work of the human resources department, besides the "recruitment cost", we should also consider the recruiter's competence for the post and the professional quality of the interviewer in charge of the human resources department.

The formula is:

1. Annual per capita recruitment cost: total annual recruitment investment \ total number of employees (including those who are not retained after probation)

2. Annual per capita effective recruitment cost: total annual recruitment investment \ number of contracted employees (excluding those who are not retained after probation)

1. The "total annual recruitment investment" should include the following contents:

(2) Information production expenses such as pictures and characters;

(3) agency fees paid to headhunting companies.

2. Indirect recruitment cost:

(1) Overtime for the employee who is mainly responsible for recruitment;

(2) Management expenses such as communication expenses, meals and transportation expenses incurred by recruitment.

that's all. Please refer to the use.