Evaluation index of unit recruitment cost

Developed countries are using some new human resources indicators to evaluate human resources work, which has important reference significance for the accounting of unit recruitment costs. From the dynamic and overall point of view, these indicators actually comprehensively reflect the above three aspects, and can be used as important coefficients of the unit recruitment cost accounting model. Among them, the widely used indicators are: the estimation of average turnover rate and recruitment repetition rate; Investigation on the workload and difficulty of recruitment for this position; Future annual salary, recruitment difficulty and channel investigation; The average admission rate of the position and the effectiveness of recruitment; Investigate the average filling time, recruitment efficiency/timeliness of positions; Investigate the complexity of the placement cost of this position.

Among them, the resettlement expenses refer to the compensation expenses arising from recruiting or sending employees to work in different places, such as moving expenses, house purchase expenses, family visit expenses, transportation subsidies, etc.

In practical work, the quotation of headhunting companies integrates the above parameters, such as average annual salary, turnover rate, admission rate, etc. These parameters vary with different jobs, levels and geographical locations, which makes these differences quantitative and become an important indicator of human resources. When Fortune magazine selected 1998 the "Best Workplace" companies in the world 100, it also used the turnover rate, application volume, recruitment volume, admission rate and other parameters as the evaluation basis.

It is precisely because these indicators can build a bridge from qualitative to quantitative, reflecting the influence and changes of positions, costs and recruitment channels. You can consider building a model from this. It consists of the above three dimensions: job nature, recruitment channels and cost structure. It is these human resources indicators as parameters to calculate the unit recruitment cost of each intersection.