How to make a good budget for recruitment expenses

how to budget the recruitment expenses? Mainly the following ideas.

first, the recruitment budget should first pay attention to the results of the budget. Enterprise recruitment is more about recruiting different kinds of personnel and building long-term employment channels.

second, the recruitment budget is followed by resources. How many resources does the company expect to spend? The main resources are concentrated in three dimensions: finance, manpower and materials.

Third, finally, it is the way or process to use limited resources to achieve the required results.

that's my overall thinking about the recruitment expenses budget. Then talk about a few points that are easy to ignore in the specific implementation process.

firstly, the recruitment cost is divided into direct cost and indirect cost. Direct cost is the daily channel cost and material cost. It's the part that needs the boss to take it out of his pocket. There are also some indirect costs, such as labor costs and another part of materials.

As the topic said, the recruitment budget should include the quotations of some recruitment websites, some headhunters, and the surrounding intermediary services, human outsourcing, offline recruitment fees and so on. The above information is relatively basic. You can find relevant sales or consultants through Baidu, official website, 114 and many other methods. This information is often a one-time expenditure, and then distributed to every resume and every small partner who joins the job for calculation.

For example, the online recruitment fee for a website is 5, yuan, and the company has obtained 1, resumes through this channel. 5 people are employed, that is, one person per capita. 1 yuan channel recruitment fee. At the same time, it took 2 phone calls to interview such 1 people, 2 hours for a human resources specialist, and 3 hours for interviewing 2 people. Assuming that the hourly salary of the Commissioner is 1 yuan, it is indirectly 5 yuan. Every 5 small partners is 1 yuan, so the recruitment cost of this person is 2 yuan/person. (for the convenience of oral calculation)

Of course, this topic is not good, but the actual situation is that the average boss will ignore the indirect cost in the recruitment cost. After all, it is generally not a feeling to take money from other people's pockets, but it will be more painful to spend the direct cost, so there will be more requirements. This makes us want to make the boss pay attention to the recruitment when we budget the recruitment expenses, and it can be used when the heads of various employing departments cherish the hard-won personnel, so that they can know that the recruitment of personnel in enterprises is more expensive, not just the daily direct cost.

Secondly, since the recruitment budget is divided into direct and indirect costs, the quality of the recruitment cost can be measured by a certain economic algorithm. Many enterprises will take the recruitment budget as an indicator to measure the quality of recruitment. Therefore, although there are many recruitment channels in daily recruitment, in general, I will divide them into those that need money and those that don't. Generally speaking, the effect of not asking for money is not very good, and it is also a waste of effort. For example, some local offline job fairs, government public welfare job fairs, and some local online unknown recruitment websites are basically selling and shouting.

The same part is paid. Although the effect of this part is not so good, it can help us complete the task better. At least everyone thinks so. For example, well-known recruitment websites, headhunting fees and so on. If we blindly increase resources, it should not be a difficult time to recruit anyway. The difficulty is that the company has given a lot of manpower needs, but the resources are limited. Therefore, business owners also hope to obtain high-quality talents through limited expenditure-that is, high cost performance.

then why use those free channels? It can be used as a descriptive excuse to show your employment, or use these free channels when you have enough time to use indirect costs. In fact, in the boss's opinion, there is no money. Since there is no pressure without money, try it. On the one hand, it can give the company a certain advertising exposure, on the other hand, blind cats will meet dead mice. In case of recruiting one or two employees, the cost performance will be very high, and sometimes they can reduce their budget mistakes in other places. So as to achieve the recruitment below the target.

Finally, I want to say a truth: the recruitment budget is a recruitment plan, which implies the overall recruitment ideas, specific recruitment methods and resources used by each method. There is also a cost that many channels may maintain for a long time. But sometimes the enterprise will undergo major changes, and there are many demands or what actually happens is different from what we expected. The method of stating the present situation and why you think like this first can serve as a warning for yourself in the future and for others to take over the work. Why do you do this? Why do you think so? So that everyone can reach an agreement and the budget can know when it can be adjusted. As the saying goes, the predecessors planted trees and the descendants enjoyed the cool. We all want to be descendants, so we should also ask ourselves to be predecessors.