The reasons for the increase in recruitment expenses do not include

The reasons for the increase in recruitment cost do not include suitable recruitment methods.

First, the recruitment cost.

1, direct cost. This refers to a series of obvious expenses in the recruitment process, such as the cost of downloading resumes, the cost of posting posters on campus, travel expenses, internal recommendation rewards and headhunting expenses. These obvious expenses can be directly charged in the company's finance and clearly distinguished or apportioned.

2. Indirect costs. The indirect cost in the recruitment process is mainly the manpower and material cost of the interview (such as the indirect cost of conversion of time occupied by the interviewer), which is actually very large. For example, a boss's two-hour interview fee is different from a department manager's two-hour interview fee.

3. Replacement cost. This refers to the cost of re-recruitment due to improper recruitment. For example, the re-recruitment cost caused by recruiting the wrong person.

4. Opportunity cost. Refers to the hidden expenses caused by the resignation of personnel and the inability of newly hired personnel to fully perform their jobs.

5. Risk cost. Refers to the economic losses caused by the lack of scarce talents needed by enterprises.

6. Hidden costs. For example, the tedious recruitment process affects the other work of recruiters, and the interviewer takes up the time that should be focused on the core business, which is a hidden cost loss.

Second, the recruitment cost control strategy

1, standardize the recruitment channels for regular posts. Enterprises should formulate and standardize different types of job selection channels and methods, which should be reviewed by leaders at all levels of the company to ensure that the recruitment cost is standardized from the source of recruitment channel selection.

2. Personnel management. Enterprises should optimize organizational structure and process, strengthen staffing management, effectively allocate human resources, and control labor costs by improving efficiency.

In order to ensure the scientific preparation, enterprises need to sort out job names, conduct job analysis, clarify job responsibilities and standards, and clarify the assessment indicators of each position.

3. Strengthen internal selection and deployment. After defining the human resource needs of enterprises, we should first consider whether it can be deployed from within to create fair promotion opportunities for internal employees, such as promoting internal employees to a higher level.

Internal recruitment for a position can not only enhance the incentive for internal employees, but also reduce the labor cost and training cost of new employees, because the higher the position, the higher the salary and training cost.

4. Temporary talent demand. For the staged talent demand, temporary employees can be rented from external intermediaries to save the company's labor costs, so developing practical talents is a better strategy to reduce costs.

5. High-cost talents. For some high-cost talents, we can hire them as external consultants to "introduce talents" instead of recruiting as regular employees, because the labor cost of senior talents is very high.