The recruitment fee budget first comes from recruitment needs. How to make a reasonable recruitment fee budget?

The recruitment budget is part of the company's total budget. In order to control the total cost, the company generally prepares the next year's budget in advance, including the recruitment fee budget. In order to reduce the deviation of the recruitment cost budget, you can learn from the following methods:

1. Learn from the actual payment items and expenditure amounts of the previous year's recruitment

2. Compare the recruitment of the previous year Expenditure situation, understand the prices of cooperative units (such as recruitment channels) this year, and make appropriate adjustments

3. According to the recruitment needs of each department next year, appropriately increase or decrease the salary budget of the department's personnel

4. Conduct a survey on market salary levels to provide a basis for the budget of resignation costs (including passive severance compensation)

In general terms, the costs of recruiting employees include recruitment booth fees, travel expenses, etc. Specifically, How high it is depends on the region, recruitment type, and various charging standards. It can be easily calculated as long as you can add, subtract, multiply, and divide.

But from a theoretical perspective, the cost of recruiting employees covers a lot, and can be generally summarized into two categories: direct costs and indirect costs of recruitment.

Direct costs include internal costs, external costs, and recruitment costs.

Internal costs include recruiter wages, benefits, travel expenses and other expenses.

External costs only refer to the moving expenses, settlement expenses, family visit expenses, transportation expenses and subsidies for the candidates.

Recruitment costs refer to the venue, media, promotion and other expenses during the recruitment process, including recruitment booth fees, posters, promotional brochures, recruitment websites, campus recruitment fees, headhunting fees, internal recommendation fees, and labor fees. wait.

Indirect costs refer to opportunity costs, which mainly include internal promotions, job turnover costs, turnover costs, etc.

Theoretically, recruitment costs are relatively abstract. In many cases, companies, especially private companies, do not necessarily calculate them according to them. They are mainly determined based on company requirements or financial budget categories. As for how high it is, it depends on the company's recruitment needs and resignations.

No matter how it is determined, the resulting costs will basically be complementary to the various management mechanisms of the enterprise. If we want to talk about how to control, we must start with retaining and educating people.