First, the recruitment budget should first pay attention to the results of the budget. Enterprise recruitment is more about recruiting different kinds of people and establishing 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 material resources.
Third, finally, it is the way or process of using limited resources to achieve the expected results and make them achieve the results.
The above is my overall thinking on the recruitment expense budget. Then talk about some points that are easy to ignore in the specific implementation process.
First of all, recruitment costs are divided into direct costs and indirect costs. Direct cost is the daily channel cost and material cost. It's the part that the boss needs to take out of his pocket. There are also some indirect costs, such as labor costs and another part of materials.
As the title says, the recruitment budget should include quotations from some recruitment websites, some headhunters and 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, 1 14 and other ways. This information is often a one-time expenditure, and then distributed to every resume and every new partner for calculation.
For example, the online recruitment fee for a website is 5000 yuan, and the company has obtained 1000 resumes through this channel. Employ 50 people, that is, each person 100 yuan. At the same time, it took 2000 telephone interviews 1000 people, 200 hours for a human resources specialist and 300 hours for interviewing 200 people. Assuming that the hourly salary of the Commissioner is 10 yuan/hour, it is 5000 yuan indirectly. The recruitment fee for 50 small partners is RMB 100 per person, so the recruitment fee for this person is 200 yuan/person. (convenient for 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 the feeling of taking money from other people's pockets. The direct cost expenditure will be more painful, so the requirements will be more. This makes us want the boss to pay attention to 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 corporate recruiters are more expensive, not just the daily direct costs.
Secondly, because the recruitment budget is divided into direct cost and indirect cost, the detection of recruitment cost can be measured by certain economic algorithms. Many enterprises will take the recruitment budget as an indicator to measure the quality of recruitment. Therefore, although there are many recruitment channels for daily recruitment, in general, I will be divided into those who need money and those who 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, offline job fairs in some places, government public welfare job fairs, and online unknown recruitment websites in some places are basically selling and shouting.
The same partial payment. Although the effect of this part is not so good, it can help us to complete the task better. At least that's what everyone thinks. For example, well-known recruitment websites, headhunting fees and so on. If we blindly increase resources, anyway, now should not be the time to recruit people. The difficulty is that the company has given a lot of manpower demand, 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 situation, or use these free channels when you have enough time to use indirect costs. In fact, in the boss's view, there is no money. Since there is no money and no pressure, let's try it. On the one hand, it can give the company some advertising exposure, on the other hand, blind cats will meet dead mice. In case one or two employees are recruited, the cost performance will be high, and sometimes they can reduce their budget mistakes in other places. So as to achieve below-target recruitment.
Finally, I want to say that the recruitment budget is a recruitment plan, which implies the overall recruitment ideas, specific recruitment methods and resources used by each method. There is another cost, and many channels may last 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, why do you think so first, can be used as a warning for yourself in the future, and can also be used as a warning for others to take over the work. Why are you doing this? Why do you think so? Only in this way can we reach an agreement and know when the budget can be adjusted. As the saying goes, predecessors planted trees, and later generations enjoyed the cool. We all want to be descendants, so we should also ask ourselves to be seniors.