What are recruitment costs and why should businesses pay special attention to this item in the process of developing human resources? In the context of an increasingly competitive labor market, recruitment is not simply about finding the right person but also a strategic investment. Failure to control recruitment costs well can lead to wasted resources and affect overall operational efficiency.
The article below will help you understand the concept of recruitment costs, classify common expenses and share tips to help businesses manage and optimize these costs effectively.
1. What are recruitment costs?
What are the recruitment costs? Simply put, recruitment costs are the total expenses that a business must spend to attract, evaluate and select a new employee in a specific period. Understanding and controlling this item well helps businesses optimize their human resources budget and improve the efficiency of recruitment activities.
Simply put, Cost Per Hire is the total amount of money a business spends to hire a new employee, including both direct and indirect costs associated with the recruitment process.
2. Why Do You Need to Understand Recruitment Costs?
For business owners who are expanding or hiring regularly, understanding What is the cost of recruitment? not only a financial factor but also a foundation for optimizing human resource performance. Recruitment costs include all expenses from posting, interviewing, initial training to opportunity costs if hiring the wrong person. Understand and Accounting for recruitment costs accurately helps businesses manage cash flow well and achieve maximum performance in human resource strategy.
- Effective budget control: When businesses know each expense in the recruitment process, budgeting by month, quarter or year becomes more accurate. This is especially important for small and medium-sized businesses with limited budgets, which need to allocate finances reasonably to avoid waste.
- Quantitatively evaluate recruitment effectiveness: Tracking recruitment costs helps businesses compare the value spent with the quality of personnel received. From there, business owners have a basis to evaluate which recruitment channel brings the highest ROI and should continue to invest.
- Optimize the overall recruitment processBy analyzing cost data from previous recruitment rounds, businesses can easily detect costly and ineffective steps to eliminate or adjust, contributing to shortening recruitment time and reducing costs.
- Proactive and smart recruitment planning: When there is clear data on costs by position, department or recruitment channel, businesses can plan recruitment more realistically, avoiding being passive or lacking resources.
To support businesses in effectively managing recruitment costs and automating accounting, Bizzi provides a digital accounting process solution using AI technology, helping to record and classify costs quickly and accurately, thereby saving time, reducing errors and improving operational efficiency.
3. Common Recruitment Cost Categories
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- Internal Costs: Includes costs arising from a business's internal resources and operations, which are often difficult to measure without a systematic tracking system.
- Cost of salary for recruitment department: Base salary, allowances and bonuses for HR staff in recruitment roles.
- Cost of training and developing recruitment team: Investing in a course, workshop, or certification helps improve interviewing and candidate assessment skills.
- Employee referral bonus: Reward employees who successfully refer candidates – a cost-effective yet effective way to headhunt.
- Facility costs for recruiting team: Include office expenses, recruiting software (ATS), online interview tools, and expense management platforms like Bizzi to more accurately track recruiting budgets.
- External Costs: Are the amounts a business pays to partners or outside services to support the recruitment process.
- Cost of posting job ads: Fees for posting on platforms such as VietnamWorks, TopCV, Facebook Jobs or online newspapers.
- Cost of hiring external recruitment (Headhunter): Significant expense when businesses need to recruit senior positions or specialized skills.
- Travel expenses: Arise when candidates or employers need to travel between locations during the interview process.
- Cost of organizing recruitment events and seminars: Includes booth, media and logistics costs when attending job fairs and career events.
- Candidate screening costs: Cost of aptitude tests, personality assessments or background checks.
- Cost of building recruitment brand: Investing in content and corporate image on digital platforms helps increase the ability to attract talent.
- Cost of running a recruitment site: Design, maintain and optimize user interface for internal recruitment website.
- Signing bonus: Bonuses are intended to retain potential candidates who accept offers.
- Probationary fees: Salary and other expenses during the probationary period, even if the candidate has not signed an official contract.
Accounting for recruitment costs not only helps businesses be financially transparent, but also serves as a foundation for optimizing processes and improving recruitment ROI. Using digital platforms like Bizzi can help track and analyze recruitment cost data visually, helping managers make more accurate and cost-effective decisions.
4. Instructions on How to Calculate Recruitment Costs
To understand clearly What is the cost of recruitment? and effective management, businesses need to master how to calculate this expense specifically and systematically. Correct measurement recruitment costs Help business owners make accurate budget decisions, optimize the performance of recruitment channels and improve the quality of human resources.
- Basic formula: Total recruitment costs / Number of new hires. This is the Cost Per Hire (CPH) index – a popular measure to evaluate the effectiveness of the recruitment budget.
- Identify specific expenses: To calculate accurately, businesses need to list all expenses in the total recruitment cost, including: recruitment posting fee, recruitment software, internal personnel costs to carry out the recruitment process, initial training costs, commission for headhunting units, interview costs (travel, meals, accommodation), etc.
- Calculation by recruitment source: Each recruitment channel will have different costs and effectiveness. Businesses should analyze each source in detail such as social networks, job platforms, internal referrals, outsourcing, etc. to determine the channel that brings the highest efficiency at the lowest cost.
- Link to accounting system: Job Accounting for recruitment costs should be directly integrated with financial management software to closely monitor budgets. This helps businesses not only control costs but also have data to serve long-term human resource strategy analysis.
- Technology application from Bizzi: With an automation platform like Bizzi.vn, businesses can record and classify recruitment costs into detailed items. This supports accurate Cost Per Hire calculations and saves time for the accounting and human resources department.
5. Secrets to Optimize Recruitment Costs Effectively
To understand clearly what recruitment costs are and how to optimize efficiency for the business, managers need to have a clear strategy from planning to implementation. Below are tips to help businesses control and minimize recruitment costs while still ensuring the quality of input personnel:
- Understand and track expenses: Phân loại cụ thể các loại chi phí tuyển dụng như phí đăng tin, chi phí nhân sự tham gia phỏng vấn, công cụ hỗ trợ… Để dễ dàng hạch toán chi phí tuyển dụng nhân sự, doanh nghiệp có thể tích hợp phần mềm quản lý tài chính như Bizzi.vn nhằm theo dõi dữ liệu theo thời gian thực.
- Optimize recruitment time: Shorten the time to hire by creating a clear JD (job description), using automated candidate screening forms and a standardized interview process. The shorter the time to hire, the lower the cost.
- Leverage the power of employer branding: Investing in building a professional employer image on social networking platforms, Glassdoor, LinkedIn... helps attract potential candidates without spending a lot on advertising.
- Develop internal succession team: Train and develop current employees to take on higher positions. This is a way to save on external recruitment costs, while increasing employee engagement with the business.
- Use free recruitment channels effectively: Take advantage of social networks, company websites, career groups on Facebook or Zalo to reach candidates without posting fees.
- Detailed recruitment budget planning: Define a clear budget for each channel (paid and free), and reserve for important campaigns such as executive recruiting or bulk recruiting.
- Participate in recruiting events strategically: Prioritize job fairs and specialized conferences that are relevant to the industry and position you need to recruit instead of participating in a lot of them. This helps save money and reach the right target audience.
- Update SEO standard recruitment posts on company website: An SEO optimized job description with keywords like What is the cost of recruitment? will increase your visibility on Google, attract organic candidates, and reduce dependence on paid recruitment platforms.
- Track and measure recruitment costs regularly: Periodically calculate total cost and average cost/candidate to evaluate effectiveness and adjust budget accordingly.
- ROI Analysis by Recruitment Source: Calculate recruitment costs from each channel, compare with candidate quality, recruitment success rate and early resignation rate. Based on that, make optimal investment decisions.
- Integrate recruitment and cost management software: Use recruitment management software that integrates cost analysis to automate tracking, calculations and reporting, such as digital cost solutions from Bizzi.vn.
6. Accounting for Recruitment Costs
To effectively manage resources and budgets, accounting for recruitment costs is an indispensable step in the financial process of the enterprise. When you understand clearly What is the cost of recruitment? and how to record related expenses, businesses are not only transparent in accounting but also easily optimize human resource budget for the next recruitment rounds.
- Commonly used accounting accounts: In most cases, recruitment costs are accounted for in Tài khoản 642 – Chi phí quản lý doanh nghiệp, specifically the sub-account related to human resources activities. This is an indirect expense but directly affects the effectiveness of human resource management and development.
- Examples of accounting for common expenses:
- Cost of posting job ads on job platforms: Debit account 642 / Credit account 111, 112
- Interview organization costs (venue rental, printing documents): Debit account 642 / Credit account 111, 112
- Cost of training new candidates before signing an official contract: Debit account 642 / Credit account 111, 112 (in case training costs before signing labor contract are still considered recruitment costs)
- Cost of headhunter or intermediary recruitment agency services: Debit account 642 / Credit account 331
- Applying technology to accounting: Use digital platforms like Bizzi.vn helps businesses automate the process of tracking, digitizing documents and recording expenses related to recruitment. This not only saves time but also reduces errors and increases accuracy in financial reporting.
Conclude
Recruitment costs are a necessary investment in building a suitable and strong team. However, if not accounted for correctly and promptly, businesses can easily encounter difficulties in controlling budgets and evaluating recruitment effectiveness.
Advice for businesses: Proactively tracking, categorizing, and optimizing recruitment spend not only saves costs, but also improves long-term workforce planning.
Take advantage of Bizzi's solutions to manage documents, control costs and ensure transparency in accounting for recruitment costs - a smart move for businesses to optimize their budget and improve their competitiveness in attracting talent.
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