The recruitment process can take a lot of time and quite a lot of money. The average cost of recruiting an employee is about PLN 3-4,000. The more new people a company needs, the more the recruitment costs increase. Fortunately, by automating some of the steps, you can cut your final costs a bit. What processes can be automated?
What determines the cost of recruiting an employee?
For the final acquisition cost Many factors influence this. The first consideration is the remuneration of recruiters. Their tasks include: writing, publishing and following up on adverts, analysing and selecting CVs, organising and conducting meetings with candidates, identifying and contacting the best people, and conducting and checking recruitment tests.
The cost of recruiting an employee should also include:
- expenses for recruitment materials - i.e. posters, leaflets, roll-ups, gadgets, places at fairs,
- the price for the publication and renewal, as well as the distinction of advertisements on relevant portals,
- expenses for employee onboarding - providing training materials, remuneration for employees conducting training, purchase of clothes and equipment for work.
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Automation as a way to lower the cost of employee recruitment
Automation some recruitment processes is an effective way to reduce the final cost of recruiting an employee. We can automate:
- selection of candidates - using recruitment forms that will automatically be rejected by people who do not meet the basic requirements,
- contact with candidates - the use of tools that enable automatic response to job seekers' advertisements and informing about the next stages of recruitment,
- conducting recruitment tests via the Internet - the use of online tests that automatically verify the correctness of answers.
Automation can reduce the work of a single recruiter from 30 to even 14 hours per week. In turn, this may entail a reduction in the cost of hiring new employees by up to several thousand zlotys.
Hidden costs of unfilled positions
Vacant position in a company is not only a shortage of manpower, but also a real cost to the organisation. Every day that a vacancy goes unfilled means a loss in productivity and potential delays in key projects. Long-term staff shortages can negatively affect the commitment of the team, which is forced to take on additional responsibilities. As a result, stress levels rise and employees feel overwhelmed, which can lead to increased turnover.
Recruitment costs versus process efficiency
Effective recruitment is a way of minimising the costs associated with recruiting new employees. A poorly executed process means not only high financial expenditure, but also wasted time that could be spent on business development. To reduce cost of recruitmentIt is worth using modern tools such as recruitment platforms that allow the automation of selection processes. It is also crucial to precisely define the requirements for a given position, which makes it possible to attract candidates best suited to the company's needs. This, in turn, reduces the risk of repeated recruitment.
Image building as a way of reducing staffing costs
An attractive employer image is one of the cornerstones of reducing the cost of employing a member of staff. Companies that are able to communicate their values, organisational culture and the benefits of working for them attract more interested candidates. Attracting talent through a positive image eliminates the need for intensive recruitment efforts and allows you to focus on selecting the best candidate. In this respect, it is worth taking advantage of the support of specialists such as employer branding agencywho are helping to develop talent attraction strategies.
The non-obvious consequences of unfilled positions
Vacancies cause the company to be unable to implement its business strategy to its full potential. In the case of key roles such as project management or sales, vacancies can even lead to loss of clients or delays in service delivery. It is therefore important to prevent such situations by properly planning recruitment processes and building a database of potential candidates.
Employer branding and recruitment in the modern era
Investing in employer branding is not only a way of increasing the attractiveness of a company, but also a tool for long-term optimisation costs related to hiring new staff. Effective image communication attracts candidates who fit the organisational culture, reducing the risk of misguided recruitment and generating additional costs.
Summary: Effectiveness through planning
A properly planned recruitment process and building an attractive employer image is key to reducing the recruitment costs and the elimination of problems related to vacant posts. This gives the company a competitive advantage and allows it to effectively develop its operations without unnecessary downtime. It is worth investing in modern recruitment tools and using expert knowledge to optimise this key area of the business.