COLLAPSE Alright guys, I have done the math for this current state of our compan

Question

COLLAPSE Alright guys, I have done the math for this current state of our company. After doing the math to determine how many employees we hire and the cost incurred from the 4500 recruited people, these are the logistics. The main issue is that there is a $200,00o budget for recruiting and selection for an entire year, and 4,500 people applying for the job each month. The cost to run the entire selection process adjusted for each step is $537 555, and the result is 244 employees hired. That means that the monthly cost for the selection process is almost 3 times the total annual budget, which doesn't make any sense. You can determine that fact through the following process: 4500 recruits Pre-screening costs $20 per applicant 95% of Interviewing costs $70 per applicant 50% of Employee testing costs $30 Drug Screening costs $35 per applicant 95% of applicants Background Check costs $25 Credit Check costs $35 per applicant 40% of applicants 4500 $20 $90,000 applicants pass 4275 4275 $70-$299.250 applicants pass 2138 2138 $30 $64,140o 50% of applicants pass- 1069 1069" s35-s37-415 pass= 1016 1016 $25- $25-400 applicants pass 610 610 . sas s21-350 pass 244 60% of Total Cost = $537555 To simplify all these numbers, we will always have 4,500 people applying each month, and we need to develop a new plan. This new plan will almost certainly entail an increase in the recruiting and selection process, but must remain within the $35 million budget, as well as include problem solutions for the bullet points listed below. What process changes can be made to help your budget concerns? How many new employees have to be hired each month to meet the objectives of the "hire ahead" plan? . .

Explanation / Answer

For any given job it is very normal to have thousands of applicants even ten thousand people might apply for a job, but investing money in every one of them is not only costly but impractical too. Applying for a job is free and hence too much applicants, though asking for a fee to apply will result in fewer but motivated applicants but it is not a moral norm, hence cannot be implemented.

It is understood that 4,500 individuals will apply for a position each month but all of them shall not enter the recruitment process where any amount is been invested to carry on the process.

Filtering applying candidates based on:

1. Professional Skills

2. Education

3. Prior job specific work experience

A.

Recruitment process change:

Applying preliminary filters to help reduce the number of candidates entering the process through qualification, work experience and additional certification benchmarking. In the job description rather than being generally acceptable format, we have to be specific about the particular job driven education, skills, work experience and professional certification. In the work experience segment it has to be mentioned that the job demands prior experience with particular software’s, particular industry norms and specifically mentioning that what the job demands, the candidate should have prior hands on experience with it.

Applying this process change will result in 50% drop in overall candidates entering into the requirement process, especially candidates entering the interview process cost the most to the recruitment, i.e. $70/candidate. The process change will help in selecting quality candidates before the interview process, in the screening segment.

B.

So, if we manage a drop of 50% in the total of new applicants of 4,500 applicants to 2,250

2,250 * $70 = $157,500

The rest process will also result in cost decline.

You can do the calculation if you want to.

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