If you have ever been responsible for growing a team or making a new hire you are familiar with the extraordinary mountain of bills, fees and costs that recruiting can rack up. Recruitment is certainly not cheap. There are mixed opinions about how much exactly recruitment costs and there are a lot of different factors to consider that will have an effect. There are certain expenses to take into account when putting together a recruitment budget:

 

Job board fees

You might decide to advertise your vacancy on a dedicated job board. Posting a job advert or specification to job boards such as Indeed.co.uk, Reed.co.uk and totaljobs.com is a sure way of attracting applicants who browse these boards on a regular basis.

Given that it is a very saturated market place for both candidates and recruiters looking to hire their next superstar it is essential that job adverts paint the best possible picture of the business and role. Approximately 32% of sources admitted to making minimum effort in optimising their jobs online. Certain studies have shown that candidates who regularly apply to roles advertised on job boards represent around 20% of the qualified candidates in the marketplace. So, posting your role on job boards will definitely get you some attention, but whether you’ll attract the attention of the right person for your role is another story…

Estimated expense: £150 – £265 (per individual posting)

 

Candidate assessment tools

Once you have your applications you need help shortlisting and identifying the most appropriate candidates, so you decide to use Aptitude or Psychometric testing before you start screening your candidates on the phone.

Again there are multiple sites that offer online solutions for these tests all offering varying pricing models. Let’s assume you want to send 25 tests…

Estimated expense: £125 – £1,250

 

Recruitment agency fees

This is, usually, the biggest expense for all in-house or internal hiring teams. Recruitment agencies will advertise, resource and shortlist CVs for you to interview. A lot of work goes on behind the scenes which is how agencies justify charging staggering percentages, sometimes as high as 25%, of a new hire’s starting salary. The average salary for vacancies recruitment agencies are asked to assist with is £40,000 and the UK average recruitment fee is 15%.

Estimated expense: £6,000

 

Internal recruitment fees

Using internal sources is a vastly more frugal approach to hiring than outsourcing to agencies. However, with the lesser expense tends to come fewer resources. Agencies should have access to premium job boards including LinkedIn Recruiter packages in addition to their industry specific networks. Good agency recruiters have far-reaching networks of goof candidates and, in theory, save time when recruiting. It’s worth noting that over 70% of in-house solutions fail to source 90% of their vacancies themselves. Also take into account that if you’re running the recruitment process internally you need to consider the costs of marketing your brand, updating the careers page of your website and the time cost of making your own shortlists (on average agencies source successful candidates 2-4 weeks quicker than in-house recruitment teams).

Estimated expense: £2,000 – £4,000

 

Invisible Costs to Business

This includes managers taking time out of their schedule to interview, screen CVS and train new hires. As well, there is usually considerable cost to the business just by waiting for someone to be hired. Often employees will be doing the work of two people while waiting for the new addition to the team. Whilst these might not seem to directly impact a company’s bank balance, the effect on production level is almost always a costly one. This is truest when there is pressure to hire and the wrong person is offered the job. Even after a new employee is welcomed to the team, they are typically functioning at only 25% after the first month and Harvard Business discovered that it takes 5 months to get to the point where a new employee can achieve full productivity – imagine having to go through this twice because you hired the wrong person.

Estimated expense: £5,000 – £15,000

 

Making the wrong hire

Recent studies have indicated that almost 50% of new hires in the UK leave within the first twelve months. In which instance the hiring process must begin all over again. The Recruitment & Employment Confederation have estimated that the costs of a bad hire can often cost more than triple the cost of the initial position’s salary – their study included figures as high as £132,015!

£132,015 is probably a bit extreme, however, another report written by the HR Review has estimated that on average the cost of making a dodgy hire is around the £30,000 mark. This is taking everything into account including, time to hire, cost to business of training, double recruitment fees, temporary staff etc. Some lucky (or not so lucky) employers have listed the costs of replacing a bad hire as low as £7000, but this seems to be the best case scenario!

Estimated expense: £7,000 – £30,000

Overall Estimated Expense* – £7,275 – £22,515 (per vacancy)
(add an additional £18,500 for a wrong hire)

* This figure is an estimate and in no way definitive, every company and every employer will have a variant figure, however, this serves to highlight how extortionate hiring can be; particularly when the wrong candidate is hired for the job.