Recruitment is a very responsible process. It can involve one HR specialist or a whole team, for example, a recruiting agency. Accordingly, recruitment can be carried out by the company or ordered as a service from outside. Let's look at each of the methods in more detail.
On our own
The organization can select and hire personnel independently. If we are talking about mass recruitment of employees, then a special department is formed for this purpose, professional recruiters are included in the staff, who understand the specifics and are able to quickly select personnel. Yes, the expenses will be high. You will have to create places for the right people, pay them salaries, plus spend money on, in fact, hiring new workers.
The main search tools are benefits of reaching overseas chinese consumers in europe sites like SuperJob, HeadHunter, etc. These are paid resources, and not cheap. Using them can cost hundreds of thousands of rubles. Today, for example, to get access to 990 contacts of job seekers in HeadHunter for a month in Moscow and the region, you need to pay about 100 thousand rubles .
This is a very small number of candidates when it comes to the need to fill hundreds of vacancies. After all, suitable resumes are converted into those invited for an interview, and then into those hired. This means that you will need to re-purchase access to contacts. And the published vacancy will have to be promoted for a fee so that the search goes faster.
For newly hired employees, it is necessary to draw up contracts, work books, bear expenses related to vacation pay, sick leave, maternity leave. Again, when there is no longer a need for a large number of specialists, they need to be reduced, which means paying compensation. On the scale of a large company, these are huge amounts.
Methods of recruiting staff
For clarity, here is an example:
The company hired an employee and did not sign a fixed-term employment contract with him. Then, in the event of a layoff, the person must be notified two months in advance, and they are obliged to pay him a salary during this entire time, even if there is no longer any work that he could do. The compensation due at the time of dismissal is two salaries. Moreover, if the person could not find a new job for two months after the layoff (and the labor exchange confirms this with documents), then the former employer is obliged to pay another salary. It turns out that in general such an employee has the right to receive five salaries! For the company, this is an impressive amount of both risks and expenses.
Further, as for hiring seasonal workers, we are talking here most often about people coming to work from other cities. In order for them to work normally and not think about solving everyday problems, it is necessary to prepare normal living conditions for them, provide them with food, special clothing, and organize transportation to the site. In addition, if necessary, provide financial support or help solve administrative issues.
Case: VT-metall
Find out how we reduced the cost of attracting an application by 13 times for a metalworking company in Moscow