See who is already coming to #socialrecruiting summit in November!

Blog Network

Recruitment Technologies

For Recruiter to meet Candidate, there are Millions of people working… & Billions being spent. How can technology help reduce the pains in Recruitment. Let us discuss various options to help Recruiters & Candidates reach other more easily.

Cost per telephone call – Rs.1825/- follow this blog post

posted by on May 29, 2009

 

The other day, I had a vacancy for .net programmer, as usual I went to a Job site, Searched for the keywords, filtered it further and got 15 resume which I found good. It took me couple of hours through this process.

I decided to call these 15 candidates to see if they are interested in the position.

This is the result of the telephone calls

  • Ø 5 numbers not in use
  • Ø 3 persons did not pick up the phone for the 10th time
  • Ø 2 profiles did not match the requirement - in fact they had put wrong info in their resume
  • Ø 4 people yelled at me - how many times will you call me
  • Ø 1 person was INTERESTED!

When I checked up my old excels, I found that I have in-fact called the 4 candidates who yelled at me. Though I am fuming being yelled at, I accept the fact that it will be as irritating receiving unsolicited calls as it was for me.

I started calculating the cost spent through out this exercise...

2 hour for Search

3 hours for Calling these candidates

2 hour preparation time etc

My entire day!

Now my salary is 15000/- a month & I work 20 days a month

That is Rs.750 per day

Over heads for my workstation, EB, welfare etc adds to another Rs.1000

The telephone cost - Rs.75/-

Well it actually cost me Rs.1825/-

That is Rs. 250 approximately per call which went through

& Rs.1825 is the cost of reaching out to one Candidate.

This is the cost of my telephone call friends! A recruitment call isn't just the amount we pay to our telephone service. It is much more.

Even if I had, say 5 people through out the day, with an average of 1:50 getting placed with my client, the recruiting cost seems to be Rs. 18250/- + job site subscription + management cost + etc + etc almost amounting to Rs. 25000/-

Don't believe me... just ask your boss (if you are in a small consulting firm) the total expense & the total number of candidates placed last year. Divide the Expense by number of Candidate placed - You will know the cost per hire.

 

fun hiring recruitment software recruitment techniques talent acquisition
| 10 comments | flag

10 comments

Log in or register to post a reply.

  • 1 point 5 months ago

    Great analysis Shankar.  Is your salary USD $320/month or is my conversion off?

  • 1 point 5 months ago

    Hi Jason,

    This entire analysis is based on a recruiter's perspective & in India approximate salary for a Recruiter with around 1 year experience is around Rs.15000/- (& your conversion is correct.)

    And I assumed the role of a Recruiter!

    Thanks and Regards,

    Shankar

  • 1 point 5 months ago

    This is a very good argument for sourcing people using the telephone and NOT sourcing them off job boards. 

    This would be the result of the telephone calls if the names you were calling had been sourced independently of job boards:

    ALL numbers would have been in use

    3 persons did not pick up the phone for the 10th time (You called them 10 times in one day?) 1-2 would not have picked up the phone when called several times over a period of five days

    ALL of the names called would have matched your job requirements because they were working at companies who hired people matching/close to your own requirements and all of them would hold the correct title you're seeking to fill

    MAYBE one will yell at you - guranteed no more.  .net is a very sought after space.  Really, though, I don't think anyone would yell at you.  How unpleasant for you.

    Most of the names you call would have at least expressed some interest and there's a pretty good chance you could have effected one hire out of your batch of 15 though I suspect you may need more in this space.  I say this NOT KNOWING what the job encompasses.

    Very much different from your experience isn't it?  Now, if you put a pencil to these percentages, what cost analysis emerges?

  • 1 point 5 months ago

    Hi Maureen,

    I am with you on this comment. Your strong belief in maintaining one to one rapport with candidates is good. And in the long term, this will be the only USP sourcing community will have to sell them selves.

    Thanks for the reply.

    Regards,

    Shankar

  • 1 point 5 months ago

    "...this will be the only USP sourcing community will have to sell them selves."

    Can you explain?

  • 1 point 5 months ago

    USP is Unique Selling Point & for recruiting businesses, in the future until we have our own circle of candidates with excellent rapport, we will not be able to sustain in the business.

  • 1 point 5 months ago

    What do you mean you will "not be able to sustain"?

  • 1 point 5 months ago

    sustain means continue, carry on etc.

    Regards,

    Shankar

  • 2 points 5 months ago

    That is an interesting cost analysis.  I admit, I have very few people yell at me if I am offering them the chance at a better job and a better life.  (Maybe you need to revisit your calling script to see if you can improve it.)

    I am not familar witht eh exchange rate, but if I find one candidate a day that gets hired, I would be a very happy Head Hunter.

  • 1 point 5 months ago

    Jay,

    My point on Candidate yelling is not when we call them once, but when our recruiters call them continuously without actually knowing they have already talked to the Candidate.

    And I agree 100% at the ultimate satisfaction for any Head Hunter is getting the Candidate Hired.

    Again, the entire costing in recruitment firm revolves around communicating to Candidates.

    In this article, I have tried to point out that repetitive calling of Candidates will add to cost per placement and also alienate the Candidate away our firm.

    Regards,

    Shankar