thank you very much for your valuable time.
i agree with you we can do that. for accessing the job portal (Naukri/Monster/Time jobs) we need to pay some "X" money Monthly /Yearly.
is that("X" money)an investment or extra cost to the organization?
can you share your views on the same.
recently i am involved in recruitment process.
so for hiring freshers , we contacted good colleges , this can cut down the X amount
but for experienced , we hve contacted good manpower consultancies , they charge for that
or if u have good corporate relations , they help you in providing the suitable candidates
Very good question what you have asked..as my point of view paying to job portals is extra cost for organisations.
In present scenario, some of organisations using the job portals and some organisations depending on the consultancies. Because they don\'t want to spend the time on recruitment. For this orgns are paying to job portals or to consultancies.though they are not getting potential employees. its waste of money.
remedy for this, if we recruit the manpower through internal references they can know about company and work culture then it would be very effective and we can decrease the attrition rate, no need to pay to portals and consultancies..
Here's my view.
"Cost is that just you spend, rather, Investment is that you are able to measure the returns out of it."
To be more relevant to your answer, please read the below
1) What's the total recruitment of your company last year? (or any duration)
2) What are the sources for the recruitment? (Recruitment by your company's HR recruitment team, through consultancies, employee referrals, campus recruitment, Direct Walk-ins)
3) For the above questions, if you found that majority of the recruitment came from your company's HR recruitment team and the source for the team is the Job portal that your company subscribed for.
Calculation: Now, you can do a math about the percentage of recruitment using the job portal.
By the calculation, if you are able to draw a relationship between the number of hires VS cost for job portal, then you can get the Return on investment for the Job portal.
On the other hand, if your company recruits more from consultancies and other sources rather than your job portal and it clearly express that, this is an additional cost.
Further more, you have to analyse based on the positions as well. How much you have to pay for consultancy or as referral bonus for a particular position? Can the position be filled using the job portal?
So, you have to completely understand your company's vision/mission, Org. structure, list of job positions and do a cost estimate for various job sources and then find which is cost effective and add more value to your company.
As HR professionals, we should think out of the box and always thrive to create value to our company. I suggest HRs should analyse deeply before come to any conclusion.
Generic categorization of any parameter may not apply to all companies all the times. It purely based on case to case basis.
Are you able to find your answer now?