Analysis of Recruitment Budget Savings for Businesses and Recruiters Using HRDept.vn's Recruitment Method

The traditional recruitment process in Vietnam is not only costly but also poses significant risks for employers, from wasting budget on accessing unqualified resumes to paying for expensive job posting packages without guaranteed results. HRDept.vn offers a new recruitment method aimed at reducing costs and increasing efficiency. The following analysis will detail the financial benefits that businesses can achieve by using HRDept.vn's recruitment method.

1. Comparison of resume viewing and candidate contact costs

In traditional recruitment, employers often purchase resume packages and pay for each time they access a candidate's contact information. These costs are typically fixed and paid regardless of resume quality. For example:

• Resume viewing package: VND 5 million for 100 resumes.
• Cost per contact information access: VND 50,000 per access.

As a result, if a recruiter purchases 100 resumes but 30% are fake or unqualified, VND 1.5 million (for 30 contact accesses) is wasted.

HRDept.vn's method: Employers only pay when the candidate attends the interview, meaning the cost is paid after the employer can verify the candidate's quality. This minimizes wastage from unsuitable resumes. For example:

• If 60 out of 100 resumes result in interviews, the employer only spends VND 3 million instead of VND 5 million as in the traditional method.

Savings: Businesses save at least 40% compared to traditional methods.

2. Job posting costs

In traditional recruitment, posting a job can cost anywhere from VND 2 to 10 million, depending on the scale of the job and the platform used. However, this does not include the costs of contacting and accessing candidate information, and the employer still faces the risk of not finding a suitable hire, leading to wasted budget.

HRDept.vn's method: Instead of paying for job postings, the employer offers a reward equivalent to the job posting fee to candidates who pass the probation period and become full-time employees. For example:

• If an employer plans to spend VND 5 million on job posting, they can convert this amount into a reward for candidates who successfully pass probation. This not only attracts high-quality candidates but also ensures costs are only incurred when the recruitment is successful.

Savings: Employers only spend money when recruitment is successful, minimizing the risk of wasting money on ineffective job postings.

3. Replacing Headhunter Services

Headhunter services can cost between 15% and 25% of the candidate’s annual salary, which is a significant expense for businesses, especially for high-level or specialized positions.

HRDept.vn's method can replace headhunter services by offering a reward only when the candidate becomes a full-time employee, with much more optimal costs. For example:

• The annual salary of a senior candidate is VND 300 million. Headhunter fees range from VND 45 to 75 million.
• Using HRDept.vn’s method, the business only needs to pay around VND 10 to 20 million as a recruitment reward.

Savings: Businesses can reduce costs by 50% to 70% compared to using headhunter services.

4. Cost Comparison Table

5. Join us

HRDept.vn's recruitment method offers significant financial benefits for businesses and recruiters. By only paying when a candidate actually attends the interview and becomes a full-time employee, companies can optimize their recruitment budget, avoid waste, and achieve higher efficiency. This method not only helps businesses save costs but also improves recruitment quality, motivates candidates, and can effectively replace expensive methods such as headhunter services.