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Perché calcolare i costi ed il ritorno di investimento (ROI) della selezione del personale? E perché servirsi di un HR Consultant ?

Pubblicato il 18 febbraio 2019 alle 11.30

                                                                       

Ciclicamente mi imbatto in articoli che parlano del calcolo del CPH, Cost per Hire, delle aziende. E se l’acronimo dice molto all’estero, sembra ancora dire poco in Italia, specie per la PMI.

I costi aziendali della selezione del personale sono spesso sottovalutati dalla piccola impresa, che si muove su indicazione del responsabile del personale e/o della selezione senza avere anticipatamente valutato i costi interni ed esterni di una campagna di reclutamento.

Per chi ancora non lo utilizza, il CPH che cos’è, ma soprattutto perché calcolarlo?

Personalmente si tratta di un valore che trovo di estremo interesse, imprescindibile in un accorto controllo di gestione. Con questo colgo l’occasione per ricordare ai piccoli imprenditori che non esistono argomenti ad esclusivo appannaggio della medio-grande azienda, ma che tali argomenti necessitano di una corretta e quanto mai opportuna declinazione nella realtà della PMI in termine di costi/benefici..

Quando nel 2012, 7 anni fa, la Society for Human Resource Management (SHRM) in collaborazione con l’American National Standards Institute (ANSI) creò una formula standard per il calcolo del costo dell’attività di selezione volta all’assunzione di nuovo personale, di fatto su trattava di:

CPH = (Costi esterni della selezione + Costi interni della selezione ) / Numero totale delle assunzioni nel periodo (mese, trimestre, anno)

I costi esterni includono:

La fee della società di selezione, ovvero una percentuale, che segue la media di mercato, sulla RAL (retribuzione annua lorda) , la pubblicità, le fiere, gli eventi .

I costi interni includono:

salari, benefit, spese di trasferta per tutti coloro che sono coinvolti nel processo di selezione, compresi i costi amministrativi, nonché l’impiego di software dedicati con costi a licenza o a canone.

L'obiettivo del calcolo della CPH è quindi quello di fornire alle imprese un valore di riferimento per le loro attività di selezione.

Supponiamo che l'organizzazione stia pianificando di aprire una nuova sede, con l’intenzione di inserire alcuni nuovi dipendenti . Il CPH fornirà un valore da tenere in considerazione nel calcolo totale del costo del personale della nuova sede.

Ma non solo, il CPH darà un valore in euro da condividere con il personale responsabile della selezione. Valorizzerà una decisione, con intuibili risvolti in termini di responsabilizzazione degli incaricati.

L’obiettivo? Certamente non è che il CPH sia 0 (zero) ma che sia un costo accettabile, ma c’è dell’altro.

Fin qui possiamo affermare che il calcolo del CPH sia alquanto semplice da ottenersi e che pertanto qualsiasi azienda, a prescindere dalle dimensioni, debba assolutamente calcolarlo, soprattutto perché senza tale dato non le sarà possibile valutare

il ROI (Return On Investment) della selezione .

Il Recruiting ROI ha un unico difetto, quello di richiedere un calcolo più complesso.

Si tratta di un importante indicatore, in gergo KPI (Key Performance Indicator), che misura l’efficacia dell’investimento. Per effettuarne il calcolo, in linea generale, basta misurare il rapporto tra il ritorno ed il costo dell’investimento. Nello specifico, per il calcolo del Recruiting ROI, è necessario estrapolare dei valori difficilmente a disposizione di quelle aziende che non siano dotate di un programma fortemente strutturato ed attentamente monitorato di selezione del personale.

Per la stima è necessario operare in team, coinvolgendo la funzione di Amministrazione e Controllo e l’HR dell’azienda, valutando, a titolo esemplificativo ma non esaustivo: Il tempo medio delle interviste, il numero delle interviste, il tempo medio impiegato nell’analisi dei cv , l’indice di turnover dell’azienda, i maggiori costi sostenuti, o ricavi persi, per la posizione lavorativa aperta (es: dimissioni di un commerciale, personale tecnico in posizioni chiave …..)

L’esame, oltre che quantitativo, sarà anche qualitativo. Si dovranno considerare tanto la capacità del personale di individuare gli elementi con le giuste caratteristiche rispetto al ruolo, al contesto ed alle futuro percorso di sviluppo aziendale, quanto il livello di soddisfazione/insoddisfazione dei candidati rispetto alla procedura di selezione ovvero all’operato dei selezionatori . L’insoddisfazione dei candidati è infatti uno dei principali fattori di dispersione di potenziali talenti. Quest’ultimi difficilmente di avvicineranno ad aziende con cattive reputazioni in fase di selezione del personale.

Alla luce di quanto detto e per concludere ritengo che l’impiego di un Consulete, HR Consultant, debba percorrere due vie alternative o complementari:

 

  • l’inserimento di figure professionali adeguate, con un CPH accessibile all’azienda, massimizzando il ROI 
  • l’affiancamento del personale interno attraverso una vera e propria attività di training operativo, laddove necessaria, per conseguire gli obbiettivi appena citati.


Un utilizzo consapevole di metriche consolidate, nell’ottica del miglioramento continuo, forniscono valore all’azienda. L’importante è desiderare di conoscerle ed imparare ad usarle.

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