Example: tourism industry

Cost-per-Hire Standard - SHRM Online

ANSI/SHRM AN AMERICAN NATIONAL Standard FOR. HUMAN RESOURCE MANAGEMENT. Cost-per-Hire Standard Approved February 8, 2012. American National standards Institute, Inc. NOTICE AND DISCLAIMER. The information in this publication was considered technically sound by the consensus of those who engaged in the development and approval of the document at the time of its creation. Consensus does not necessarily mean that there is unanimous agreement among the participants in the development of this document. This SHRM HR Standard was developed through a voluntary consensus standards development process.

ANSI/SHRM 06001.2012 iii The information contained in this Foreword is not part of this American National Standard (ANS) and has not been processed in accordance with ANSI’s requirements

Tags:

  Standards, Cost, Hier, Foreword, Cost per hire standard

Information

Domain:

Source:

Link to this page:

Please notify us if you found a problem with this document:

Other abuse

Transcription of Cost-per-Hire Standard - SHRM Online

1 ANSI/SHRM AN AMERICAN NATIONAL Standard FOR. HUMAN RESOURCE MANAGEMENT. Cost-per-Hire Standard Approved February 8, 2012. American National standards Institute, Inc. NOTICE AND DISCLAIMER. The information in this publication was considered technically sound by the consensus of those who engaged in the development and approval of the document at the time of its creation. Consensus does not necessarily mean that there is unanimous agreement among the participants in the development of this document. This SHRM HR Standard was developed through a voluntary consensus standards development process.

2 This process brings together volunteers and/or seeks out the views of persons who have an interest and knowledge in the topic covered by this publication. SHRM administers the process and establishes rules to promote fairness in the development of consensus. While SHRM may participate in the Standard 's development discussions, it does not write the document and it does not independently test, evaluate, or verify the accuracy or completeness of any information contained in its standards publications. SHRM is a nonprofit individual membership association with no regulatory or licensing enforcement power over its members or anyone else.

3 SHRM has no authority to monitor or enforce compliance with the contents of this document, nor does it undertake to monitor or enforce compliance with the same. It merely publishes standards to be used as voluntary guidelines that third parties may or may not choose to adopt, modify or reject. SHRM does not accept or undertake a duty of care to the general public regarding this HR Standard . SHRM disclaims any and all liability for any personal injury, property, financial damage or other damages of any nature whatsoever, whether special, direct, indirect, consequential or compensatory, directly or indirectly resulting from the publication, use of, application or reliance on this document.

4 SHRM disclaims and makes no guaranty or warranty, expressed or implied, as to the accuracy or completeness of any information published herein, and disclaims and makes no warranty that the information in this document will fulfill any person's or entity's particular purposes or needs. SHRM does not undertake to guarantee the performance of any organization or its employees, products or services by virtue of this Standard . In publishing and making this document available, SHRM is not undertaking to render legal, professional or other services for or on behalf of any person or entity.

5 Anyone using this document should rely on his or her own independent judgment or, as appropriate, seek the advice of a competent professional in determining the exercise of reasonable care in any given circumstances. Information and other standards on the topic covered by this publication may be available from other sources, which the user may wish to consult for additional views or information not covered by this publication. 2012 Society for Human Resource Management (SHRM). No part of this publication may be reproduced, stored in a retrieval system or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, without the prior written consent of the copyright owner.

6 ISBN 978-1-586-44271-2. ABOUT SHRM. The Society for Human Resource Management (SHRM) is the world's largest association devoted to human resource management. Representing more than 250,000 members in over 140 countries, the Society serves the needs of HR professionals and advances the interests of the HR profession. Founded in 1948, SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China and India. Suggestions for improvement of this document are welcome. They should be sent to the Director of standards , SHRM, 1800 Duke Street, Alexandria, VA 22314 or to 11-0096.

7 foreword The information contained in this foreword is not part of this American National Standard (ANS) and has not been processed in accordance with ANSI's requirements for an ANS. As such, this foreword may contain material that has not been subjected to public review or a consensus process. In addition, it does not contain requirements necessary for conformance to the Standard . ANSI guidelines specify two categories of requirements: mandatory and recommendation. The mandatory requirements are designated by the word shall and recommendations by the word should.

8 Where both a mandatory requirement and a recommendation are specified for the same criterion, the recommendation represents a goal currently identifiable as having distinct compatibility or performance advantages. ABSTRACT. This Standard is designed as a tool to allow an organization to determine accurate and comparable costs of recruitment through a Standard algorithm to calculate the recruiting costs to be incorporated into Cost-per-Hire . The Standard is structured at a high level. Specific consideration and responses are also addressed for consideration by individual organizations based on specific hiring environments and requirements.

9 ANSI/SHRM iii WORKGROUP MEMBERS. It is recognized that the following Staffing and Workforce Planning (SWP) Cost-per-Hire Workgroup members are responsible for the Cost-per-Hire baseline text: Workgroup Leader: Jeremy Shapiro, Morgan Stanley Associate Workgroup Leader: Andrew Gadomski, Aspen Advisors Nancy Anheier, HR Direction, LLC Maureen Henson, Mercy Memorial Louis Poore, Shell Oil Company Hospital System John Ansted, Ingersoll Rand Randi Schoenfelder, Theodolite John Heyliger, ProBuild Holdings, Human Capital, LLC. Tom Becker, COMSYS IT Partners Inc.

10 Jeremy Shapiro, Morgan Stanley Steve Berchem, American Staffing Christine Hirsch, Recruiters World Association Darren Shearer, SuccessFactors, Inc. Gail Johnson, Merrill Corporation Karl Brummer, Cross Keys Village Kristen Smuder, University of Gregory Karanastasis, The McGraw- Central Florida Michael Cianciola, MathWorks, Inc. Hill Companies Dr. Gary Stroud, Franklin University Eileen Dalton, Port Authority of NY. Timothy Keefe, CH2M HILL. & NJ Jeff Struve, Human Capital and Dan Kilgore, Riviera Advisors, Inc. Talent Acquisition Solutions Thomas Darrow, Talent Connections, LLC, and Career Spa, Yves Lermusi, Checkster Sally Wade, Mitsubishi Electric LLC Power Products, Inc.