Recruitment Cost Calculator

If people are your greatest asset, then Recruitment must be one of your most critical business activities. As such, it makes sense that we understand the value it generates and can measure its Return on Investment (ROI).  Use Omni's Recruitment Cost Calculator to determine just how much you're spending on your recruitment.

Complete Omni's Recruitment Cost Calculator

Find out how much you are spending on recruitment and how much your organisation could save by reducing employee turnover. 

time-neeeded Takes 2 minutes

Hiring Volumes

Please insert how many employees your organisation hires per year and their average salary.

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Candidate Source

Outline how you source candidates for vacancies. Please note internal moves, direct hires and hires via agency must add up to 100%.

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Internal moves, direct hires, and hires via agency must add up to 100%.
£

Annual Costs of Recruitment

This section is for all the costs associated with recruitment within your organisation, helping us to work out cost per hire.

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This is for your team - Recruiters, TA Partners. If you don’t have a Recruitment/TA team then you may want to estimate the level of HR resource in the recruitment process
Including ATS, AI tools and Assessment & Onboarding platforms
We have inserted an estimated industry average
We will add in employment costs at 20% (NI, pensions etc). Input base salary only
£
Estimated at 4 hours per role for hiring manager time
£
Estimated at 4 interviewees per role, so one day of time per role for two interviewers

Total Cost Per Hire

This section shows how much, on average, it costs your organisation to hire an employee.

£
£

What to do next...

1. Find out how to reduce your cost per hire
Want to know how to lower your cost per hire? Add your email address below to receive our advice on how to bring your recruitment costs down.

2. Complete the rest of the calculator
Recruitment starts with retention. Complete the remainder of the calculator to understand the impact of turnover and reduced productivity on your bottom line.

Time to Productivity

This section shows the average number of days until a new hire becomes productive, and how much that costs your organisation.

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How many days until a new hire becomes productive (estimated at 60 working days)
£
For productivity costs we have halved this figure as new hires will contribute something in this period
£
This is the estimated cost for your total hires based on 50% productivity during the period

Onboarding & Induction

This shows the cost your organisation incurs through time spent onboarding and inducting new hires.

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The cost your organisation incurs through time spent onboarding and inducting new hires. We've based this on x5 days of management/trainer time per hire

Cost of Employee Turnover

This section shows how much employee turnover is costing your organisation.

Please insert the number of annual leavers here
£
So this combines your Recruitment costs, with Onboarding & Induction and (lost) Productivity Costs and an estimate of the (cost of) cover you may need during the time to hire period

Impact of Reduced Turnover

Input your target improvement in % and we will show how much this could save your organisation.

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£
Savings here make a big difference to profitability and allows you to invest money elsewhere

Want to now how to improve employee retention rates? Get in touch with one of our team today.

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Cost of Recruitment

Recruitment is a significant investment, encompassing advertising, candidate sourcing, and time spent on interviewing and onboarding. The Society for Human Resource Management (SHRM) estimates the average cost per hire to be over £3,000, but poor hiring decisions can multiply this expense exponentially. The first step in calculating recruitment ROI, is understanding all the costs involved in your process. Our recruitment cost calculator has been deigned to do just that, and goes far beyond simply calculating cost per hire (although it does provide this). We also look at onboarding costs, and costs of losing new recruits – which can dramatically drive costs up. 

Recruitment Agency Fees 

Many businesses use recruitment agencies as part of their overall Talent Acquisition Strategy. It’s well known that recruitment agencies often comes with steep fees, typically ranging from 15% to 30% of a candidate’s first-year salary. For senior roles, these fees can climb even higher. Organisations that rely heavily on agency support without measuring ROI may find themselves overspending without fully evaluating the value these hires bring. 

RPO providers offer a cost-effective solution by consolidating recruitment efforts under a single managed service. This approach eliminates the need for multiple agency contracts, ensuring consistency, accountability, and reduced costs. Additionally, RPO providers focus on long-term talent acquisition strategies, helping organisations build pipelines of qualified candidates and reducing dependency on agencies over time. 

Recruitment Company Fees 

In addition to agency fees, organisations often incur hidden costs when working with recruitment companies, including fees for premium job board postings, background checks, or expedited hiring services. These expenses can add up quickly, especially if there is no clear strategy or ROI measurement in place. 

 RPO solutions can help mitigate these expenses by leveraging economies of scale. With established networks, technology partnerships, and market expertise, RPO providers negotiate better rates for job postings and other recruitment tools. They also centralise and optimise recruitment activities, ensuring that every pound spent contributes directly to securing the right talent. 

Cost to Hire 

The cost to hire goes beyond financial expenses. Time, productivity, and morale are often overlooked factors. A poor hire can cost an organisation up to three times the employee’s annual salary when factoring in lost productivity, turnover, and the need for replacement hires. Without measuring ROI, organisations risk repeating these costly mistakes. 

The Strategic Value of Measuring Recruitment ROI 

Organisations can enhance their effectiveness by measuring recruitment ROI, which enables data-driven decisions and clearer understanding of financial and operational outcomes. 

An RPO solution transforms recruitment into a proactive, data-driven process. By tracking metrics such as cost per hire, time-to-fill, and quality of hire, RPO providers offer actionable insights that drive continuous improvement. 

Moreover, RPO providers help organisations adapt to market trends and economic pressures. For example, during periods of rising employer costs, such as increases in National Insurance Contributions, an RPO solution ensures recruitment remains efficient and aligned with business goals. 

Conclusion 

Not measuring your organisation’s recruitment ROI can lead to unnecessary expenses, inefficiencies, and missed opportunities for growth. The first step in measuring ROI is to fully understand all the costs involved in the process. Use our calculator to gather these insights. With a strategic, data-driven approach, RPO providers optimise costs, improve candidate quality, and deliver measurable results, turning recruitment into a powerful enabler of organisational success. 

Contact us to today to discuss how to optimise your resourcing

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Access our guide on how to calculate your Recruitment ROI.