After computing the ROI, you should know how to interpret it according to its relevance to the job recruitment process.
In both methods, the resulting ratios are only benchmark figures since the setting was projected in the most ideal conditions. The Human Resources Department therefore should aim to hire employees who are fit for the job, since there is no room for absenteeism.
Health problems should be a criterion for elimination and the submission of clean bill of health will be an important requirement. Age will also come into the picture since the worker who will assume the job position should have the quality of being robust with great capacity for endurance.
It would also be important for the candidate to have the right attitude towards the job, inasmuch as hundred percent performances are expected from every new unit of the additional workforce.
The salary offer should be competitive and perhaps provide more motivation to excel or surpass performance milestones, so that the company will reap the benefits of gaining more edge over industry competitors.
If you’re aiming to acquire the services of a good worker, then your company should also be a good employer that a good worker would want to work for.
Gender issues should not be a basis, since some female candidates can manifest equal ability to use muscle power and stamina. Consider all factors required by the job, because manpower costs even if not incurred as salary expenses become productivity losses.
However, it should be clear that all these preferences will only be your own guidelines as bases for selection, and in accordance with your right as employer to choose whom you consider as fit for the job. Such preferences should not be expressed or stated in your notices of publications for job posting, since this will qualify as a “discriminatory act". Keep in mind that every citizen enjoys the basic civil right to equality in opportunities.
After all, calculating the ROI for hiring employees is intended as measure for standards of performance and not as basis for discrimination.