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e-Recruitment System Business Case

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Presentation on theme: "e-Recruitment System Business Case"— Presentation transcript:

1 e-Recruitment System Business Case

2 Executive Summary As our company grows it is increasingly important to streamline processes while supporting the organisation with the best talent. Currently, [The Company’s] recruiting processes are labour intensive, manual, and unstructured. Statistically, inefficiencies like these increase recruitment costs and decrease overall company profitability. In order to improve on recruitment efficiency, this presentation proposes the use of an e-Recruitment System: Increase Recruitment Productivity Standardise Recruitment Processes Improve Recruitment and Hiring Compliance Facilitate Access to a Larger, More Qualified Candidate Pool In the pages that follow, a careful analysis of the problem and proposed solution are covered including quantitative and qualitative return on investment from financial, technical, operational, and strategic perspectives. Based on the many quantitative and qualitative benefits associated with the use of recruitment technology, it is recommended that [The Company] implement an e-Recruitment System and supporting technology for vacancy distribution.

3 (Delete any that do not apply)
Business Problem (Delete any that do not apply) Financial Extended Time-to-Fill Prolonged Absence of Revenue-Generating Staff Member Temporary Staffing Costs Overtime for Workers “Filling in the Gap” Overtaxed Staff Resulting in Decreased Morale Operational Time-Consuming, Manual, Disparate Processes CV Review and Screening Applicant and Recruiter Workflow Manual Tracking (Candidate Flow, Etc.) Strategic Insufficient Number of High-Quality Applicants Good Candidates May be Overlooked Quality Candidates May Not be Able to Find Our Vacancy Listings Amid Competitors’ Noise Technical Inability to Generate Reports Measure Productivity Identify Areas for Improvement Monitor ROI of Recruitment Dollars Spent As a result of the manual recruiting processes in place today at [The Company], the company is experiencing extended time-to-fill positions. Extended time-to-fill is expensive in terms of revenue generation and personnel morale. Additionally, manual processes are not only inefficient, but are also time-consuming. This means that the human resources staff / Recruitment staff is unable to address other opportunities more closely linked with profitability such as personnel retention and/or efficient induction. As the company grows, this problem will continue to worsen unless it is addressed soon.

4 Proposal & Objectives Proposal: Implement the following recruitment technology(ies): (Delete any that do not apply) E-Recruitment System Automated Job Board Posting Social Media Recruitment Software Objectives: (Delete any that do not apply) Realize Financial, Strategic, Technical, and Operational ROI Improve Recruitment Productivity Reduce Time and Cost-to-Fill Expand and Improve Quality of Applicant Pool Achieve and/or Maintain Compliance To that end, this presentation serves to propose the implementation of recruitment technology as a means of realizing financial, strategic, technical, and operational return on investment.

5 E-Recruitment System Can Change Problems to Opportunities
(Delete any that do not apply) Financial Operational Strategic Technical Financial: Reducing Time-to-Fill Improves Revenue1 Reducing Time-to-Fill Improves Personnel Morale, Customer Satisfaction, and Competitive Advantage2 Operational: Studies Show Standardisation of Recruitment Processes Result in 25% Reduction in Time-to-Fill and 30% Reduction in Cost-to-Fill3 Strategic: 85% of Vacancy Seekers Rely on Career Portals4 Career Portals and Facebook are the Two Most Important Places for Talent and Employers to Meet5 73% of Companies Successfully Hired Using Social Media6 Technical: According to SHRM, Effectively Managing Workforce Productivity with Reporting can Increase Shareholder Value by 10 – 20%7 Organisations Using Workforce Analytics have 8% Higher Sales Growth, 24% Higher Net operating Income Growth, and 58% Higher Sales Per Personnel8 Many times business problems actually present an opportunity for business improvement. Recruitment process improvements, such as standardised workflows available in an Applicant Tracking System, have been shown to improve time-to-fill and cost-to-fill and reducing the time-to-fill open positions improves revenue. Even though [The Company] struggles to find high-quality candidates via manual processes today, research has shown us how to open the doors to the best candidates. We see here that candidates and many other companies rely heavily on career portals and social media to for open vacancies. An e-Recruitment Systemcan provide [The Company] easy access to these features. Additionally, Using an e-Recruitment System[The Company] has an opportunity to incorporate continuous improvement, learning, and growth using reporting to help identify areas that may benefit form improvement and return on investment. All these opportunities can be realized relatively quickly following the implementation of an e-Recruitment Systemto support [The Company’s] strategic goals. 1. 2. 3. 4. 5. 6. 7. 8.

6 E-Recruitment System Return on Investment Summary
(Delete any that do not apply) standardised Processes Process Automation Advanced Reporting for Continuous Improvement Improved Compliance Access to Larger Candidate Pool & Higher-Quality Hires Improved Candidate Experience Increased Employment Brand Recognition Single Database with Unlimited Data Storage Easy Integrations Web-based Solution Requires No Internal IT Upgrades & Training Included at No Additional Cost Increased Productivity Elimination of Manual Processes Time to Focus on Projects that Improve Profitability (e.g. Retention) Financial Technical Operational Strategic At the highest-level, the return on investment associated with implementing an e-Recruitment Systemis both quantitative and qualitative within each of 4 areas of a business. From a financial perspective, increases in productivity will generate the largest quantitative return. An e-Recruitment System will also streamline recruitment operations to feed into the company’s overarching strategic goals supported by high-quality staff. From a technical perspective, choosing a web-based applicant tracking system will reduce the barriers to entry by keeping IT and upgrade costs low.

7 e-Recruitment System Financial ROI: Quantitative
Increased Productivity Improved Compliance Web-Based Solution Requires No Internal IT Support An e-Recruitment System provides an excellent financial return on investment as a result of significantly decreased time associated with manual recruitment activities. For example, by automating initial CV screening using an e-Recruitment System , interview costs can be cut in half. Other manual costs, such as manual reporting or tracking a candidate’s application status are wholly eliminated. In the end, the company saves significant amounts of money implementing an e-Recruitment System to automate processes. In addition to these tangible ROI elements, there are potential savings related to compliance. For example, according to SHRM, standardisation of recruitment processes, which can be achieved taking advantage of an e-Recruitment System workflow, reduces the risk of discriminatory hiring practices thereby reducing the risk of liability. Please note: The financial ROI calculations on slide 8 is actually an embedded calculator and can be ‘personalized’ for your company in just a few, easy steps. To edit this calculator, please follow these instructions. Double click on the embedded ROI Calculator to open it for editing Edit the numbers contained in the section titled “Company Profile” only. All other calculations will update automatically based on the numbers in the Company Profile. Click anywhere outside of the calculator to save your changes

8 Technical ROI: Qualitative
(Delete any that do not apply) Single Database & Unlimited Data Storage All Candidates’ Information in a Single Location Accessible by Recruiting Staff in All Locations Easy Integration with other HR Systems Eliminates Repeatable Data Entry Facilitates Information Sharing Minimal / No IT Requirements Web-based Solution = No Onsite Servers Maximum Security Upgrades and Training Always have the Latest Technology Included at No Additional Cost In addition to the quantitative financial benefits, the implementation of an e-Recruitment System will afford many qualitative benefits as well. For example, from a technical perspective a single database and easy integration with other HR systems can reduce time spent on data entry and improve information exchange between functions. Again, recommending the choice of a web-based e-Recruitment System solution, provides maximum security with no internal IT involvement. This coupled with free upgrades and software training eliminates barriers to entry often associated with learning new technology and the associated expenses.

9 Strategic ROI: Qualitative
(Delete any that do not apply) Compliance Automated Tracking Larger Candidate Pool Social Media Vacancy Distribution Personnel Referral Programmes Better Candidate Experience Standardised Application Process Branded Career Portal Apply with Social Media Profile Employment Brand Awareness Social Media Vacancy Advertising Branded, SEO Career Microsites Branded Career Portal In addition to the quantitative financial benefits, the implementation of an e-Recruitment System will afford many qualitative benefits as well. For example, from a technical perspective a single database and easy integration with other HR systems can reduce time spent on data entry and improve information exchange between functions. Again, recommending the choice of a web-based e-Recruitment System solution, provides maximum security with no internal IT involvement. This coupled with free upgrades and software training eliminates barriers to entry often associated with learning new technology and the associated expenses.

10 Operational ROI: Qualitative
(Delete any that do not apply) Standardisation Standardised Application Process Standardised Recruiter Workflow Standardised Documentation Process Automation Automated Screening Automated Candidate Ranking Automated Approvals Process Advanced Reporting Monitor Productivity Continuous Process Improvement Measure ROI of Recruitment Dollars In addition to the quantitative financial benefits, the implementation of an e-Recruitment System will afford many qualitative benefits as well. For example, from a technical perspective a single database and easy integration with other HR systems can reduce time spent on data entry and improve information exchange between functions. Again, recommending the choice of a web-based e-Recruitment System solution, provides maximum security with no internal IT involvement. This coupled with free upgrades and software training eliminates barriers to entry often associated with learning new technology and the associated expenses.

11 e-Recruitment System Risk Assessment
(Delete any that do not apply) Type Risk Risk Mitigation Financial Purchasing an e-Recruitment system that provides little/no tangible value to the recruiting team (Buyer’s remorse) During the initial selection phase, we will evaluate the value and quality of each suppliers product offering. Considerations will include: free maintenance and software upgrades, extended hours for technical support, dedicated account management, free and unlimited data storage, and software configurability. Strategic Business developments result in dramatic growth before ROI is realized (outgrow software too quickly) To mitigate this risk it is imperative that our company select a highly scalable e-Recruitment system. A highly scalable e-Recruitment system will be able to quickly add new users and provide additional career portals. Additionally, a scalable e-Recruitment system will not charge higher rates for data storage increases, increases in the number of vacancies posted to the career portal, and will not require additional databases/modules to support our growth. Existing processes do not 'fit' into software capabilities While the recruitment team recognizes and accepts that some of our existing processes may benefit from change, other processes must be maintained because of our unique business needs. Accordingly, it is imperative to select an e-Recruitment system that is highly configurable while supporting best practice strategies. Operational Recruitment staff resistant to required process changes While a single point of contact must be selected to lead the e-Recruitment system selection and implementation project, others on the recruitment team will be included in the requirements setting and selection process. Team inclusion will garner support and commitment as well as help to mitigate the risk of buyers remorse. Insufficient human resource experience with implementations and recruitment best practices As part of the selection phase we will consider the vendor's implementation experience and presence/absence of a consultative implementation approach as part of the value of the vendor's product offering. The goal is to identify an e-Recruitment system vendor that can provide best-practice guidance for a streamlined implementation. Technical Existing hardware cannot support new software requirements Selecting a web-based e-Recruitment system will reduce/eliminate hardware concerns and expenses. Failure to identify all feature and functionality requirements While a single point of contact must be selected to lead the e-Recruitment system selection and implementation project, others on the recruitment team will be included in the requirements setting and selection process. Team inclusion will garner support and commitment as well as help to mitigate the risk of failing to identify requirements. Finally, it is understood that recommending new processes and systems to an organisation carries a certain degree of risk. Accordingly, some of the most common risks have and recommendations for early mitigation have been addressed here.

12 (Delete any that do not apply)
Conclusion (Delete any that do not apply) Implementing an e-Recruitment system and associated vacancy distribution will provide the company many benefits. These are: Recruitment Technology Benefits Significant Return on Investment in All Areas of the Company Significantly Higher Productivity Faster Time-to-Fill Improved Compliance Standardized, Automated Process Better Candidate Experience Higher Quality Candidates From a technical perspective the barriers to entry are low as web-based software will eliminate the costs associated with internal IT and training /software updates are included at no additional cost by some suppliers. Based on these findings, it is recommended that [The Company] move forward with implementing an e-Recruitment system as soon as possible. To that end, this presentation serves to propose the implementation of recruitment technology as a means of realizing financial, strategic, technical, and operational return on investment.

13 Additional Opportunities Worthy of Investigation
Talent Response Management Software Talent Response Management Software provides an easy way to engage and nurture candidates who may not yet be ready to apply for a vacancy, but are interested in the company’s employment brand. Career Microsites Search engine optimized Career Microsites help to reduce reliance on third-party job board postings and other recruitment marketing techniques while increasing traffic to the company’s career portal. Induction Software Induction software automates the candidate’s transition to productive new hire by reducing paperwork, and manage tasks more efficiently. This leads to improved HR productivity and personnel engagement. To that end, this presentation serves to propose the implementation of recruitment technology as a means of realizing financial, strategic, technical, and operational return on investment.


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