1. Applicant Tracking System Business Case

2. Executive Summary
As our company grows it is increasingly important to streamline processes while supporting the organization with the best talent.
Currently, [The Company’s] recruiting processes are labor 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 Applicant Tracking System (ATS) to:
Increase Recruitment Productivity
Standardize 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 Applicant Tracking System and supporting technology for job distribution.

3. (Delete any that do not apply)
Business Problem
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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
Resume Review and Screening
Applicant and Recruiter Workflow
Manual Tracking (Candidate Flow, EEO, OFCCP, Etc.)
Strategic
Insufficient Number of High-Quality Applicants
Good Candidates May be Overlooked
Quality Candidates May Not be Able to Find Our Job 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 employee 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 employee retention and/or efficient onboarding. 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):
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Applicant Tracking System (ATS)
Automated Job Board Posting
Social Media Recruitment Software
Objectives:
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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 (EEO, OFCCP, Etc.)
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. ATS Can Change Problems to Opportunities
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Financial
Operational
Strategic
Technical
Financial:
Reducing Time-to-Fill Improves Revenue1
Reducing Time-to-Fill Improves Employee Morale, Customer Satisfaction, and
Competitive Advantage2
Operational:
Studies Show Standardization of Recruitment Processes Result in 25% Reduction in Time-to-Fill and 30% Reduction in Cost-to-Fill3
EEOC Recommends Recruitment Standardization to Reduce the Risk of Discrimination in Hiring4
Strategic:
85% of Job Seekers Rely on Career Portals5
Career Portals and Facebook are the Two Most Important Places for Talent and Employers to Meet6
73% of Companies Successfully Hired Using Social Media7
Technical:
According to SHRM, Effectively Managing Workforce Productivity with Reporting can Increase Shareholder Value by 10 – 20%8
Organizations Using Workforce Analytics have 8% Higher Sales Growth, 24% Higher Net operating Income Growth, and 58% Higher Sales Per Employee9
Many times business problems actually present an opportunity for business improvement. Recruitment process improvements, such as standardized 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 jobs. An Applicant Tracking System can provide [The Company] easy access to these features.
Additionally, Using an Applicant Tracking 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 Applicant Tracking System to support [The Company’s] strategic goals. 1. 2. 3. 4. 5. 6. 7. 8. 9.

6. ATS Return on Investment Summary
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Standardized 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 Applicant Tracking System is 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 ATS 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. ATS Financial ROI: Quantitative
Increased Productivity
Improved Compliance
Web-Based Solution Requires No Internal
IT Support
An ATS provides an excellent financial return on investment as a result of significantly decreased time associated with manual recruitment activities. For example, by automating initial resume screening using an ATS, interview costs can be cut in half. Other manual costs, such as manual EEO reporting or tracking a candidate’s application status are wholly eliminated. In the end, the company saves significant amounts of money implementing an ATS to automate processes. In addition to these tangible ROI elements, there are potential savings related to compliance. For example, according to SHRM, standardization of recruitment processes, which can be achieved taking advantage of an ATS 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
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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 Redundant 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 ATS 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 ATS 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
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Compliance
Automated EEOC Tracking
Automated OFCCP Tracking
Larger Candidate Pool
Social Media Job Distribution
Employee Referral Programs
Better Candidate Experience
Standardized Application Process
Branded Career Portal
Apply with Social Media Profile
Employment Brand Awareness
Social Media Job Advertising
Branded, SEO Career Microsites
Branded Career Portal
In addition to the quantitative financial benefits, the implementation of an ATS 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 ATS 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
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Standardization
Standardized Application Process
Standardized Recruiter Workflow
Standardized 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 ATS 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 ATS 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. (Delete any that do not apply)
ATS Risk Assessment
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Type
Risk
Risk Mitigation
Financial
Purchasing an Applicant Tracking 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 vendors 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 Applicant Tracking System. A highly scalable Applicant Tracking System will be able to quickly add new users and provide additional career portals. Additionally, a scalable Applicant Tracking System will not charge higher rates for data storage increases, increases in the number of jobs 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 Applicant Tracking 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 Applicant Tracking 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 Applicant Tracking System vendor that can provide best-practice guidance for a streamlined implementation.
Technical
Existing hardware cannot support new software requirements
Selecting a web-based Applicant Tracking 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 Applicant Tracking 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 organization carries a certain degree of risk. Accordingly, some of the most common risks have and recommendations for early mitigation have been addressed here.

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Conclusion
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Implementing an Applicant Tracking System and associated job 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 vendors.
Based on these findings, it is recommended that [The Company] move forward with implementing an Applicant Tracking 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 CRM Software
Talent CRM Software provides an easy way to engage and nurture candidates who may not yet be ready to apply for a job, 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.
Onboarding Software
Onboarding 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 employee engagement.
I-9 and E-Verify Compliance Tool
I-9 and E-Verify Software provides automated and paperless preparation, signing, management, compliance auditing, and storage of Form I-9s, as well as automatic E-Verify submission.
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.