Shrink is a SaaS application tracking system, effective from requisition through hiring, that uncovers the true cost-per-hire and generates actionable metrics to help reduce it.

1. Shrink
Understand and reduce the cost of hiring.
A free release from Joshua Day

2. Companies will forever hire.
US corporations spend $72 billion each year on recruiting services, staff,
and products – and worldwide spend is estimated to be 226 billion. 1
1
Forbes 2013

3. Hiring is outdated.
Think Windows XP.
Next-to-no ATS solutions are Software-as-a-Service.
Gartner predicts that by 2018, 20 percent of spending on new technologies will be
on fully integrated as-a-service platform solutions.

4. Let’s get real, hiring sucks.
● More than a third of recruiters spend more of their recruiting budget
on technology than anything else.
● 46% reported that they were deeply dissatisfied with their current
technology.
● 27% said their current technology gets in the way of their ability to do
their job.

5. = lowest cost per-hireShrink
Shrink is a SaaS application tracking system, effective from
requisition through hiring, that uncovers the true cost-per-hire
and generates actionable metrics to help reduce it.

6. Providers, agents and consumers unite.
The majority of ATS solutions are about making the process less painful:
none are positioned to understand and to reduce the cost of hiring.

7. The great majority of recruiters — in fact, any organization
engaged in the hiring process — currently use manual methods
to track their applicants; about a third are replacing existing
applicant tracking software.
No or antiquated
solution
Existing solutions Want to replace
Shrink

8. Cost Tracking
Actionable Metrics
Average ATS Shrink
Lack efficiency
and features
Efficiency Help to reduce the
cost of hiring
Often a third party
or internal

9. Cost tracking.
CPH = ∑ (External Costs) + ∑ (Internal Costs)
Total Number of Hires in a Time Period
When the new talent fails, the process is
repeated and even greater cost incurred.
External Costs: All sources of spending
outside the organization on recruiting
efforts.
For example, third-party agency fees, advertising
costs, job fair costs and travel costs in the course
of the recruiting effort.
Internal Costs: All sources of internal
resources and costs used for staffing
efforts.
For example, salary and benefits of the recruiting
team and fixed costs such as physical
infrastructure (acquisition system costs, etc.).

10. Actionable metrics.
● Fewer than one in three (32%) recruiters find it easy to extract data or
metrics from their current recruiting tools, which is probably why
● On average, 22 hours a month manually sorting through or
manipulating data

11. Average ATS
Company
Applicant
Recruiter
Applicant
Company
Recruiter Company
Applicant
Shrink

12. Tracking Business Intelligence
Recruiters Senior and mid-level management
Shrink

13. Senior and mid-level management use Shrink.
» As benchmark data to be compared
with data from other companies,
competitors, other divisions, etc.
» As a budget planning tool, quarterly
and annually.
» As a comparator in recruitment
process outsourcing (RPO) decisions.
» As a factor in strategic planning and
budgeting tasks, to determine future
costs in investment decisions.
» As a component of tracking and
assessing the total cost of workforce
turnover.
» As an ongoing measure of the recruiting
function’s overall performance.

14. Recruiters use Shrink.
» As a measure of individual recruiter
performance.
» In assessing source cost-
effectiveness.
» As a measure of process
improvement success.
» In measuring and comparing hiring
performance by employee segments,
such as professional versus hourly
hires.
Applicant's love Shrink.
» It’s really cool: 2015.
» Streamlines the application process
» Includes ability to submit online
presence: personal website, Linkedin,
publishings, etc.

15. Shrink
Understand and reduce the cost of hiring.
A free release from Joshua Day