This is a presentation I gave to a large Cornish employer who we considering adopting an Applicant Tracking System.

1. Why should Cornish employers
embrace applicant tracking systems?
Alastair Cartwright
January 2010

2. A bit about me
• 11 years recruitment and online experience
• Part of senior management team that launched a Guardian Media Group
recruitment website into the market in 2000 – Workthing.com
• Founded Enhance Media in 2001 – UK’s first online recruitment
communications agency
• NORAS – largest piece of research into online recruitment in UK
• Developed online recruitment strategies of leading organisations
• Clients included PwC, T-Mobile, AXA Sunlife, Cap Gemini
• Sold Enhance Media in 2008, now working as a consultant/NED to a
number of organisations
₋ Including Compass Group, integrating SAP ERP into organisation
₋ Advising Cornwall Council on ATS strategy
₋ Cornwall College ATS integration

3. Agenda
1. Why online?
2. Why an Applicant Tracking System (ATS)?
3. What’s involved

4. Why online?

5. 1
Internet use is massive

6. Number of internet users in the UK
36.4m 17.8m
34.7m
15.3m
73% 49%
44% 49%
online
71% UK Pop 44%
online Online
pop
UK Pop Online
pop Pop
Pop
Jul- Dec 2008 Jun - Jan 2009
Jul- Dec 2008 Jun - Jan 2009
Number of people online Internet users going online
more than once a day

7. Majority of broadband services are now above 2 MB
2009 7% 92%
< 2MB
2008 6% 24% 70%
2 MB
>2 MB
2007 19% 34% 47%
0% 20% 40% 60% 80% 100%
56% of home broadband users have used wireless broadband
at home in the last month (May 2009)
Re-Based: All Internet users aged 15+
Source: BMRB Internet Monitor May 2007; May 2008; May 2009
who know their broadband connection

8. Broadband coverage in Cornwall
“Broadband coverage in Cornwall and the Isles of Scilly is now
99% and actnow are working to address coverage in the very few
remaining areas.”
Households with internet access by region
2007 2008 2009
London 69 73 80
East of England 67 70 77
South East 65 74 75
South West 69 67 72
East Midlands 59 61 67
West Midlands 56 61 67
North West 56 56 67
North East 52 54 66
Yorks & Humber 52 62 64
Source: Office forAll Internet Statistics Aug 2009
Base: National users aged 15+

9. 2
Internet use will become more
mainstream for everyone

11. Access the Internet on your TV
ource: PricewaterhouseCoopers / Internet Advertising Bureau / WARC

12. ource: PricewaterhouseCoopers / Internet Advertising Bureau / WARC

13. 3
Looking for a job online is a
mainstream activity

14. 13m looking for jobs online…
UK internet users and online job seekers (BMRB)
35,000,000
30,000,000
25,000,000
20,000,000
15,000,000
10,000,000
5,000,000
0
Internet users Online job seekers

15. Average salaries £19K - £98K
£120,000.00
£100,000.00
£80,000.00
£60,000.00
£40,000.00
£20,000.00
£0.00
Source: NORAS 2009

16. Online Job seekers in Cornwall
• Number of online jobseekers who submitted PL or TR
postcodes in NORAS 2009...
102,200

17. 4
Online jobseekers are as
diverse as the UK population

18. Online job seekers are ethnically diverse
Online job seekers (NORAS) vs UK population (2001 census)
7.00%
6.00%
5.00%
4.00%
3.00%
2.00%
1.00%
0.00%
NORAS 2009 2001 census

19. More women go online to look for jobs
48.00% 46.00%
52.00%
Male 54.00% Male
Female Female
UK Population – Census 2001 Online jobseekers – NORAS 2009

20. Online jobseekers represented by all ages
35%
30%
25%
20%
UK Population
15% Online jobseekers
10%
5%
0%
16 - 24 25 - 34 35 - 44 45 - 54 55 - 64
Source: PricewaterhouseCoopers / Internet Advertising Bureau, The Advertising Association / WARC: WARC estimate for directories.

21. Why ATS?

22. In a nutshell...
• It saves time
– Less admin
– Improved processes
– Improved communication
• It saves money
– Advertising costs
– Agency costs
– Time to hire costs
• Improves the profile of an organisation
• It saves paper

23. What are the benefits...?
• An easy resource for prospective candidates to apply
online for jobs (or find more about working for your
organisation)
• An easy way to add and approve vacancies, sift
candidates and arrange interviews
• Easy advertising of vacancies on employer’s intranet and
website
• An easy way to track recruitment progress and get
management and diversity information
• An easy way for employer to grow, manage and
communicate with a ‘talent pool’ of potential recruits

24. What are the benefits...?
• Proven reliability, service availability and excellent
security with no impact on the existing IT
infrastructure
• Ease of use and implementation from a well proven
solution with capped and controlled costs.
• A system that can map the preferred recruitment
process of an employer
• Access to proven technology that is future proof
and can be customised for all employers’
requirements

25. What are the benefits...?
• Cost of agencies is reduced by 50% - 75%
• Reduced cost of administration (minimise use of paper,
printing & postal) by 50+% in year 1
• Reduces your advertising spend, usually by around 35% -
50% in year 1 and 25-30% year 2
• Reduces the hiring cycle time by an estimated 25% - 30%
(typically 60 days before implementing e-recruitment to 40
days after) so minimising inefficiency through unfilled
vacancies

26. Manage candidates + hiring managers
• Use bulk text/emails/letters to communicate
• Forward candidates to hiring managers as branded
PDFs
• Allow candidates to ‘top-up’ their information as they
go along – e.g. referees for candidates who get to the
relevant stage, or
• Integration with assessment providers, including
offering extended assessment time to those candidates
with disabilities

27. Manage candidates + hiring managers
• Undertake bulk competency screening & telephone
interviewing
• Spot duplicate candidates across different vacancies,
campaigns and business areas– avoid embarrassment, and
mitigate agency disputes
• Post application candidate messages – allowing candidates
to see their current status without having to call you
• Allow candidates to self-select telephone interviews /
assessment centres
• Capture (telephone) interview and assessment centre
feedback for reporting purposes

28. How other organisations have
benefited...

30. Kent County Council
• reduced advertising expenditure by £1.35 million
• reduced time to hire to 44 days (LG average: 86 days)
• hire over 95% of 1,500 new recruits annually, online
• enabled Kent PCT’s & Districts to publish their jobs to a
regional portal
• integrated with contact management centre, so council
agents can handle phone or written enquiries, with
details automatically added to the HR department’s
records.

32. Birbeck College
• Capacity of the HR team has doubled
• Saved enough paper to gift wrap 27 x 4 bedroom
houses
• Cost per hire down 43% (inclusive of the cost of
the implementation)
• Jobs authorised faster and more efficiently

33. Yell.com
“At Yell we have all but eliminated agency hires for our volume
recruitment and our focus is now on eliminating job board
spend which is our next biggest cost...we are already closing in
on the tipping point whereby we get more candidates from
searching job board databases than we do form ad responses.”
Andrew Groves
Head of National Resourcing at Yell Group PLC

34. • Cost per hire reduced by 88%, delivering an annual saving
of £2.64m
• Reduction of 70% in the number of candidates put through
costly assessment centres
• £60,000 saving in press advertising
• Reduced staff workload and improved candidate experience
• Cost-per-hire came in at £577, beating a target of £950
• New approach with a more credible interview process
• Inductions completed in less time, and time to performance
in the new role improved

35. • Overall recruitment costs reduced by 37% and less reliance on
temporary staff
• Talent managers helped to retain members of staff who were
thinking of leaving
• Recruitment cost savings of nearly £4.9m
• 225 apprentices employed with 70% achievement rate
• 1,000 staff working towards job-related qualifications.

36. What’s involved?

37. What’s involved?
Some key points:
1. No impact on the existing IT infrastructure
2. 3 month installation process
3. ROI in less than 12 months
4. I can help facilitate the whole process and ensure
you get the best system for the most cost effective
price.
5. Also ensure that the system is smoothly integrated
into the organisation

38. Next steps
1. Recommend organising some live demonstrations
of best (and most cost effective) systems in the
market
2. Organise some telephone conversations with
organisations who have already been through the
process and are enjoying the benefits of effective
ATS
3. Get costs and timescales in writing

39. Thank you –
Any questions
Alastair Cartwright
alastair.cartwright@gmail.com
07866 682790