Comment mesurez-vous le retour sur investissement de votre intégration ATS avec vos outils CRM et sourcing ?

Measuring the ROI of integrating your ATS with CRM and sourcing tools involves assessing the impact on various key performance indicators. Common metrics include: -->Time-to-fill -->Cost-per-hire -->Quality of hire -->Candidate experience -->Number of qualified applicants -->Source Effectiveness How does it help? It ensures that technology investments align with organizational goals, supports strategic planning in talent acquisition, and contributes to improved efficiency and better-quality hires. The analysis aids in resource allocation decisions and provides a clear understanding of the financial impact of the integration, guiding continuous improvement efforts for ongoing success in recruitment.

Begin by setting clear objectives and identifying key performance indicators (KPIs) such as time-to-fill, cost-per-hire, and candidate quality. Establish a baseline for relevant metrics before implementation and assess the impact on time savings, cost reduction, and enhanced collaboration. Measure improvements in user satisfaction, data analytics, and integration efficiency. Calculate the ROI by comparing pre- and post-implementation metrics, considering both benefits and costs. Continuously review and refine your integration strategy to ensure ongoing improvements in recruitment processes.

Wait... Why are your CRM and ATS different things in the first place? Before you start defining goals and thinking about adding in more tech and further complicating the technology it takes to run your business, are you trying to compensate for a bad piece of technology by just buying a new one? That's how technology costs get out of control and lead to more pain in the long run. Take a step back and define what the best tech stack would be for your business.

This is what I do to measure any ATS/Job Boards ROI; ROI (%) = ((Net Benefits - Integration Costs) / Integration Costs) × 100 Lets see with the definition, Net Benefits = Total value gained from the Integration or Job Board such as increased efficiency, reduced time-to-hire, and improved candidate quality. Integration or Job Board Costs = Total costs associated with implementing and maintaining the integration/Job board including software licensing, customization, and training expenses.

Measuring the ROI of ATS integration with your CRM and sourcing tools can be daunting, but can be accomplished through the following steps: 1. Track Source of Hire: Monitor where your candidates are coming from and crediting the specific tool that brought them. 2. Time to Fill: Evaluate if ATS integration has reduced your time-to-fill for vacancies. Reduced time to hire can lower costs significantly. 3. Quality of Hire: Determine if the quality of candidates has improved post-integration. Higher quality hires can lead to increased performance, productivity, and ultimately more revenue. By keeping a close eye on these metrics, you can assess the added value by ATS integration and make informed decisions for future investments.

Measuring ROI of your ATS integration with your CRM and sourcing tools is key to understanding your recruitment efficiency. Here's how: 1. ⏰💼 Time to Fill: A decrease in the time taken to fill positions after integration indicates an improved sourcing process. 2. 📈👥 Quality of Hire: If hires from the sourcing tool perform well and have high retention rates, this indicates a positive ROI. 3. 🔄🔍 Recruitment Funnel Metrics: Tracking metrics such as applicant to interview ratio and offer acceptance rate may provide insights. Consistently reviewing these metrics helps guide the ROI calculation and improve efficiency. Be patient; optimizing tech doesn't happen overnight. #recruiting #ats #crm #roi

Un ATS qui ne fournit pas un rapport des metrics est inutile. Autrement, il devient une boîte de réception des CV. À part les critères comme temps et qualité de la qualité de recrutement , il est très important d'ajouter la source de chaque candidature. À travers ces données, nous pourrons savoir quel investissement donne plus de réussite. 

Très bon article et remarques Je le permets d’ajouter un échantillon de « population blanche » dans lequel on analyse les metrics du point 1 sur la population blanche (sans l’intégration) VS les m’éteins des candidats gérés avec intégration.

One way to evaluate how effective their new system has made your team is to track how quickly your team is able to improve their metrics at the point of the change. If their time-to-contact is reduced in the first week on your new system, you can feel confident that your new system is creating the types of changes you hoped for. The key is to allow enough time for a given metric to change. It's unrealistic to think that time-to-fill would decrease in the first week. That's a longer term metric that may take weeks to uncover.

Dans le processus de recrutement avec un ATS, il est important de fixer les délais réalistes et surtout ajustés à votre procédure. Lors de l'intégration d'un ATS, vous êtes aussi poussé à analyser l'efficacité des procédures déjà en place. 

To measure the ROI of integrating your ATS with your CRM and sourcing tools, it’s crucial to focus on tracking and analyzing your data effectively. KarmaV integrates with your CRM and sourcing tools, CHRO's consolidate data on candidate sourcing efficiency, time-to-hire, cost-per-hire, and hiring quality. Utilize its analytics dashboard to generate real-time reports and insights showcasing direct P&L impact. Dashboard enables leaders to identify trends, bottlenecks, and success rates of different sourcing channels. By correlating these metrics with employee performance and retention data, leaders can quantify the financial impact and overall effectiveness of the ATS integration, thereby calculating a precise ROI.

First problem... are your recruiters actually using the system? It's going to be hard to track and analyze data if your recruiters are managing their work in their inboxes and on their cellphone, you're going to have an issue. Time and time again I see recruiting leaders trying to track metrics that won't be possible given the lack of tools their teams have. When evaluating your ATS+CRM, how much of the recruiting teams' work actually occurs in the system? Most of the time an ATS ends up being what HAS happened and not what IS happening.

Let me make it simple for you. ROI = (Net gain − cost of investment)/cost of investment × 100 The net gain is the profit you've earned from your ATS, say, increased revenue. The cost of investment is your cost of ATS and CRM system. For example, if your ATS integration leads to a gain of $10,000 while the cost of the ATS is $4,000, your ROI would be:(10,000$−4,000$)/ 4,000$×100=150% A positive ROI percentage indicates that your investment has generated more value than it cost, which is a favourable outcome. In this example, a 150% ROI means that for every dollar spent on the integration, you earned an additional $1.50 in net gains. The cost of your system is easy to get. Net gain is essentially your estimate of savings from the system.

Pour bien calculer votre ROI sur l'investissement d'un ATS, il y a une formule claire de (gain - le cout) /coût*100℅. - À considérer dans le gain : l'économie faite en comparant avec l'année précédente, toutes les activités de recrutement sans l'outil. – À prendre en note pas seulement l'intégration en elle-même, mais aussi le gain récurrent sur une base annuelle. Il est clair que moins de besoins de ressources, moins d'activité de recrutement, donc moins de gains.

Let's establish KPIs for each key area: Hiring Quality: Track lower turnover, faster promotions, and higher customer satisfaction. Time-to-Hire: Monitor time to fill roles and offer acceptance rate. Administrative Costs: Measure time spent screening, scheduling emails, and cost-per-hire. Assign dollar values to KPIs: Research company-specific data, such as employee salary and historical costs, to assess monetary impact. Calculate cost savings and revenue gains: Multiply each KPI improvement by its dollar value. For instance, if ATS saves you $5,000 per hire by reducing time-to-hire by 10 days, you save $50,000. Compute ROI percentage: Divide total benefits by the ATS's total cost to find your return on investment.