E-Recruitment Business Case Template

Building your E-Recruitment business case
Introduction
This document has been designed to help you present your business case for Eploy to the
stakeholders and decision-makers in your organization
Why do I need to prepare a business case?
E-Recruitment is a vital component of in today’s increasingly competitive talent market.
It helps you with all aspects of attracting, engaging, recruiting and onboarding the talent
your business needs to meet its corporate objectives and goals. In our experience many
organisations require a business case with sound arguments to justify the investment in
any new business system.
One of the most important activities you will undertake is to gain senior management
approval and endorsement. The following tips and resources will help to ensure the
success of your project
Other helpful resources can be found at http://www.eploy.co.uk/resources
Our experienced E-Recruitment Solution Specialists can assist further if required to help
you build your business case. We can provide cost comparisons with other vendors or
internal development, ROI calculators and other business analysis.
If you have any questions or need assistance, please contact us.
E-Recruitment Business Case Template
Many of our customers have been required to put together a business case to present to
their organisation’s management to prove that the E-Recruitment project was carefully
analysed and financially sensible.
Although a few people are experienced in creating business cases, for many this is a
daunting prospect.
The purpose of this document is to give potential Eploy customers a helping hand in
getting started with a business case – providing a proven structure, along with guidance
and ideas to make sure your case is relevant and robust.
How to use this document
1. Print or copy these instructions so that you can refer back to them.
2. Delete these introduction pages. The rest of the document has been built using basic
Microsoft Word formatting, and should easily adapt to your organisation’s styling.
Before you start editing the content you should paste it into one of your own
organisation’s Word templates, or apply the formatting you would usually use.
3. Insert your company’s name. Press Ctrl+H or select ‘Replace’ in the Word tool bar.
You need to replace {YOUR COMPANY} with the name of your organisation.
4. Insert your current E-Recruitment Suppliers. Press Ctrl+H or select ‘Replace’ in the
Word tool bar. You need to replace {YOUR SUPPLIERS} with the name(s) of your current
E-Recruitment software suppliers.
5. Skim the main document to gain an understanding of its structure and content. You
will see that some areas have pre-written content that you can either edit or leave as-is,
whereas other sections have content written in highlighted text that needs to be
replaced with content specific to your own business. If you would like help completing
these sections, speak to an Eploy E-Recruitment Solutions Specialist.
6. Start editing the document
E-Recruitment Solution for {YOUR COMPANY}
Document Purpose
Edit as required. To propose the replacement of {YOUR COMPANY}’s E-Recruitment
platform, and explore the benefits and impact of doing so.
Document Owner
Edit as required. Insert your name & title here
 When you have completed editing this document right click the table of contents
below and select ‘Update Field’ then ‘Update entire table’
Contents
Building your E-Recruitment business case......................................................................... 1
Introduction ...................................................................................................................... 2
Why do I need to prepare a business case? ..................................................................... 2
E-Recruitment Business Case Template ............................................................................... 3
How to use this document ................................................................................................ 3
E-Recruitment Solution for {YOUR COMPANY} .................................................................... 4
Document Purpose ........................................................................................................... 4
Document Owner ............................................................................................................. 4
Executive Summary .............................................................................................................. 7
Current Situation and Major Issues .................................................................................. 7
Potential Solution ............................................................................................................. 8
Financial Summary............................................................................................................ 9
Background ......................................................................................................................... 10
Business Objectives ........................................................................................................ 10
Business Drivers / Goals.................................................................................................. 10
Objectives ....................................................................................................................... 10
Strategic Alignment ........................................................................................................ 10
Current Situation ............................................................................................................ 11
Problems & Pain Points .................................................................................................. 11
Poor management of CVs ........................................................................................... 11
Lack of ‘back office’ recruitment tools........................................................................ 11
Non-existent recruitment performance analytics & KPI reporting ............................ 12
Inability to engage with candidates and the talent pool ............................................ 12
Dated careers site that does not attract top talent .................................................... 12
Future Implications of not implementing a new E-recruitment system ........................ 13
Proposed Solution .............................................................................................................. 14
Method of Solution Selection ......................................................................................... 14
Potential Solutions .......................................................................................................... 14
E-recruitment solutions .............................................................................................. 14
Job Requisition Management Criteria ........................................................................ 14
Candidate Sourcing Criteria ........................................................................................ 15
Talent Pool Management Criteria ............................................................................... 15
Vendor Management Criteria ..................................................................................... 16
Candidate Assessment Criteria ................................................................................... 16
Applicant Tracking Criteria .......................................................................................... 16
Offer Management & Onboarding Criteria ................................................................. 17
Recruitment Process Management Criteria................................................................ 17
Professional Services ................................................................................................... 17
Preferred Solution .......................................................................................................... 18
Other Vendors ................................................................................................................ 19
Expected Business Impact .............................................................................................. 19
Business Readiness and Risks ......................................................................................... 20
Financial Analysis ................................................................................................................ 21
Budgetary Context .......................................................................................................... 21
Solution Costs ................................................................................................................. 21
Initial Set-up Costs ...................................................................................................... 22
Training Costs .............................................................................................................. 22
Monthly Service Provision .......................................................................................... 22
Total Cost of Ownership over 3 years............................................................................. 23
Expected Return on Investment ..................................................................................... 25
Re-keying candidate data from CV to ATS .................................................................. 25
Search .......................................................................................................................... 25
Efficiencies in Job creation & advertising ................................................................... 25
Pro-active communication with candidates and talent pool ...................................... 25
Reduction in external agency costs............................................................................. 25
Next Steps ........................................................................................................................... 26
Project Timescales .......................................................................................................... 26
Steering Group / Project Team ....................................................................................... 26
Roles and Responsibilities .............................................................................................. 26
Business Case Approval ...................................................................................................... 27
Executive Summary
Edit as required. Write this section last! It should summarise the rest of the document
This is where you create the critical first impression of the project so it is important to
summarise the most important elements of the project in a concise and compelling
manner.
Guidelines include;







Describe the project precisely and concisely.
State why the project is necessary, and why it is the best solution.
Outline the most important benefits of the project.
Outline the costs and major disadvantages, if any.
Summarise the most important reasons for recommending the project.
Limit to one to two pages in length only.
Write after the business case is completed.
Also try to keep the executive summary to two pages or less. Do not include technical
descriptions. Concentrate on explaining your reasons for undertaking the project, and
what the benefits will be.
Current Situation and Major Issues
Edit as required. This section allows you to briefly summarise the reason for the project,
what the current situation is and why it is not working for the business.
EXAMPLES
Some examples are given below to start you off – delete the ones that are not relevant or
start your own.
SELECT FROM EITHER
Poor/Failing E-Recruitment System
{YOUR COMPANY} currently has very rudimentary E-recruitment capability provided by
{YOUR SUPPLIERS}, however it is dated, with a poor toolset which is not well supported.
This has led to minimal or no usage across the business, causing it to provide little or no
benefit.
{YOUR COMPANY} has outgrown its current E-recruitment system, to the point where it
is no longer truly fit for purpose.
Although it has benefited the organisation over the previous years, there are many issues
with it, including:
 Poor support from the supplier and ATS developer
 Inability to automatically parse candidate CVs – resulting in huge inefficiencies for
the recruitment team due to the additional manual inputting of data
 No provision for the recruitment team to action back office activities
 Complete lack of recruitment analytics and reports – for example: we are unable
to track candidate application sources which means we have no guidance as to
which marketing channels are the most cost effective for us.
 Inability to set up automated engagement with candidates. The current system
does not allow us to utilise SMS for contacting candidates, nor does it allow us to
send targeted emails based on rules throughout the recruitment process. This
results in increased administration for recruiters.
 A dated careers website that is not aligned with the {YOUR COMPANY} corporate
brand; is not accessible on smartphone and tablets and generally provides a poor
impression of the company to candidates.
It is suggested that a replacement E-recruitment platform is the most viable method of
giving {YOUR COMPANY} a platform to support its growth.
OR
No E-Recruitment
{YOUR COMPANY} currently manages it’s recruitment process using basic office tools
such as emails, spreadsheets and shared folders. Although we post details of jobs on our
company website candidates are given an email address to send their CV and application.
This has served us well to this point, but to enable the business to grow we require a
better system that will allow us to fully manage the recruitment process efficiently.
Potential Solution
Edit as required. There is a huge opportunity for {YOUR COMPANY}’s recruitment
function to become more efficient and effective, as well as improve communication with
candidates and hiring managers.
The proposed E-recruitment platform contains many modern tools that will increase
productivity of recruitment staff – for example, automated CV parsing and skills matching
of candidates to current vacancies. These ‘quick wins’ will immediately unlock efficiency
gains for the recruitment team enabling us to focus on improving the overall candidate
experience and making consistent, quality hires for the company.
{YOUR COMPANY} will benefit by providing the business and prospective candidates
with:




A modern, mobile-friendly careers site
Improved management of the recruitment process – ensuring processes are
followed
Increased visibility of key recruitment KPI’s including time to hire, cost of hire and
return on recruitment advertising investment
The ability to build and nurture a talent pool of potential new hires, helping to
accelerate our time to hire
Ultimately, the new E-recruitment platform will help {YOUR COMPANY} recruit quality
people into the business, faster - to help meet company growth objectives.
Financial Summary
Edit as required.
The Total Cost of Ownership over 3 years for the preferred solution is £X.
We estimate that the total savings over those three years would be £X, giving an
excellent return on investment in the short term.
REMEMBER! – this should only be a summary at this point
Background
Business Objectives
Edit as required. This project aims to provide a new E-recruitment system for {YOUR
COMPANY} for launch by {INSERT LAUNCH DATE}
Now you need to expand on your objectives for the E-recruitment platform. Go back to
the pain points and expand on your particular business drivers. How does this all fit into
the bigger picture?
Business Drivers / Goals
Edit as required. Provide information on the business drivers and goals for example:
The key drivers for the project are to meet {YOUR COMPANY}’s growth objectives from a
resourcing standpoint, and:



Decrease cost of hire, particularly through inefficient external agency costs
Improve quality of hire, through better identification and attraction of quality
candidates
Accelerate time to hire, through improved online application and recruitment
process management
Objectives
Edit as required. Summarise the objectives here.
EXAMPLE:
A summary for the key objectives of the project is as follows





Provide a modern, mobile-optimised careers site to effectively communicate the
{YOUR COMPANY} employer brand
Enable an end-to-end online recruitment process
Provide candidates with a full online job search and application process
Allow the effective creation and nurture of a talent pool of potential future
employees
Make managing the Preferred Supplier List of external agencies more efficient
Strategic Alignment
Edit as required. How does this fit into any larger business strategies or even your
company vision statement?
Current Situation
Edit as required. Detail the ways your organisation currently manages recruitment, pay
particular attention to the ways in which you currently advertise and promote jobs; how
you handle applications and communicate and collaborate with candidates and hiring
managers. For example:
Currently {YOUR COMPANY} has very limited E-recruitment capabilities, provided by
{YOUR SUPPLIERS}. In addition, our careers site is dated, unappealing with very few
quality applications created.
Some of the chief problems and the opportunities we have are as follows:





Inability to automatically parse candidate CVs – resulting in huge inefficiencies for
the recruitment team due to the additional manual inputting of data
No provision for the recruitment team to action back office activities
Complete lack of recruitment analytics and reports – for example: we are unable
to track candidate application sources which means we have no guidance as to
which marketing channels are the most cost effective for us.
Inability to set up automated engagement with candidates. The current system
does not allow us to utilise SMS for contacting candidates, nor does it allow us to
send targeted emails based on rules throughout the recruitment process. This
results in increased administration for recruiters.
A dated careers website that is not aligned with the {YOUR COMPANY} corporate
brand; is not accessible on smartphone and tablets and generally provides a poor
impression of the company to candidates.
Problems & Pain Points
This is your opportunity to turn these problems into opportunity statements. Here are
some worked examples which you can use, edit or delete as necessary:
Poor management of CVs
Currently we are not able to automatically create a candidate record from a submitted
CV, resulting on unnecessary administration burden within the resourcing team.
We have the opportunity to:


Reduce time taken by recruiting to manually input candidate information
Improve candidate assessment as CVs will be automatically extracted and tagged
with the candidate’s relevant skills
Lack of ‘back office’ recruitment tools
The current system does not enable the resourcing team to action back office tasks and
activities. This results in a poor/non-existent record of communications, tasks and actions
– as well as opening up the possibility of mistakes.
We have the opportunity to:


Provide recruiters with improved task management
Automation of many tasks and activities involved in the recruitment process
Non-existent recruitment performance analytics & KPI reporting
Currently we are not able to access even rudimentary analytics and reports relating to
the resourcing function. For example, we are unable to track how well recruitment
advertising campaigns are operating and understanding which sources or channels are
providing us with the best candidates.
We have the opportunity to:



Fully understand where candidates are referred to {YOUR COMPANY} – thereby
enabling us to provide a better return on recruitment marketing investment
Calculate an accurate time to hire to enable better forecasting of new hires and
benchmark performance
Calculate an accurate cost of hire, to enable better financial planning and
benchmark for cost savings
Inability to engage with candidates and the talent pool
Currently we are not able to efficiently contact candidates and our talent pool since the
current platform does not enable Email and SMS marketing, this results in an
unnecessary burden on the resourcing team.
We have the opportunity to:



Engage more frequently with candidates and monitor performance of Email
campaigns
Set up automated email and SMS notifications at each stage of the process to
provide a better candidate experience
Track all recruitment related conversations within the E-recruitment platform,
ensuring there is a full record of communications
Dated careers site that does not attract top talent
The current {YOUR COMPANY} website is dated and is not usable on mobile devices.
Further, we are not able to create new content in a timely fashion. This results in a poor
communication of the {YOUR COMPANY} employer brand and we believe this results in
fewer applications for currently available positions.
Furthermore, the overall candidate experience is poor, which again reflects poorly on the
company
We have the opportunity to:

Have a world-class careers site that puts the candidate first and provides an
excellent experience throughout the recruitment process


Better portray the {YOUR COMPANY} employer brand and attract top talent into
the business
Provide full access to all E-recruitment functionality to the growing population of
mobile device users
Future Implications of not implementing a new E-recruitment system
In this section aim to outline the following:
 What are the implications of not implementing the new E-Recruitment system
 How will this impact the company in 1, 2 or 3 years?
 Include quantifiable figures if possible
EXAMPLE:
Edit as required. We believe that if we do not implement a new E-recruitment system
{YOUR COMPANY} will not be able to achieve our recruitment goals since:




Recruiters will continue to waste too much time on administrative tasks rather
than focussing on attracting engaging and recruiting the best talent for the
business
Our careers site will continue failing to attract quality applications
We will rely too much on external agencies, thereby increasing our cost of hire
We will not be able to recruit new staff quickly enough into the business to meet
company growth targets.
Proposed Solution
Method of Solution Selection
Edit as required. Briefly detail how you identified possible suppliers to reassure the
reader that you have done due diligence.
EXAMPLE:
The project team began by speaking to stakeholders across the business in order to
gather an initial set of possible requirements. We then conducted a search for potential
vendors, and identified a number of suppliers that might be able to supply the necessary
software and services.
We undertook an initial round of meetings to gain a deeper understanding of what tools
are on the market. This also helped inform the requirements gathering process by giving
us a better grasp of what could be achieved.
Following this, we invited suppliers to formally present their solutions to us, allowing us
to decide on the solution that we prefer, detailed below.
Potential Solutions
Edit as required. Insert other key requirements in the table below, and then use the ’tick’
column to show why Eploy is the preferred solution, and what strengths/weaknesses
each solution has.
E-recruitment solutions
Key Criteria
Eploy
High value for money
Attractive, modern
customisable Interface

Fully integrated with
Careers Site
Candidate Portal

Solution 2
Solution 3


Job Requisition Management Criteria
Key Criteria
Eploy
Job Submission Rules
Solution 3


Easy to use for nontechnical staff
Vendor Portal
Solution 2

Authorisation Approvals

Job Library





Job Builder
Auto Notifications
Hiring team assignment
Multiple role types
Candidate Sourcing Criteria
Key Criteria
Eploy
Social Search (e.g.
LinkedIn)
Job Posting to website

Job Posting to multiposting services (e.g.
Broadbean)

Job Search


Application source tracking
reports & analytics
Automated Job Alerts
Mobile Optimisation
CV Extraction
Email CV to Database

Job Alerts




Email & SMS Marketing
Data Protection
Management
Advanced Search
Solution 2
Solution 3




Auto Candidate Profiling
Solution 3

Talent Pool Management Criteria
Key Criteria
Eploy
Online registration
Solution 2

Vendor Management Criteria
Key Criteria
Eploy
Job
distribution/assignment to
vendors
Agency benchmarking

Notifications



PSL management (tiers
etc.)
Vendor web portal
Solution 2
Solution 3
Solution 2
Solution 3



Compliance management
Diary & Interview
scheduling
Online Timesheets

Candidate Assessment Criteria
Key Criteria
Eploy
Skills Matching


Location based searching

Shortlisting





Skills Library
Screening questions
Team feedback
CV bulk print
Diary & Interview
scheduling
Advanced Search

Eploy
Audit Trail


Task & Time Management

Progress Notification
Solution 3

Duplicate checking
Applicant Tracking Criteria
Key Criteria
Solution 2
Interview Booking &
Scheduling
Workflow configuration


Offer Management & Onboarding Criteria
Key Criteria
Eploy
Reference collection
automation
Offer authorisation

Offer acceptance

Compliance Management

Actions & Outcomes


Diary

Activity Tracking


Audit Trail
Professional Services
Key Criteria
Solution 3
Solution 2
Solution 3
Solution 2
Solution 3

Recruitment Process Management Criteria
Key Criteria
Eploy
Workflow configuration
Solution 2
Eploy
Unlimited E-recruitment
support and SLA’s

Dedicated Account
Manager with annual Erecruitment reviews

Proven E-recruitment
project management

Tailored E-recruitment
consultancy
In-depth software training


Preferred Solution
Edit as required. This section allows you to present your preferred option (or options, if
more than one solution is available for selection by management) and explain why it has
been selected.
If your preferred solution is Eploy, you may wish to use the text below as a starting point.
The solution preferred by the project team is Eploy, a cloud-based E-recruitment system
that is easily customisable to meet our requirements (as detailed above).
Eploy is developed, supplied and fully supported by the organisation ‘ITS Software
Systems Ltd’. ITS is headquartered in the United Kingdom – where the software is
designed, developed and supported directly. Eploy has been available and continuously
improved for over 10 years. It is a mature, stable and feature-rich platform used by many
other organisations similar to ours, including:







Matalan
Dunelm
B&M Stores
GKN
Oxford Instruments
Travelodge
Mercedes AMG
It is a flexible and scalable solution that has revolutionised the way companies attract,
engage and recruit as well as streamline internal recruitment processes.
The differentiating factors of Eploy are:






Ease-of-use for non-technical staff therefore very little training is required for
hiring managers and recruiters.
Superb CV Management tools – which automatically parse candidate CVs
(including MS Word & PDF documents) and converts them to a fully searchable
candidate profile.
Automatic match of candidates to available roles using a controlled dictionary of
the skillsets required by {YOUR COMPANY}
Flexible workflow management, that can easily adapt to {YOUR COMPANY}’s
internal processes and allow full tracking of applicants throughout the
recruitment process
Analytics and Reports, that can provide {YOUR COMPANY} with all of the
recruiting metrics and KPIs that need to be measured and monitored
Excellent search engine, which indexes all candidate, company and vacancy data
and makes it extremely easy for recruiters to pinpoint the most ideal candidates
with vastly improved accuracy

Fully integrated careers site with secure Candidate, Vendor & Hiring Manager
Portals
Company URL: www.eploy.co.uk
Other Vendors
Edit as required. You may choose to include information on other vendors and why, in
summary, you chose not to select them.
Expected Business Impact
Edit as required.
We anticipate that selecting Eploy will allow us to rapidly deploy an E-recruitment
platform with fully integrated careers site that will offer the following benefits:




Ability for resourcing team to create and advertise new jobs rapidly
Manage the entire application process in line with company policies
View manager feedback
Proactively communicate with candidates and talent pool including via Email and
SMS
 Precise searching of talent pool based on skills, experience, qualifications –
helping us to make better quality hires
 Efficiency gains in managing the Preferred Supplier List (PSL) of external agencies
through the fully integrated ‘Vendor Portal’ which will enable:
o Allocation of jobs to specific agencies
o Ensuring agencies submit candidates in line with company policies
o Automated checking for duplicate candidates – ensuring agencies cannot
submit candidates that are already within our Talent Pool or have been
submitted by another agency on the PSL
o Enforced compliance checks, resulting in productivity gains for resourcing
since it will only allow candidates that meet the required compliance
criteria to be forwarded to {YOUR COMPANY} for review.
 Greater visibility over key metrics and KPIs of the resourcing function
 Better experience for candidates through a new, fully integrated careers site
including:
o Improved job search capabilities
o Sharing vacancies via social networks
o Improved application process, including the ability for candidates to
upload CVs which are then automatically converted to full candidate
profiles within the E-recruitment database, this will also result in
productivity gains for the resourcing team since there will be no need for
re-keying of candidate information.
 Ability for {YOUR COMPANY} to create new careers site web content that
effectively promotes the {YOUR COMPANY} employer brand, since the careers
site includes easy-to-use content management.
Business Readiness and Risks
Edit as required.
In order for {YOUR COMPANY} to successfully implement the preferred solution and
realise the benefits above, some work will need to be completed by {YOUR COMPANY}
staff. Specifically:
 A Steering Group must be finalised in order to ensure the key stakeholders in the
project are able to influence it from the start. The foundations of this group must
already exist and have informed the project team during the requirements
gathering stage.
 Departmental Owners/”Champions” may also be required.
Some risks exist that could affect the success of the project, specifically:
Risk
Lack of support by senior management
Probability
Low
Severity
High – Would cause cancellation of project
Mitigation Strategy
Ensure buy-in to business case and selection of vendor.
Demonstration by vendor to show key features/benefits.
Risk
Lack of support by Resourcing staff
Probability
Low
Severity
Medium – would lengthen time to implement and could cause
quality issues
Mitigation Strategy
Supplier to provide consultancy and training to engage team
Selected solution is easy to use and maintain and has been
proven to result in productivity gains at other, similar,
organisations.
Risk
Lack of support by IT
Probability
Low
Severity
High – would prevent launch of solution
Mitigation Strategy
The preferred solution is entirely based in the cloud, so there is
no hardware or software that will need to be procured and
installed locally, reducing any risk of delay due to lack of
infrastructure being in place in time for launch
Insert more risks here as required.
Financial Analysis
Budgetary Context
Edit as required. If relevant, explain how the cost will be allocated across company
budgets. If some or all of this is sourced from an annual budget, state this. If you plan to
distribute some costs (e.g. Training, Support) to different budgets, explain this.
Solution Costs
Edit as required.
The solution cost is split into 3 parts:



Initial set-up & configuration of the preferred solution, including configuration of:
Training
Monthly service provision costs incorporating
Initial Set-up Costs
Edit as required. Insert the ‘Set-up Costs’ section of your Eploy proposal here
Training Costs
Edit as required. Insert the ‘Training Costs’ section of your Eploy proposal here
Monthly Service Provision
Edit as required. Insert the ‘Monthly Service Costs’ section of your Eploy proposal here
Total Cost of Ownership over 3 years
Edit as required. The TCO equation assumes:
 Service Provision contract is maintained each year
 A small selection of additional features/modules are purchased each year, to
continue expand the remit and reach of the platform, or to react to {YOUR
COMPANY}’s changing requirements over time.
 Two training courses are purchased from the supplier each year, to transfer skills
to new starters and update existing staff on new features.
 Licence count increases by 10% per year, in line with our staffing forecast
Vendor
Services
(Initial setup costs)
Training
Annual
Service
Provision
Year 1
Total
Year 2
Services
Year 2
Training
Year 2
Annual
Service
Provision
2 year
Total Cost
of
Ownership
Year 3
Services
Year 3
Training
Eploy
Vendor 2
Vendor 3
*The above figures are just for illustrative purposes and will vary depending on project size and company needs
Year 3
Annual
Service
Provision
3 Year Total
Cost of
Ownership
Expected Return on Investment
There are essentially two types of ROI for E-recruitment software – general
productivity gains and specific project goals. Without an understanding of the size,
type and nature of your business and your resourcing plans, it is difficult to give any
specific ROI calculations, however we have included some examples to show you how
this can be explained.
For help with this section, please contact us to speak to an Eploy Solutions Specialist
Re-keying candidate data from CV to ATS
Edit as required. The new E-recruitment platform will automatically convert CVs into
candidate profiles within the database. This will save at least 15 minutes per time over
the existing manual process. Our investigation shows that each resourcer does this
around X times per day. This equates to a saving of £X,000 per year.
Search
Edit as required. Productivity gains from implementing a reliable and fast search are
potentially huge – current methods of “searching” for candidates involves manually
sifting through CV documents
Efficiencies in Job creation & advertising
Edit as required. One of the main complaints of our current E-recruitment system is the
time required to create, post and advertise new jobs. The preferred platform enables the
resourcing team to create and advertise jobs. A conservative estimate is that this process
takes 30 minutes per time, with a frequency of X times per week across the business.
Saving this time would realize a saving of £XXX.
Pro-active communication with candidates and talent pool
Edit as required. Currently, communicating with candidates and the talent pool is carried
out as a manual process, with resourcing staff limited to using email to send individual
communications. As well as making it difficult to keep track of conversations this is an
obvious inefficiency. The preferred platform will enable us to automate the notification
and communications for many recruiting tasks, including notification of progress and
promoting current vacancies. A conservative estimate would be that X emails per week,
currently taking Y minutes per email, could now be automated – resulting in a saving of
£Z.
Reduction in external agency costs
Edit as required. Currently {YOUR COMPANY} spends £X,000 per annum on external
recruitment agency fees. With the preferred E-recruitment platform in place we
anticipate a reduction of Y% in agency costs resulting in a saving of £Z,000
Next Steps
Project Timescales
Edit as required. Detail your timescales here and illustrate that delays in sign-off may
delay the intended project timescales.
Include high-level summary on dates and intended go-live date. Highlight risk factors for
the project.
Steering Group / Project Team
Edit as required. Include information on which employees you intend to include on the
Project Team and even the estimated resource required.
Roles and Responsibilities
Edit as required. Include a table on the roles and responsibilities involved in this project.
For example:
Role
Senior Sponsor
Description
 Takes responsibility for
project
 Approves spending
 Approves changes
Project Manager /
Team
 Manages project day to
day
 Solution implementation

Responsibility - Name
Business Case Approval
Edit as required. Include information here on the sign-off of the project if required.
Approval of Business Case
By signing this control sheet I confirm that I approve this business case for the XXX
project.
…………………………………………………………………………………..
Name
* Conditions
Role on Project
Signature
Conditions *
(see below)
Date