Recruitment automation tools
- Cost per hire
- $2,800
- Internal cost (the hours)
- $5,400
- External cost (ads and agency)
- $11,400
The numbers on this page come from the inputs you enter and the method stated: 3,600 seconds to an hour, 52 weeks to a year, twelve months to a year, and nothing else. No industry shrinkage figure, no occupancy benchmark and no assumption about your attrition; every one of those is yours to enter.
There are a great many recruitment automation tools and for a small desk only a few of them repay their subscription, because the hours they remove have to be worth more than they cost. That comparison is easy to make once the hours have a price. On the worked example, a desk spends 120 hours over six hires at $45 an hour, which is $5,400 of internal cost, about a third of the $16,800 total. Any tool has to be judged against a share of that $5,400 rather than against the feeling of being busy. In practice four categories do most of the work: automated acknowledgement so applicants stop emailing to ask, self-service scheduling so interviews stop taking four messages to book, stage reminders so nobody sits in a queue nobody is watching, and a single record so the same detail is not typed into three places. Everything else is usually a refinement. This page sets out what each of the four is worth on the worked example, and what to measure to see whether it landed.
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Acknowledgement and status
The cheapest hours to remove, because they are pure administration with no judgement in them. They also improve the candidate experience, which shows up later in the offer acceptance rate rather than in the hours.
Self-service scheduling
Usually the single largest saving of elapsed days for a small desk, because interview booking is where a process with no dedicated recruiter stalls. It attacks the 26 days that fall before an offer exists.
Reminders and one record
Less visible and more valuable over time. A stage that nobody is watching is where an applicant is lost, and a detail typed three times is typed wrong once. Neither shows up in a demo the way scheduling does, which is why they tend to be undervalued at purchase and named as the biggest gain a year later.
Will it do what you need for Recruitment automation tools?
Tell us how your team plans its staffing today and where the number gets argued; a person who has built one answers.
Recruitment automation tools: common questions
Which automation tool should I buy first? Whichever attacks your longest stage. Work the time to hire sheet on this site and buy against the answer rather than against the category with the best marketing.
Are separate tools better than one system? For a small desk, usually not. Each integration is a thing that breaks and a place a detail can be lost, and the saving from one record is real. For a larger team the calculus changes.
How do I know it paid for itself? Price your hours (the cost per hire sheet does it), estimate the share removed, and compare with the subscription. If you cannot make that arithmetic work on paper, it rarely works in practice.
Orgplanly Pro
Keeping what you make
The worksheet answered today's question. Pro keeps the answer: the plan you just worked saved against the team it belongs to, re-opened at the next review instead of rebuilt, branded and exported for the budget meeting.
- Download the finished checklist or intake form as a file the client accepts
- The paperwork goes out clean, without the Kickoffo watermark
- Re-use the checklist for the next client instead of rebuilding it
- Your firm's logo on every checklist and form you send
- Export every client's onboarding at once when the account review or the buyer asks
- Send the plan for review from the record, not a spreadsheet
- Not part of Orgplanly today; your billing stays where it is
- Not part of Orgplanly today; your ledger stays where it is
$90per month, whole team
Start Orgplanly Pro PricingOrgplanly Pro renews monthly at $6.50 per user per month until you cancel; the price and renewal terms are shown before checkout.