Recruitment automation
- 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.
Recruitment automation is sold as time saved, and time saved is a real benefit that is easy to overstate because nobody measures the baseline first. On the worked example of a small desk, hiring costs $2,800 a hire made up of advertising, agency fees and 120 hours of internal time; the hours are about a third of that and the agency fees are 54%. Automation acts on the hours. It can genuinely remove a large share of them, and on this example that is worth roughly $900 a hire, which is a good return on a modest subscription. What it cannot do is touch the 54%, because an agency fee is a commercial arrangement rather than a workflow. The other thing automation moves is elapsed time, and here the arithmetic is encouraging: 26 of 31 days pass before an offer exists, and most of that is waiting for a human to act, which is exactly what an automated acknowledgement, an instant scheduling link or a stage reminder attacks. This page sets out which parts of a small desk's hiring are automatable, which are not, and how to measure the difference on your own numbers.
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What automation reliably removes
Acknowledgements, scheduling back-and-forth, stage reminders, rejection notices and the manual copying of the same candidate detail into three places. These are the hours, and the cost per hire sheet on this site says what your hours actually cost.
What it does not touch
Agency fees, advertising spend, salary, and the judgement in a screening decision. On the worked example that is over half the cost of hiring, and no workflow product changes it. The agency fee sheet is where that money is decided.
How to measure whether it worked
Take time to hire and cost per hire before you buy and again a quarter after. If the days have not moved and the hours have not fallen, the automation is convenience rather than economics, which is a legitimate purchase but a different one.
Will it do what you need for Recruitment automation?
Tell us how your team plans its staffing today and where the number gets argued; a person who has built one answers.
Recruitment automation: common questions
Does recruitment automation reduce cost per hire? It reduces the internal portion, the hours. On the worked example that is about a third of the total. It does not reduce agency fees or advertising, which are the larger share for most small desks.
Will it make hiring faster? Usually yes, and the gain is concentrated before the offer. 84% of the wait on the worked example is upstream of the offer, and that is where acknowledgements, scheduling and reminders act.
Is automated screening the same thing? No, and it is a different decision with fairness and legal dimensions this site does not advise on. Automating the administration around a human decision is not the same as automating the decision.
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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
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