Kara Yarnot, Founder & President, Meritage Talent Solutions, and Moe Hutt, Principal Consultant, Meritage Talent Solutions. Every talent acquisition leader and team could use more investment for technology, programs, marketing, and branding. Yet, your budgets rarely increase from one year to the next. In this session, we'll cover the six steps to take to build a winning business case for executive leadership investment. We'll walk through specific examples of how to quantify potential outcomes of your new program, technology, and more. Each participant will leave with a step-by-step worksheet to guide your through the process, including calculating the return on investment (ROI) of your project. Check out the best of Talent Connect: http://bit.ly/1MBqz6m

2. Kara Yarnot
Founder & President
Moe Hutt
Principal Consultant
How to Ask for Money: 6 Steps to
Building a Winning Business Case for
Your Talent Acquisition Program

3. Who Does This Remind You Of?

4. Kara Yarnot
• 18 years Talent Acquisition experience
• Former VP of TA at SAIC
• TA leader at multiple Fortune 500 companies
• www.linedin.com/in/karayarnot
• @klyarnot
Moe Hutt
• 15 years Talent Acquisition experience
• Grew from recruiting coordinator to Enterprise
Program Manager
• www.linkedin.com/in/moehutt
• @huttm

5. From
From 2008 - 2011

6. What You Will Learn Today
The 6 Steps to Building a Winning
Business Case for Investment

7. Step #1: Document Info on the Problem
State the
Problem
Document
the Pain
Points
Identify
Quantitative
Issues
Identify
Qualitative
Issues

8. Example
Recruiter spends 2 hours/week reviewing unqualified referral
resumes and responding to employees and candidates.
10 recruiters on team 10 hours/week or 1,040 hours/year
Average recruiter salary is $50/hour

9. Example
Recruiter spends 2 hours/week reviewing unqualified referral
resumes and responding to employees and candidates.
10 recruiters on team 10 hours/week or 1,040 hours/year
Average recruiter salary is $50/hour
$50
per hour
x 1,040
hours/year
= in lost recruiter
productivity per year$52k

10. Step #2: Explain the Solution
Explain Proposed
Solution
Document Expected
Outcomes

11. Step #3: Outline Resources Required
Labor Tools/Techno
logy
Marketing Total Cost

12. Example
Labor
HRIS Analyst for 2
hours/week to administer
system
$4K / Year
IT resource for 1 week to
set-up ATS integration
$3k – one time expense
2 hour training for
recruiters on new tool
$1k to develop training –
one time expense
Tools / Technology
3rd party tool to meet our
needs
$35k/year subscription
$5k – one time set-up free
Marketing
Only internal employee
communication required
$0
Total Cost $48k

13. Step #4: Capture Gains
Quantitative Gains Qualitative Gains

14. We fill 1000 positions per year
Average employee generates $400 in revenue per day
1000 positions x $400 = $400k per year
Example
Recruiter Productivity Gains: $52k/year
Reduce Time to Fill by 1 day:
$

15. We fill 1000 positions per year
Average employee generates $400 in revenue per day
1000 positions x $400 = $400k per year
Example
Recruiter Productivity Gains: $52k/year
Reduce Time to Fill by 1 day:
$400k + $52k == $452k in first yearTotal Gains
$

16. Step #5:Calculate ROI
ROI
Total Gains
x 100%
Total Costs
=

17. Example
Total Gains = $452k in first year
Total Costs = $48k in first year
$
$
ROI
$452K
x 100%
$48K
=in first year = 941%

18. Step #6: Offer Comparison Cost

19. Celebrate

20. Other Programs
College / University Recruiting
Military Recruiting
Internal Mobility
Branding / Marketing / Advertising Campaigns
Contingent/Temporary Labor

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