As a recruiting specialist, you are often challenged to justify the investments that your organization makes in its recruiting program. You need the tools to be able to show that the recruiting program not merely is a cost center but also improves your organization's bottom line.

By following recommendations from experts at Resume Mirror and by using Microsoft Office System tools, you can measure the return on your recruiting program and the return on the technology that you use in the recruiting process.

First, you need to gather information on your recruiting program. Then, you can calculate the return on investment (ROI) for your entire program or for a specific recruiting technology or process. Finally, you can present your findings to senior managers so that they can understand the value of your recruiting program.

If you want to adopt a new recruiting technology, you can calculate the potential savings that the technology can bring to your organization. By demonstrating the technology's value, you can get management's buy-in.

The following information and tools can help you document the value of your recruiting program.

• Evaluate the ROI of recruiting software (Article)
  Discover how you can evaluate your return on investment in recruiting software by following the advice of experts from Resume Mirror.
• Recruiting ROI checklist (Template)
  Collect information about your recruiting program by using this template for Word 2003.
• Automated resume and application processing (ARAP) savings calculator (Template)
  Calculate the savings you can gain from automating your resume processing by using this template for Excel 2003.
• Return on investment of the recruiting process presentation (Template)
  Inform management of the value of your recruiting program by using this template for PowerPoint 2003.