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• Online shortlisting process – allows the short-listing/interview panel access to utilise the screening question answers and capabilities matrix to shortlist online.
• Online vacancy approval process – A tiered approach to approval, whereby, the
  first approval is given (e.g. line manager), before the second approval is requested (e.g. finance).
• Screening questions – specific questions can be added to vacancies which will reduce the number of applications made which are unsuitable for the position
• Staggered publishing of a vacancy – posts can be advertised in a specific order (e.g. to the redeployment pool initially, then internally only, then to wmjobs front end and other jobs boards).
• Jobs boards – automatic links to jobs boards (e.g. Jobsgopublic, The Guardian,
  Total Jobs).
• Online CRB process for new and existing employees – this will significantly reduce
  the time to hire, and avoid inaccuracies and eliminate the need to re-submit forms.
• Automatic links to psychometric tests – A job can be indicated as needing a
  psychometric test and this can be triggered online at any point in the recruitment process.
• Bank of documents/templates (e.g. job descriptions, person specifications, advert
  templates).
• Candidates tracking – applications can view the progress of their applications,
  select their interview slot.
• Talent pools – utilisation of specific talent pools for skills shortage area (e.g. social
  work).
• In-depth reporting tool (e.g. monitoring information, calculation of cost to recruit per
  post).
• Redeployment pool (per organisation at present, with the ability to create a regional
  pool if partners wish).

Below is a list of savings provided by partner organisations, which illustrate what a council
could achieve, by adopting the full system.

• Advertising Spend (estimated 30% reduction in print & online media costs). Typical Met, County, Unitary saving £41,465 pa.
• Application Process (proposed 50% reduction in paper applications for LAs). Typical Met, County, Unitary saving £7,449 pa.
• Personnel (savings in HR posts per LA as automated workflow reduces the need for
  staff to process vacancies and applications). Typical Met, Unitary, County £32,000 pa.
• Capital Investment (savings based on those LAs who have plans to develop a
  similar system, figure based on the mid range of quotes from potential providers).
  Typical Met, Unitary, County £40,000.
• Licensing Fees (savings based on licensing fees provided by potential providers).
  Typical Met, Unitary, County £30,000 pa. Cost savings will also be apparent by partner organisations through discounts negotiated with Capita (for online CRBs), SHL (for psychometric tests), and jobs boards (namely Total Jobs, Jobsgopublic and The Guardian). These costs will be considerably less than if an organisation were to secure a contract individually.

In addition to the savings identified above, there are considerable non-cashable benefits for organisations, of fully utilising the new system:

• Savings in agency staff costs - the system will help reduce the overall time taken to fill a process due to automated workflow systems. Therefore, resulting in a reduction in the need or length of time required to back-fill posts.
• Savings in developing talent pools – the system will allow an organisation to
  create internal talent pools to reduce the need to go out to advert for vacancies (e.g
  for. Social Workers).
• Savings in CRB processing – Capita will be providing online CRB disclosures for
  new and existing staff, reducing the time taken for CRB checks to clear and the
  reduced administration time spent by staff in processing paper applications.
• Partnership working – being part of the wmjobs consortium can bring about
  benefits from sharing best practice from other organisations, bulk buying, and
  delivering joint recruitment campaigns.