Presenting an ROI driven cost/ benefit analysis to a CFO can be a complex undertaking, but it’s essential that HR leaders build a strong business case. The biggest obstacle many teams face is an unclear framework of how to assess ROI.

While some things are easy to measure in recruitment and ongoing employee costs (i.e. job postings, salaries, employee benefits), other things are more difficult to track.

Specifically, it’s often difficult to attribute the time invested by HR and People departments in preparing for new employees and managing onboarding workflows with compliance costs. And that’s before we begin to assess the ROI of ramp-up time for new employee proficiency, benefits of early employee engagement, and the broader influence on employee culture and team success.