Without This, Your Highly Visible Recruiting Tech Investment Won’t Pay Off

If your people don’t care about your recruitment process, introducing recruiting technology into the mix is unlikely to help. It can actually make things worse. On the other hand, if you’re running on all cylinders, tech can become the heart of your recruiting function.

Apart from the super-intelligent robots who some say are taking over the world, the success of most technology is still dependent on the human intelligence responsible for its implementation. If humans nourish their tech in the right way, the relationship will flourish — if they neglect it, it will die on the vine.

The triumvirate of people/process/technology is central to many industries. However, in people-centric industries like recruiting, the human aspect is especially critical.

Whether you are implementing the latest ATS or upgrading your CRM software, your level of operational excellence will dictate its success. Although tech can be constrained by its functionality, your people’s potential is virtually unlimited — you simply need to understand where improvements need to be made. Before we embark on any tech implementation with our clients, we first determine if the foundation for success is present.

Firstly, consider the attitude and state of mind of your recruiting team. How do they engage with your candidates? How do they manage your data? How does the team “feel” about their job, and how could this feeling be improved? When a recruiting organization is engaged in their work, introducing new technology is a relatively smooth process. When people don’t care so much (for whatever reason), the integrity and consistency of your data will be corrupted, and a destructive cycle of poor input = poor output will be the end result.

Second, while you might have the right team in place, consider whether your process is as efficient as it could be. If you have the most diligent people, doing exactly what is asked, but the process doesn’t support them, the introduction of new technology can easily complicate matters. Determining the best way to maximize your process, and understanding what’s needed to get there, can engage and empower your people to operate at a much higher level. When your team is comfortable with the way technology enhances the recruiting function, they are more likely to take ownership and embrace the process.

ATS, CRM, and onboarding technology is far from a new phenomenon. Most companies have “integrated” some level of functionality. Unfortunately, very few are using it to its full potential. For some, misuse of the technology makes them less efficient and less candidate-friendly. More often than not, the issue lies with the people and the process, not the technology.

An impact analysis needs to be done to ensure you give significant thought to how a new ATS would affect not only your processes, but also your people. As a result, you can save a considerable amount of time and money that otherwise would have been spent on post-implementation rework.

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What experiences have you had with recruiting tech implementations? What would you like to improve? If not carefully designed, poor people alignment and misplaced process adoption can easily ruin the most innovative and well-intentioned technology solutions.

Can you afford to make that mistake?

 

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Elaine Davidson is the founder and CEO of Beacon Lane Consulting (Beacon Lane). She serves as a talent acquisition strategist, performance consultant, and trusted advisor to recruiting and HR leaders around the globe. They rely on her expertise to improve their team's results in a deliberate, organized, and operationally sound manner. Before founding Beacon Lane, she made her mark in corporate America. She enjoyed a career that spanned more than 20 years and was recognized as an authority in global corporate talent acquisition and operations roles for some of the world's finest consulting and financial services organizations.

Boutique-by-design, Beacon Lane is a global consulting firm dedicated to operational excellence for talent acquisition and delivers best-in-class solutions to companies across industries and geographies. With a strong financial and analytical background, she and her team help clients make sense out of the plethora of  tools and ideas that flood the recruiting landscape; all the while, staying acutely focused on the operations and processes that serve as the backbone to a thriving talent-acquisition function.

Whether implementing an ATS for optimal impact, developing new recruiting strategies for sustainability and maximum effectiveness, or simplifying operations for increased efficiency, Beacon Lane Consulting is relied upon to quiet the noise of uncertainty and provide solutions that clear the path to greater organizational success.

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2 Comments on “Without This, Your Highly Visible Recruiting Tech Investment Won’t Pay Off

  1. Thanks, Elaine. Recruiting heads might start out the process by:
    1) having a detailed survey of what each and every person in her/his organization needs to make their particular jobs better
    2) compiling, aggregating, and analyzing the results
    3) determine what potential tools (budget-compatibly) solve these problems
    4) have various test-groups try out the products and give their feedback
    5) purchase and implement based upon 4)

    This is in contrast to the usual situation where the recruiting head signs off (without Recruiting’s input) on some expensive, over-complicated, counter-intuitive. “buggy” system that s/he rarely if ever has to use, and we’re stuck with the mess, aka “consequences”.

  2. Thanks for sharing Elaine. I agree, adding new technology to your company will only work if the whole team is ready to embrace them. Keith’s points below are all great suggestions. Your team should be involved in the decision to implement new software. Especially if you intend for these products to be used on a daily basis.

    Instead of buying one of the big names, I recommend people to look around and compare the options before purchasing. Most ATS providers offer a free trial period or demo to get to know their product. Recruitee (https://goo.gl/6Affw3), for example, offers a free 18-day trial with unlimited accounts. That way, you can try the product and see how it works. Conversations with peers in the industry are usually a good starting point to see which product they recommend.

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