You’ve audited your work process, watched countless demos, asked all the questions you could think of, and, finally, picked the right staffing technology for your team.
One of the most significant hurdles in staffing technology implementation for many teams is getting your recruiters to use it. Some don’t see the value in a new tool right away, some prefer to do things their way regardless of resources, and some just don’t have the time to learn something new.
Here are 5 ways to tackle some of the most common challenges and get your teams on board with new staffing technology.
Involve Your Team From the Start
Before you sign on the dotted line, get your team involved in selecting the technology you implement. Hire Road bought their team lunch and sat down to talk through what would make their workday better, and even getting a demo together just for your recruiters can make sure that their concerns are heard and addressed before a final decision is made.
This may not be reasonable for larger teams, but there are ways to make it. Get a few superstar recruiters together to look at the solution and see how they think it will fit into existing work processes.
Remember that the most important part of this is actually to listen and respond to the feedback. You’re just building roadblocks for yourself if you ask for feedback and then don’t act on it.
Focus on Value
Implementing new technology is a lot of work. There’s no way around that one. Many recruiters have a system that works for them, and the idea of shifting it just isn’t in the cards.
Involving your team in the selection process is excellent, but you also need to be able to sell the tool, and the way to do that is to focus on the value that they’ll be getting out of it. Getting case studies from your software provider can be a great way to highlight what other users have seen.
Be honest about what will change and honest about what won’t. No software will fix everything, so don’t pretend it will.
Invest Time in Training
It’s unbelievably hard to carve out more time in the day (especially when we’re facing the hiring world we’re facing right now), but a little effort now will have lasting long-term benefits.
One of the best ways to handle this is to make learning and development a tenet of your company culture. With that effort, recruiters will know that taking time to train and adding new technology is something that they can expect in their role.
Work with your technology provider to outline what the training process will look like. How long will it take? How many calls are involved? Is there a chance for asynchronous learning? What about accessible learning tools? How will new employees be trained if they join the team after the official onboarding process?
Make It Fun!
Never underestimate the power of a good party. The MeeDerby team shared in our recent webinar with SIA that they like to make launch day a party! They worked with us to release their customer story, had a big launch meeting, wore HiringSolved t-shirts, and posted pictures. The more fun you can make it, the better.
You can also set up a reward system for using the tool. MeeDerby did precisely that: They updated their incentive plan to make it part of their team’s plan to use the new tool. In their case, if you made a placement using HiringSolved, you made a larger percentage.
Rewards and parties – can’t get much better than that!
Always Be Ready to Change
Flexibility is vital in using the tech, communicating it with your team, and adjusting it as time moves forward. Using and implementing technology is a constant learning process. That’s why we suggest making learning a tenet of your culture, so you are always willing to polish and adjust.
Showing your team that you’re invested in constantly adapting to make sure that tools work for them will also help with retention. When you’re investing in a technology tool, you’re not just investing in that tool. You’re showing your team that you want to invest in their success by giving them resources that support their efforts. Ultimately, people want to invest in companies who invest in them. While investing in new technology can be a significant undertaking, it’s a win for everyone involved when you do it well.