If your team is looking to invest in some new recruiting technology, you’re not alone. According to Aptitude research, 62% of companies are increasing their investment in talent acquisition technology. But how do you know what tools you need? What options are even available to you?
Before investing, you need to define what your team needs and what sort of investment you’re willing to embark on. After all, there are plenty of options for recruiting technologies.
There are ATSs, CRMs, HRISs, chatbots, resume screening, assessment tools, interview scheduling, job aggregators, video interviewing, talent intelligence platforms, and more! When the options are that limitless, you’ve got to go in with a strategy.
Choosing the Right Recruiting Technology for Your Team
Start by taking a look at your existing processes.
What is missing? Where are there roadblocks? Where could things be made easier to improve your recruiters’ work balance?
Make a wishlist of everything you’d like to see in new recruiting technology, and then talk to others. Groups on LinkedIn, Twitter, and Facebook are great places to crowdsource opinions on what has worked for other people with the same issues. You can share what you’re looking for, and there’s no doubt that someone has faced the same problems and has a tool they love.
Tip: What are your plans to get your recruiting team on board with a new tool? What can they expect to get out of it? Make sure to have a change management plan before implementing a new tool. Let’s face it: No tool will provide ROI if the team doesn’t use it.
When you have a shortlist of tools, it’s time to get to researching.
Research, Research, Research Your Options
Let’s say you’ve decided you need an interview scheduling tool and a talent intelligence platform; great! Now what?
As you begin the research phase, it’s essential to understand the true extent of what sort of investment you’re ready to handle. Investing in recruiting technology takes more than just budget; it takes time and effort from your team to change the status quo. Get your stakeholders together and make sure that everyone is aligned about what is needed, expectations of the technology, and the budget (in both dollars and time). Knowing your expectations, timeline, and budget will help narrow down the vendors.
If you’re looking for more questions to ask yourself and your team in the research process, check out our blog post here.
This is another excellent time to turn to social media for reviews. When you’ve selected your shortlist, look up reviews for those particular vendors in recruiting and sourcing groups. You’ll be able to ask questions of actual users and hear the good, the better, and the ugly.
Get Some Demos On The Calendar
When you have a few vendors in mind, it’s time to schedule demos. This is another place where you need to decide who is involved and to what extent. Do all of your stakeholders need to be in each meeting? Or are you appointing only a couple of people to handle the demos and report back? The right way to go about it will vary depending on your team, but it’s essential to make the decisions before scheduling those demos.
Tip: Have at least one person who knows the budget, one who knows the team’s needs, and one who will use the tool on the call. If all of those roles can be handled by just one person – that works, too!
We also suggest coming into demos with all of your current questions ready. Some great questions to start with are:
- What does the support process look like for existing customers?
- How easy is it to add seats or change roles as your team grows?
- When is the tool updated? How often can you expect optimized functionality?
- What sort of data security is provided?
- How does your tool fit within our existing processes?
You’ll come up with more questions as you see the tool and imagine how your team will use it, and any vendor worth their salt will be ready and willing to answer any questions you have.
Tip: Come with your concerns alongside your questions! Consider framing your thoughts into the sentence, “I’m worried that….” This will allow the vendor to assuage your fears and give you the clarity you need to know if the tool will solve your problems.
Onboard and Adopt With Intent
Spoiler: You can’t just give a tool to your team without some onboarding and adoption plans in place. Change is hard to handle, no matter how valuable that change may be. Your vendor should provide you with an outline of how the implementation process will go, but when it comes time to use the product – that’s on you.
One of the easiest ways to get people on board is being incredibly transparent about what the tool does, how it does it, and how it will affect their work process. Take these conversations slowly to avoid overwhelming everyone. While it may take up most of your day to implement this change, recruiters are still focusing on sourcing and hiring, so they can’t take on software implementation full-time.
Tip: When onboarding, start with a small group of “pilot” users. Bring in a diverse group from your recruiting team to test out the new tool, give feedback on how it can be better used in reality, and then make adjustments before rolling it out to the whole team.
Remember…there is no single right way to implement recruiting technology. There are some best practices and some ways to do things more effectively, but ultimately, what works for your team is what works for your team. Hopefully, these suggestions will help you move into the new year with the knowledge you need to make the best choice for your team.