Written by Guest Author | May 6, 2015
Many HR professionals will find the concept of introducing software into the traditional HR environment a daunting mountain to climb. On its most basic level, the effort required to understand the terminology used can be intimidating, let alone facing the fear of lack of buy-in from stakeholders.
However, investing in recruitment software – such as an applicant tracking system – will allow you to free up that valuable resource and enable you and your team to focus on key strategic objectives you’ve committed to, and vastly reduce time spent on dry administrative duties.
Here are just a few areas you will need to consider to help you put together your case for implementing recruitment software within your business:
1. Stakeholder adoption
As with any change, the fear that the stakeholders will reject the use of your new system is rightly a concern for many.
However, you can fairly easily minimise the likelihood of such an issue by considering the following:
– Have the stakeholder experience at the centre of your thinking.
Identify a cross-section of influential internal stakeholders to act as a focus group and advise you throughout the development, testing and implementation of the system.
– Learn from your peers.
Information is power – speak to your colleagues, learn from their mistakes and find out what worked for them.
-Don’t expect everyone to be as excited as you are.
Sometimes it might feel like everyone is against your change – patience, a large dose of enthusiasm and a positive attitude are key to tackling these – as is having all measures and performance improvement indicators to hand to manage objections as they arise.
2. Timelines and Resource
Don’t be naïve about the resource and time requirements for the project. Always ensure that there is a healthy contingency in your plan for things that go wrong, delays or issues that arise unexpectedly.
3. Get IT buy-in
Make your IT colleagues your first internal point of engagement as you explore software within HR. It may sound obvious, but the knowledge your IT colleagues hold and previous experiences in system roll-outs will be vital to you developing your approach.
4. Don’t forget that human touch
Software has a well-deserved place at the table when considering commercial efficiencies; however don’t lose sight of the fact that HR and recruitment is “in the business of people”.
No matter how great your systems are, they will never and should never seek to replace the human touch – providing users with access to a human being when needed is pivotal to retaining a positive reputation as an HR team.
5. Recognising Process Efficiencies
Most system providers will use the flexibility and bespoke nature of their systems as a selling point, allowing clients to adapt the process flows to reflect their needs.
If, however, you’re accepting that one of the main motivations behind the use of software is that your manual processes are inefficient, then use this change as an opportunity to review and re-engineer these processes.
Accept the expertise and knowledge of your suppliers – these suppliers have seen hundreds of HR teams, systems and processes, they have a true understanding of best practice and innovation, what works and what doesn’t.
6. Appropriate budgeting
We all operate on a shoe string, and so to maximise the potential for budgetary sign off and, ultimately, success of the system through return on investment, make sure that you choose a system that is fit for purpose and not necessarily “best in class” or leading edge.
If your requirements are modest, don’t be dazzled by the bells and whistles on the market – there is little point in implementing an expensive, all-singing-all-dancing system when you only actually utilise 20% of its functionality.
Investing in recruitment software can, and will, radically transform the output, efficiencies and reporting of any HR or recruiting team.
And whilst implementing it may seem daunting, through the appropriate use of it, you will equip your team with the insight, tools and knowledge to ensure the HR function continues to attract, engage, nurture and develop the best talent for your organisation.
This article was featured in HR Grapevine’s Guide to HR Technology.