How to implement recruitment software
Recruitment software for today’s recruitment agency is a necessary investment. With this in mind, you’ll want to make sure you’re spending your money in the right way and that it’s adopted by your entire business.
Before the purchase order is signed, gaining buy-in from all your stakeholders and identifying key features that the tech must do are key.
Steps to take when implementing recruitment agency software
Introducing something new into a business and getting everyone on board can be tricky, so steps must be taken to ensure it’s a smooth implementation process. Once the software for recruitment agency is embedded, encouraging your colleagues to embrace the shiny, new tech is never easy – especially in recruitment! This mini-guide gives you the rundown on embedding the tech and everyone being successful with it.
What to consider when implementing recruitment software for agencies
Get stakeholder buy in
- It’s advisable after the leaders in your business agree to adopt new recruitment technology, take time to speak and note every comment from colleagues – across the business. It sounds obvious, but it’s surprising how many recruitment agencies skip this step.
- As you know, everything filters down from management and they must get involved early on. You’ll never get this time back, so take time to ask what’s wrong with the current system and what you want from any new technology. You might be surprised at the responses you get. People fear change so this information gathering stage will be crucial, and possibly the most important of the entire process.
Assign roles to the implementation project
- Once you have everyone bought in, you need to assign roles. You can’t do it all yourself. First, you’ll need a project manager. Never before has assigning the right person been so critical. During implementation this will be one of the most important colleagues in your agency, so make sure they’re up for the job. People often think that a senior member of staff should be this person, and while it definitely should be someone who understands how your entire business runs, it needs to be someone who has the time and bandwidth to devote entirely to the project.
- You also need champions to help communicate progress to the stakeholders and a working party to alleviate concerns, timelines, liaisons with the supplier, and more. Pick people you can trust to deliver.
Clean your data before uploading
Any piece of recruitment software is only as good as the data you put in it, especially a recruitment system. Before you start throwing data at your latest piece of tech or uploading old data, make sure you do a spring clean to make sure the right information is going in. It’s an arduous and time-consuming task, and it’s not the most thrilling thing your consultants will ever do, however, do it now, and it will set you some unshakable foundations for the future.
Create a training plan for all stakeholders/users
- Once your technology is ready, a training plan will be required to ensure consultants and everyone within your agency is maximising your shiny, new tech. Your consultants will only use it as long as they understand it, so don’t dismiss this period and your supplier should help with the onboarding of your recruitment software.
- Unfamiliarity breeds resentment so if consultants are struggling with it, they will revert to not using it, as opposed to asking for help. Therefore, providing the right level of training for your people will give them the tools to use the tech immediately.
- Technology can often be the Achilles heel of recruitment agencies, and in a world of such incredible technology, it shouldn’t be. Being organised and clear on what you’re trying to achieve and then a training plan backing everything up will see you on the right course.
Consistent communication
- Just because the new technology is installed and everyone is using it, this is not the end of the journey. Now’s the time to demonstrate how much time the tech is saving and where the agency is being more productive.
- Keep talking to colleagues to see how improvements can be made to tech and process so that you are evolving and striving for constant excellence. Consultants want more accountability so lean on their desires to get involved and retain your champions too.
