Updated technology isn’t a perk for a modern staffing firm, it’s a necessity. In fact, almost one-third of staffing industry leaders (32%) plan to invest in new technology this year, according to a 2019 CareerBuilder survey. That’s a good thing, considering that 67% of hiring managers believe it is very or extremely important for their staffing firm to use up-to-date technology.
With all the latest and greatest developments in staffing technology, it’s easy to brush new tools off as trends. However, it’s advanced tech that keeps staffing teams connected with top talent and increases effective collaboration with internal employees and clients.
Aside from the obvious external factors, evolving technology equips you with insightful metrics to help you create the most efficient and effective staffing solutions.
Increased communication, improved collaboration, insightful metrics — this all sounds incredible. But we know the act of actually implementing new technology into your firm isn’t a black-and-white process.
We’re here to help you take the complications out of implementing new technology and get back your team back to doing what they do best:
Discuss the purpose behind the new tech
Many staffing pros to get stuck in the status quo. It isn’t because they’re lazy or complacent. In reality, there are many moving parts in staffing, once they find a groove achieves placements, it’s easy to feel weary of changes in the process.
This attitude creates negativity around new technology before you even mention it. Springing implementations on your team before they know in-depth details will only decrease their willingness to use it in the future.
Discuss why you want to add specific technology into your staffing process. If possible, share internal metrics proving you need it to solve a specific problem. Also, share the goal of the new tech and how it will directly improve the lives of your team, once they’re past the growing pains.
During this time, open the floor for any questions or concerns. You don’t need to immediately have all the answers, but this does allow you to squash hesitations before asking your team to work with the new technology.
Layout a clear timeline
There’s a fine line between wasting time and rolling out new tech too quickly. Either way, it could result in tech not being taken seriously or used properly. As a result, your staffing firm is throwing money into a solution that’s ultimately not being implemented.
If this has happened to your team, you’re not alone. At staffing firms in CareerBuilder’s survey, leaders cite inconsistent use of systems as their biggest frustration with technologies (31%).
Create a strategic timeline with your team. Let them know you don’t expect instant adoption of the new tech and won’t inundate their already busy schedules with more than they can handle. Share when the technology will be available to them, training sessions, and future support plans to build the new tool into one of their natural processes.
Offer flexible training sessions
Before purchasing new tech, you should already have a plan for success in place. This starts with researching companies to ensure they come equipped with a customer success team prepared to help with adoption and change management.
Once you’ve identified the right tools for you, meet with their customer success team to learn who will be involved in the implementation of the product. Allow them to help you create flexible training sessions that work for your team and their unique needs.
Don’t overwhelm your team with set-in-stone mandatory training times. Offer flexible options for both time slots and hands-on or virtual training availabilities, depending on what your new tech partner can offer.
Measure frequently
As you put in all the work to find and implement new tech for your team, some staffing pros will remain hesitant — or just plain headstrong. They’ll need proof the new tech is a beneficial addition to your suite of tools before changing their habits.
The good news is, metrics also show you where the tools are effective and flaws in your current system. Share metrics on an ongoing basis to create space for open communication with your staffing team. Allow your team to also share their input to see where the metrics and their challenges align.
