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Recruitment technology

How to Gain Technological Buy-In from the HR Team

Clare Hopping

Despite the fact that new technology can positively transform the recruitment process, many HR teams actually see it as a threat. Get your colleagues on board with these five easy steps.

office_conversationFrom video interviewing to automated emails, technology is now a critical part of the recruitment process. Despite its clear advantages, though, selling it to HR teams is no easy feat – especially if they view it as the competition.

Some HR employees fear that if new technology is too efficient, it might actually put their jobs at risk. In reality, this technology is far from a threat – it’s actually an advantage that will undoubtedly make their jobs much easier. Here’s a step-by-step guide to establishing new, up-to-date HR strategies and convincing your team that they’re worth the adjustment.

Establish a Need

Quite often, HR teams operate with the all-too-common attitude, “If it ain’t broke, don’t fix it.” To overcome this unproductive mindset, you need to be clear about what exactly isn’t working, and why exactly it needs changing.

Be as clear as possible with your team and ask specific questions in order to identify even more specific answers. Why does your organisation need this technology, and how will it benefit? How much will it benefit from these updates, and who will be responsible for implementing them? Try giving some examples of other organisations that have used similar technologies to better their HR processes and explain how and why they were successful.

Know Your Audience

Try informally chatting with your colleagues to find out what they think could be done better, what’s stressing them out, or what’s frustrating them about the process. Once you have a little more internal information, you can put together a plan to show your colleagues how certain new technologies could address or solve their problems and help your whole team achieve its objectives for the year.

Knowing the concerns of your co-workers early on will allow you to carefully anticipate questions, prepare answers in advance, and articulate your ideas about introducing some new techniques.

Engage Key Players Early

Engaging colleagues from the outset can be critical to ensuring buy-in, according to the Human Resource Executive, which recommends enlisting executives as ambassadors who promote the plan to others. Try holding an introductory meeting or panel, or set up a project group and invite key members of the HR team to participate in it.

You can use these initiatives to introduce the new strategy, emphasise its benefits, address any potential concerns, and hone in on the implementation and rollout plans. Ask members of the group to play a role in the communications process so that there’s more than just one voice championing the scheme – having key players engaged from the start will help you get everyone else on board later.

Arrange a Demo

The best way to prove your ideas are valid is to set up a demo of the new technology and get your HR team together to try it out and offer some feedback. Giving colleagues a sneak peek of the new scheme and offering them an opportunity to ask any questions they have will help establish a trustful and collaborative attitude.

Emphasise the Importance of People

If the biggest barrier to implementing the new technology is a fear of change, make it clear that there’s nothing to be afraid of. Explain to your team that the shift will free them of certain arduous administrative tasks and give them more time to actually scout and develop new talent.

According to Deloitte University Press, CEOs and other senior executives are more concerned than ever about acquiring talent, and 87% are highly concerned with their company culture and employee engagement. Another report from CIPD confirmed this, showing that employee engagement was rated as the current top priority for HR functions.

The universal belief is that new HR technology will allow companies and individual teams to focus more on improving this employee engagement by minimizing the time they spend on administrative and bureaucratic tasks. While tech plays an essential role in the recruitment process, what’s most important is that it allows HR employees to focus on the most important part of the job: actually getting to know the people they’re potentially adding to the team. Once you’ve shown this, there should be no problem convincing your staff of why this technology is so useful.

(Main image credit:Text100/flickr)

Clare Hopping

Clare Hopping has been involved in the recruitment of both full-time employees and freelance staff for ten years. She specialises in recruiting staff via social media and digital platforms.