Spark-Hire-Transitioning-Recruiting-Technology

4 Things to do When Transitioning to Different Recruiting Technology

When transitioning over to a new recruiting software, it is important that you take the right steps in ensuring that the software investment is a success.

There are 4 key things you should do in order to get the most ROI on your new recruiting technology.

1. Research the technology

Research is always helpful when learning a new program.  I’m sure you did a lot of research before purchasing the new technology, but that doesn’t mean that the research is over.

Continue researching how other recruiters are utilizing the system and you may find excellent first hand solutions and tips on making the most of the technology.

If you know of other recruiters or contacts who are using the same system, ask them for tips on how they are getting the most out of the new recruiting technology.

2. Learn the technology

Most recruiting systems will come with some sort of training program from the selling company.  Take time to go through this training and learn how the system works.  Make sure that anyone within your company who will be utilizing the system sits in on this training.

3. Create SOP’s

Once you know how to use the system, it’s time to figure out how your business will best utilize the system for its needs.

If you have someone on your team who understands the technology and enjoys learning the ins and outs of the system, consider naming this person your in-house expert when it comes to the system.

Your system expert should work with different departments regarding the usage of the new technology, thus developing SOP’s or Standard Operating Procedures for the system accordingly.

These SOP’s will provide a usage guide for each department which will help in the day to day operations.

4. Provide in-house training

Don’t think that training stops after the initial introductory training on the system.  You must continuously offer training on system upgrades, new found functions and processes, as well as offer training to new team members.  This type of training is quite often more beneficial if completed in-house, where you have control over how and when the training is conducted

If you are fortunate enough to have an in-house expert on the system, consider promoting this person to your designated trainer.  Also, don’t forget that many systems come with technical support for as long as you have the system.  Your in-house trainer should be in frequent contact with this support in order to make the most of your training program.

What are some other things you would do when changing your recruiting technology? Please share your tips in the comments below.