Recruitment technology only works as well as it’s implemented. Whether it’s a minor technical change or a full-on new ATS, what makes an implementation a good implementation?
Types of implementations
There are a few implementations you can focus on using for future developments. What you choose depends on your technology, long-term objectives, enrollment process and competition in the market. Let’s take a look at popular ways you can execute your recruitment plans.
1. Direct cutover
Direct cutover is the replacement of an old system with a new one. This change happens in one go rather than implementing small steps at a time. You could choose another applicant tracking system with expanded features like online interviews, requisitions, and employee referrals.
2. Big bang
Big bang is the extensive version of a direct changeover. These bigger launches have more risks that are associated with integration failures and negative candidate feedback. However, when done right, you can adopt new technical developments that put you ahead of competitors.
Phased is for recruitment agencies who prefer smaller steps. You can break the development into manable releases that prevent employees from becoming overwhelmed. The phased approach gradually rolls out implementations that give you better control and planning.
Pilot is a small-scale implementation that reduces the risk of poor experimentation. You might change an interview platform for only 10% of candidates to test out certain features. This can help you test out new technological developments before applying them to your company.
5. Emergent change
Emergent change is a continuous and open-ended process that can happen at any point. There’s no need to follow a linear strategy when making planned changes. Companies who use this approach usually make small improvements every month to retain job applicants.
6. Parallel run
Parallel run is a safety net for your company. Both the new and old developments run simultaneously to ensure the new version is capable. For example, you may use two applicant tracking systems at the same time to determine which strengthens the candidate experience.
What makes a good implementation?
A good implementation requires strategy awareness. You need to understand your mission when it comes to finding the best technological developments. The commitment to change and using effective resources can help you improve your recruitment process in the long term.
You need to understand your mission when it comes to finding the best technological developments.
89% of job applicants think mobile devices play a huge role in the job-hunting process. This is something to consider when you plan future advancements. Every plan should list out tasks in the project, duties for the HR team and outcomes that derive from this implementation.
Some key components to be aware of are people, culture, resources, systems and structure. Anyone looking to implement new strategies should always consider these factors. Who are you making the changes for? What are you hoping to achieve when putting the system in place?
How to prepare for technological changes
1. Consider your requirements
You should evaluate your requirements to determine which developments are more suitable for recruitment. Think about what processes work well when it comes to gathering candidates. Each implementation should be performed, recorded and measured to get the best outcome.
2. Plan for contingency
Planning for a contingency safeguards your company. You can predict risks and consequences that might derive from a new technical advancement. On average, 32% of people will avoid a company after one bad experience, so it’s important to take the right steps during this time.
Some greats ways of planning for a contingency include:
- Documenting essential processes
- Creating a list of potential risks
- Evaluating the impact of each risk .
- Calculating costs of contingency reserves
- Designing the right response strategy
3. Organise work beforehand
One big challenge is the ability to track daily tasks while implementing a new change. It’s easy to get confused and forget the current systems you’re working on. You should plan what projects need to be completed beforehand to ensure your company and HR team stay vigilant.
Also, remove duties that aren’t contributing and focus on cross-functioning skills. Bring teams together to discuss how your recruitment process can survive during technical advancements.
Implementing plans for recruitment technology
A good implementation needs to be precise and organised. You can think about what candidates require during the recruitment process and how they will benefit from a change. Of course, implementations aren’t always easy, but they’re essential for company growth. For more guidance, Recruitment Tech offers tips on successfully implementing recruitment tools. There are several ways you can make small or big changes without posing risks to the overall process.
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