If there’s one lesson the world has learned from the past three years, it’s that change is inevitable. The staffing and recruiting industry is constantly evolving, and those who don’t adapt and embrace change (especially recruiting technology change) won’t stay competitive. As the workforce becomes increasingly remote and filled with digital natives, a flexible, responsive tech stack – and tech culture – becomes increasingly crucial.
But many recruiters resist new technology, hesitant to have their workflow disrupted, their energy sapped, and their laser-focus on goals diverted.
Read on for a more in-depth look at why recruiters resist tech change and how you can lead your team through the change they resist.
Why do recruiters often resist adopting a new system?
Recruiters may resist adopting a new ATS or CRM system for several reasons, including believing the change will negatively impact them, being confused about the benefits of the new system, or experiencing fear of losing control and stability.
Here are some common objections from recruiters to their new system – and what to do about them.
They don’t understand why you’re making the change.
Recruiters may resist change if they don’t understand the reasons behind it. Change management starts with clear communication, so it’s essential to explain the benefits of the new system and how it will improve the recruitment process. By communicating goals your new ATS will help them achieve, you can increase buy-in and reduce fear and uncertainty.
They doubt that the new system will yield results.
Recruiters may be skeptical that the new system can live up to its promises. To overcome this objection, provide data and research that support the efficacy of the new system. Share case studies or testimonials from organizations that have successfully adopted the new system to help build confidence.
They fear the loss of comfort and stability.
No matter how painful your old ATS is, recruiters have built a routine around it and may be anxious about losing the comfort and stability of the existing system. To overcome this objection, it’s important to provide comprehensive training and support to help recruiters get up to speed with the new system. This will help them envision the new, more efficient normal that will come on the other side of onboarding.
They are concerned about the added workload from onboarding.
Recruiters may be concerned about the added workload from onboarding. To address this concern, it’s essential to provide a clear plan and timeline for the transition, along with resources to support the process. You can also consider adjusting the workload of recruiters during the transition period to help ease the burden.
They’ve had bad experiences with adopting new tech in the past.
Recruiters may have been burned by technology changes in the past, leading to a distrust of new systems. To overcome this objection, it’s important to acknowledge past experiences and address any lingering concerns. By providing a transparent and collaborative process, you can build trust and help them move on from the missteps of the past.
How can I successfully lead a smooth transition to a new ATS or CRM system?
Here are some additional tips for a successful change management process:
Involve your recruiters in the change process
Top-down change initiatives are less successful than open initiatives. In fact, according to a 2018 Gartner survey, organizations that adopt a more open process can increase their probability of a successful change from 34% to 58% over the top-down approach.
Involve recruiters in the change process as early as possible. This can help to build a sense of ownership and increase buy-in.
Demonstrate the benefits of the new ATS
Your recruiters may be resistant to adopting a new system if they don’t see the benefits it provides. Show your recruiters how the new ATS and CRM will improve their work processes and make their lives easier. For example, the new system may be more flexible and user-friendly, have a better candidate tracking system, or provide better reporting capabilities. Drive home how the new system will help them meet their goals, such as reducing time-to-hire, increasing recruiter productivity, and boosting revenue.
Provide comprehensive and ongoing training and support.
Your recruiters should understand how the new system works and what benefits it provides. You can provide in-person training sessions or webinars to help them get up to speed. You may also want to provide ongoing training to ensure that your recruiters are always utilizing the system to its fullest potential. This can include training sessions, online resources, and one-on-one support.
Solicit feedback and address concerns head-on
Anticipate and address any concerns that recruiters may have about the new system. This can include addressing the workload of onboarding, explaining how the new system will improve their work, or addressing any past negative experiences with technology changes. Encourage recruiters to provide feedback on the new system and make adjustments accordingly.
Finally, encourage your recruiters to collaborate and share their experiences with the new ATS and CRM. This can be done through regular team meetings or more casually over email or messaging. Recruiters can share their tips and tricks for using the system effectively. By encouraging collaboration, you can foster a sense of community and help your recruiters fully engage with the new system.
Remember, a smooth transition is not just about the technology, it’s about the people who use it. With careful planning and effective change management, the transition to a new ATS or CRM system can be more than just pain-free – it can be exciting. By modeling open communication and providing your team with the tools they need to succeed, recruiters can feel confident and empowered to embrace the new technology.
For more on successfully implementing a new ATS or CRM, check out this blog post.