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HR Technology   | 5 Min Read

Three Major Challenges Coming in the Way of HR Tech Adoption

Written By Bhuvi Kathpalia

Recent times have seen a digital transformation in business processes, especially in how companies are recruiting their tech talent. From the pen and paper days to online job posting portals – more and more companies are moving away from traditional hiring processes and trying out new tools and technologies to make hiring a pleasant experience for both the recruiter as well as the candidate.

However, technology adoption is a slow process, and there are various roadblocks on the way. According to our report, Tech Hiring & Technology Adoption Trends 2019, the biggest of them being the transition from a traditional outlook to technology and data-driven process and the lack of knowledge and awareness around it. Smaller organizations are struggling for budgets, while bigger ones are stuck in a vicious cycle of multiple approvals.

1. Lack of Knowledge & Trust

According to the Tech Hiring & Technology Adoption Trends 2019 Report, 32% of organizations lacked knowledge about various technologies and tools available in the market that streamline the tech recruitment process and achieve a better ROI. 

Recruiters have traditionally been about human relationships and have not been actively involved in the adoption of technology. With the sudden influx of hiring management tools and technologies, not only are HRs feeling clueless and overwhelmed, but they are also extremely skeptical about its performance and effectiveness. 

New technology can definitely benefit your organization, but only when your employees see the benefit of it. Organizations need to invest in awareness programs and training of their recruiters and hiring managers to get them to speed with the latest technologies making a buzz in the recruitment landscape. Help your employees adapt to technology by making them see how a particular tool can reduce their manual work or cut down on their time by customizing the training to every stakeholder group.

“People are naturally reluctant to change from traditional HR practices. However, new technologies on the factory floor will not be adopted if we don’t have the people who can rapidly adapt to new tools.” - Sarah Boisvert, Founder, Fab Lab Hub

2. Lack of Budget

For most startups and small organizations, lack of budgets is one of the main challenges that come in the way of technology adoption after lack of knowledge. Since the HR department never had to invest in technology before, its budget allocation is still limited. 

Also, due to the low know-how around recruitment technologies, HRs often struggle to justify the ROI related to technology adoption. In the bigger scheme of things, recruitment technologies are often overlooked as contributing to the overall efficiency of the organization.

Recruiters need to start focusing on the key metrics that define the success rate of the hiring process, mainly time-to-hire, cost-per-hire, offer acceptance rate (the percentage of offers that were extended by the organization and accepted by the candidate), rehiring rate (the percentage of times one position opens again in the same financial year, candidate experience, and other such parameters. Recruiters and hiring managers need to map these metrics against tool usage to be able to build a strong case to support the budget requirement and justify the ROI on technology adoption.

3. Long Hierarchical Cycles for Approvals

According to the report, big conglomerates say 17% of their challenge, when it comes to technology adoption, is getting approvals. The bigger an organization is, the more rules they need to comply with. The introduction of new technology in an organization with long hierarchical cycles can take an excruciatingly long time to get approved, and in most cases get sidelined due to other priorities.

Technology means change, but in many cases, the stakeholders are so used to a set method that they don’t want to go through the process of inducing that change.

Best Practices for Successful Technology Adoption

In order to be able to overcome these challenges and hire at speed and scale, there are a few practices that organizations and recruiters can keep in mind while adopting new technologies:

  1. Ensure that the new software can easily be integrated into your current environment to minimize downtime and expensive IT interventions. 

  2. The new software should be scalable to hold all your data in one place and allow you to expand without hindering operations.

  3. Make sure you’ve weighed all available software and chosen the best one that suits your business needs while being compliant and secure.

  4. Go for a software that lets you do more with less. Choose a software that serves as a one-stop-solution and automates much of your recruitment needs.

Technology adoption can elevate the recruitment experience for both the candidates as well as the employer. Intelligent HR management software allow recruiters to map every candidate’s life cycle right from when their CV enters the system till the position gets closed and beyond, if the candidate is recruited. A unified system can serve as a single serving platform that caters to the needs of the recruiter along the various stages of recruitment – right from sourcing to on-boarding.

It is time for businesses to understand the contribution of technology to decreasing time-to-hire, cost-per-hire, improving employee satisfaction. Along with providing a positive employee experience, a technology powered workplace ensures that it has the right kind of resources that are agile, flexible, and inspiring for its employees to be productive and efficient.

Still Not Convinced to Adopt Technology in Your Recruitment Process?  

Download our report on Tech Hiring & Technology Adoption Trends 2019 and learn how organizations are innovating their hiring operations.

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Topics: HR Technology

Originally published August 22 2019,updated September 14 2019

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