Consider these 3 things when Accessing New Technology to Recruit Top Talent

In an age where companies are competing to deliver you the best and brightest technology, it’s not unusual to find yourself overwhelmed. Not only can contacting the long list of potential vendors be time consuming, but there’s also a risk that the technology you finally choose isn’t adopted by the entire organization or falls short of what is expected. Behind every company is its people, so it should come to no surprise that the technology recruiters use should be a serious investment.

In our latest Hiring Hacks webinar, we invited Olivia Melman, Recruiting Operations Manager at DigitalOcean and Rusty Lindquist, VP of Thought Leadership at BambooHR to break down what recruiters and HR leaders need to look for when considering new technology.

Do you think you are you asking the right questions? Read on to find out!

1. Will this technology scale with me?

If you’re assessing technology, you’re most likely trying to find a solution that will help solve the pain points you’re currently experiencing. But what about the problems that aren’t foreseen just yet? Do you know certain projections or milestones that your company is aiming towards? Consider those factors and ask how this technology will be able to support you now and in the future.

For example, when Olivia joined DigitialOcean about 3 months ago she was employee number 280. Now they are at 322 and projected to cross over the 400 mark by the end of the year. Adopting a solution that will enhance and enable the growth of your company allows you to grow with the technology. In addition, ask about the pricing structure. If you have plans to scale, find out if the technology is priced by employee, open jobs or if there are tiered pricing levels.

2. Will this solution get used?

You do the research, make the phone calls and go through the approval process only to purchase a technology that isn’t adopted by the rest of the organization. To avoid this from happening, Olivia and Rusty recommend creating a test pilot group.

Ask yourself who will be the users interacting with this platform most often, outside of recruiting and HR? Then ask those people to go in and test the technology (this is also a good starting point for them to become advocates for you). Ask if they find the platform easy to use. If they answer is yes, go one step further and talk to the vendor about support. How can the vendor help you once the platform is actually launched? Is there chat support? What does the partnership with the AM look like? Are there reference materials people can access? If there are colleagues in different time zones, how will they be supported? Make sure that you have the resources, proper training and support so you can not only educate the company but that the technology can educate you as you grow.

3. How well does this platform integrate?

You’re likely already using a ton of technology. Perhaps it’s an HRIS, testing, sourcing or employer branding platform. Or maybe all of the above. No matter what you’re using, ask how this new technology—that you’re willing to invest in— will communicate with other platforms.

Does this vendor have an open API? If the answer is yes, that can alleviate a lot of extra work when pulling reports and transporting data from one system to another. Which makes your job a whole lot easier!

The bottom line is technology provides you the ability to do great work. Overall, when assessing new technology to recruit top talent, ask yourself if this platform will make you better at your job and is it in line with your company’s values. Rusty recommends that you not only look at all the features this platform offers, but that you dive into their mission. Understand what problem they are trying to solve. If that aligns with your company’s values, you're headed in the right direction.

Want to hear more? Watch the OnDemand version here and listen to Olivia and Rusty take a deeper dive into the questions you should consider asking your next vendor.

Casey Headshot

Casey Marshall is the Marketing Campaign Manager at Greenhouse. She teams up with Greenhouse partners and customers to tell a story and share insights into ways companies can improve their recruiting. She loves that this job allows her to build relationships with thought leaders and showcase how innovative companies are changing their recruiting approach. Connect with Casey on Twitter and LinkedIn.

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