Why do some recruiters struggle to leverage technology?

RECRUITMENT teams are constantly fighting a battle — looking for the right fit for their organization in a market where talent is often in short supply.

To make things worse, administrative duties around recruitment processes are quite cumbersome, taking valuable time and energy away from recruitment teams on a daily basis.

It’s why some recruiters leverage technology solutions whenever possible to lighten the load and focus more of their time and energy on actually evaluating candidates.

Luckily, with the development in data analytics and integration of futuristic technology such as artificial intelligence (AI) and machine learning (ML), plenty of tools are available out there to help recruiters gain an advantage.

It goes without saying that leveraging technology is the obvious way forward to for companies looking to fill their rosters with the right talent.

For recruiters still sitting on the fence when building, deploying, or using technology solutions, here are their top obstacles (and how to overcome them):

#1 | Budget constraints

One of the obstacles to implementing technological solutions in recruitment is simply the lack of budget. Some HR solutions are costly and companies often fail to provide for these in their annual budgets.

But that should not be the case. Human capital is often an organization’s biggest asset, and thus proper investment has to be made, so the company attracts the best of them.

Furthermore, cloud-based SaaS solutions are available at attractive price points, which should reduce the cost of adoption.

#2 | Lack of product knowledge

Shifting from a traditional mindset to a data-driven mode understandably could be slow.

Beyond that, most HR professionals often think of technology integration as a function of the IT department and have very little knowledge of the latest tools and their capabilities.

To remedy this disconnect, the IT department should work together with the HR department to continually seek out the best practices and digital solutions that could help them achieve optimal operational efficiency.

#3 | Unclear ROI for leadership buy-in

For any given HR department, quantifying the business impact of HR tech could be challenging, which in turn lead unclear ROI for a specific investment proposal. This lack of proper measurement generally discourages decision-makers to buy-in.

So, the HR department should focus on collecting key indicators and metrics and quantitatively map the added benefits HR tech solution could bring to the operations.

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