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Change can be daunting, especially when introducing new technology into your tech stack. However, given that digital transformation is a top priority of staffing firms, change is crucial. To keep up with the rapid pace of technological advancement – and beat the competition – firms need to constantly evaluate where their tech stacks have room to grow and be willing to take the leap.
When taking on a transformation like implementing a new tech stack, organizations should look to make the transition as seamless as possible. That’s where The Seven Rs of Change come into play.
The Seven Rs of Change are a set of seven key questions organizations must ask themselves before embarking on wide-scale change – in this case, the implementation of recruitment technology. These questions help organizations ensure they have considered all the necessary steps before transforming their business. Let’s break them down, one step at a time.
1. Who raised the change?
It’s essential to help your teams understand who initiated the adoption of new technology so they can see why the decision is critical for achieving their goals and objectives. Beginning the change management journey with transparency sets an important precedent and can help instill confidence across your organization.
2. What is the reason for the change?
When it comes to tech adoption in recruitment, the reason is often to improve recruiter workflows, with more than 90% of employers reporting that using an ATS accelerated their overall recruitment workflow.
Knowing why the change is necessary is critical to understanding its significance, as it enables organizations to determine what they hope to achieve with the change and how they plan to measure success.
3. What is the return required from the change?
Organizations must understand what they hope to achieve with the new tech and determine what metrics they will use to measure success. Having a clear end goal in mind enables your team to evaluate the success of your new tech stack and further optimize its implementation.
4. What are the risks involved in the change?
Adopting new technology always comes with some level of risk, and it’s important to understand the risks before making a change. Organizations must consider the potential impact of any new tech on their employees, customers, and business operations.
5. What resources are required to deliver the change?
Organizations must ensure they have the necessary resources to deliver the change, including people, technology, and funding, which will help to ensure the implementation is delivered successfully and on time.
Depending on who raised the change, think about the resources they may need to facilitate the adoption, as 74% of managers feel they aren’t given the influence or resources needed to make change happen.
6. What is the relationship between this change and other changes?
When a change is being made, there will likely be knock-on effects for other processes and workflows – especially if you’re adopting new recruitment technology. Therefore, it’s crucial to highlight exactly how these changes will impact existing methodologies by demonstrating their value – for example, streamlined workflows, fewer admin tasks, better candidate and client relationships, and more.
7. Who is responsible for the implementation of the change?
It’s important to know who is responsible for implementing the change to ensure everyone is on the same page and to ensure accountability for the change’s successful delivery.
If you have someone in charge of driving the implementation and educating employees on how to use the licensed tech, you’re already doing better than most companies. 55% of frontline workers have reported they have had to adapt to using digital tools on the fly, with no formal training or practice.
Ultimately, successful tech implementation equals maximum tech adoption.
Introducing new technology into your recruitment workflow can be daunting, but with the right approach, it can be a game-changer. By asking yourself these seven questions before committing to the implementation of new tech, you can better maximize ROI, drive placements, and streamline recruitment workflows.
