4 Steps to Successfully Implement HR Software
Discover how HR managers can create a new paradigm for what recruitment and HR tech should look like.
Despite the growth in solutions, many HR professionals are stuck in a cycle of the same outdated processes of years past, and they’re getting left behind. And what’s more, HR teams are under increasing strain due to recruiter burnout. Eleanor Vajzovic, VP of strategic solutions, at Paradox, says the growth will only be beneficial if industry leaders embrace the next generation of HR. HR tech can drive the market in the right direction through rapid growth and transformation.
HR leaders prioritize technology, with 81% calling it their leading focus. Yet many companies that invested in HR tech need to see a return on investment. One major hindrance is staff hesitancy.
When embraced by employees, HR tools can be especially beneficial in the current economy as filling open positions overwhelms hiring managers. The U.S. Bureau of Labor Statistics reports 11 million job openings across the country and only six million people looking for work. The mismatch creates significant recruiting challenges for field managers and HR professionals trying to manage hiring on top of their additional responsibilities, leading to considerable stress. According to a survey, 98% of HR professionals report burnout, and 73% say they don’t have the resources to do their job successfully.
Technology streamlines tasks from managing job applications to administering payroll, but HR professionals and field managers alike are only sometimes quick to embrace new tools. Hiring managers have followed the same process for decades, and technology disrupts these traditional methods. The change can inspire many feelings in HR professionals and field managers, including worry about job security, lack of tech skills and familiarity with the software, confusion over the need for change, and reluctance to give up the comfort of a well-known process.
The responsibility falls to leaders to inspire a mindset shift. How do you assuage these fears to maximize the benefits of new tech? Try education and support.
Supporting Employees Through the Change
Technology can solve many hiring and management pain points, but new tools still need to revolutionize processes magically. Improvements require the right software, proper workflow integration, and, most importantly, employee buy-in. The responsibility for leading the digital transformation falls to managers.
Following these four steps will help your company reap the full benefits of new technology.
1. Explain the why
You expect the new technology to improve overall business efficiency and save time and money. Frontline employees care more about how this technology will affect them. They need answers to questions like:
- What problems does it solve for me?
- How will it change our day-to-day operations?
- What does the company expect to gain from this?
If you start by answering those basic questions and explaining technology’s benefits and role, the rest of the implementation process will go more smoothly.
2. Select the appropriate tools
No one wants to use slow or complicated software. Those characteristics will almost guarantee resistance to using the new technology. When selecting a tool, user experience needs to be top of mind.
Also, consider the tool’s features. You don’t need software that manages payroll and benefits if you outsource your payroll management. The product will be more complex than necessary, not to mention that you’re paying for features you don’t use. Conversely, only buy a few tools for individual tasks. An abundance of required applications quickly becomes overwhelming and wastes employees’ time. Multitasking tools are ideal when they are available.
Other important factors are the company’s technical capabilities and the required preparation. Investing in too complex software for the company’s infrastructure will backfire, lowering efficiency and employee satisfaction. Choosing the right technology for your department or field managers requires extensive research and vetting with your employees’ needs in mind.
See More: Transforming HR With Off-Cycle Payroll Solutions
3. Provide education
You just opened a new board game — you can’t be expected to know the rules. It’s the same scenario for new technology. Employees won’t just know how to use it; even if they teach themselves, they may miss key features. That’s where education comes in. Allow time for staff training on the ins and outs of the software so they can maximize the benefits and understand how the tools make their jobs easier. After all, seeing is believing.
Once workers get comfortable with the technology, they’ll be more likely to use it. The more they use it, the better their skills get. Eventually, employees can become technology ambassadors, advocating for the new processes among their coworkers.
4. Reassure and support employees
Introducing new tools and processes is not a set-it-and-forget-it situation. Despite training, many employees may feel threatened by the technology or need help understanding how the tools fit into their workflow. Managers need to provide continuing education resources and opportunities for input.
The new software may not accomplish what you expect, but you’ll only know through employee feedback. You can improve workflow and build confidence and a team atmosphere through the change by taking time to hear staff concerns.
Is Technology Worth the Effort and Disruption?
Implementing new processes and tools is extremely difficult, but the effort is worth it. Field managers and HR staff are being asked to do more with less while hiring, and staff management is growing more complex. Tools introduced in the right way can significantly impact job satisfaction.
One particularly relevant example — is recruitment and hiring. With so many openings, hiring managers can quickly be buried in applications and screenings, leaving little time for other strategic tasks. Technology can relieve that workload.
Conversational AI can automate 95% of the hiring process, receiving applications, screening candidates, and scheduling interviews within minutes. When an employer hires an applicant, conversational AI sends a personalized job offer and guides the new employee through the onboarding process. AI takes the time to hire from weeks to days and saves hiring managers multiple hours a week.
Other technology uses include payroll management, benefits administration, performance evaluation, and employee engagement.
Technology is streamlining work in all disciplines, and HR is no different. But change requires more than just adopting new tech. Revolutionizing processes after decades of tradition is a team effort. Strong and empathetic leadership is vital to ease employees through the transition and empower them to take advantage of new tools’ benefits.
Which steps have you taken to level up the HR management market transformation? Let us know on Facebook, Twitter, and LinkedIn.
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