It’s not always easy to decide you absolutely need an applicant tracking system. Maybe your team is too small; maybe your money would be better spent elsewhere; maybe “later would be better.” Eventually, though, you realize just how much it would revolutionize your day-to-day. You see, for example, that it would instantly spare you the agony of juggling your email, a messy spreadsheet, Slack, and Google calendar all at once. But that realization is only half the battle. Now, you have to convince the rest of your team that the investment is worth it.
Bazaarvoice Director of Global Talent Acquisition Graham Pionkowski knows how overwhelming it can be to advocate for more recruiting resources. Yet remarkably, he’s done it several times before. Which arguments, tools, and strategies does he use? He’ll outline them all at our Talent Innovation Summit in only 12 days. But we couldn’t wait until then – below, we asked him for a glimpse at the tips he’ll divulge.
1) In five words, can you describe your recruiting process at Bazaarvoice before you decided to advocate for more recruiting technologies?
Cumbersome, non-collaborative, inefficient, lagging, difficult.
2) What was the most severe recruiting pain you were feeling at that point?
We needed to evolve in order to lead the talent acquisition landscape in highly competitive talent markets. To make that a reality, we had to acquire the right mix of recruiting experts with unique styles and expertise, who could elevate the TA function’s value for our organization. Next, we had to move away from an antiquated recruiting model and begin the transformation into a more agile approach.
Also, our recruiting technology did not effectively enable company-wide collaboration, ownership, and partnership within our hiring process. We needed a system that promoted teamwork, provided transparency, and created enthusiasm around hiring. It was vital to strengthening our company culture of ‘always recruiting’.
3) The ability to build a strong business case doesn’t exactly come naturally to everyone…have any past experiences taught you how?
Like most aspects of business, your talent acquisition function must continuously evolve in order to keep a competitive edge. There are certainly numerous go-to techniques, but there isn’t a one-size-fits-all solution when it comes to shaping a business case. I assume that like most business leaders, I continue to learn from years of observation as well as trial and error.
As an Industrial-Organizational Psychologist with a data analysis skill set, I’ve found that , I’ve weaving data into the business case has been helpful. Additionally, I have focused on shaping a multidisciplinary professional toolkit, so I tend to constantly borrow techniques from various perspectives – including systems thinking, operations research methods, product development methodologies, among many others. Finally, I tend to surround myself with others smarter than me, which helps to elevate the level of strategic thinking and creativity around problem solving.
4) What’s your advice to recruiters who attempt to garner more resources, but fail miserably?
Don’t get discouraged. There are likely a number of perspectives and strategic angles that can contribute to the support of your specific budget and/or resource ask. Seek to better understand the perspectives of the decision makers, ideate and iterate on your strategy, explore different angles, and prove out your concepts. I’ve found that timing is often key, so stay in tune with your organization’s initiatives, challenges, and goals. Leverage your professional network, vendors, and strategic partners to gain insights into alternative approaches and ways others have overcome similar hurdles.
5) What’s been most game-changing part of having a recruiting technology?
The increase in the value of the service we provide to both our internal (hiring teams) and external (candidates) customers. Our new recruiting technology enables collaboration, empowers a company culture of recruiting, and provides our talent communities with an enhanced experience.
6) We’re asking everyone this…what are you most excited for at the Talent Innovation Summit?
I’m personally most excited to learn from and network with other recruiting industry leaders, as well as to contribute to the elevation of thought leadership within the talent acquisition field.