by Melissa Bissing on August 23, 2018
3 min read
When you’re trusting your hiring and candidate experience to a tech partner outside your organization, it’s vital to be picky about who you select.
When you’re trusting your hiring and candidate experience to a tech partner outside your organization, it’s vital to be picky about who you select. The right tech partner will help achieve your goals and reduce the risk that comes with changing the status quo. There are thousands of tech companies out there – at HR Tech Conference & Expo 2018, the exhibit hall alone is the size of seven football fields. Use these questions to filter the field and vet your contenders:
Not every vendor designs its product from the candidate’s perspective. If candidate experience is your top priority this year, like it is for many other TA leaders, look for an organization which shares your view. Ask how your hiring process will become more candidate-centric with the platform, and how they will partner with you to build create a distinctive hiring experience that elevates your employer brand. Try it yourself so you can see if the technology is simple and easy to use for your candidates as well as your team.
The answer to this question reveals quite a bit about a vendor’s goal – is it sealing the deal or developing a long-term relationship with you? Great user support (look for 24x7x365 live customer support) reduces the risk to your candidate experience and encourages wider adoption throughout your organization. It also eliminates any burden for your recruiters, who might otherwise be seen as a help desk by hiring managers and candidates. Look for dedicated support for yourself, too. Your tech partner should be at your side, sharing knowledge, troubleshooting issues, and suggesting strategies for maximizing your ROI.
Choosing a tech partner experienced with your industry’s unique hiring challenges can reduce risk and speed up ROI. Ask about documented results, and speak with references who work in organizations very similar to your own. In addition, evaluate the vendor’s understanding of the relationship between their solution’s performance and your organization’s bottom line. As you align your TA strategy with business KPIs, it becomes even more important that your tech partner be able to articulate the corresponding ROI.
Look at the vendor’s product development pattern. Are product updates and new features and functionality driven by your toughest challenges, or by the vendor’s quest to be first to market with trendy tech? Tech partners who commit to market-driven innovation that solves problems and incorporates applicable science will keep you better positioned in the evolving talent environment.
A plan for change management and well-considered communication that’s handled by in-house staff is essential for gaining initial acceptance as well as widespread adoption of your new solution. If the vendor can offer you both, you know they’re interested in being with you for the long-term.
Find out if the vendor meets current global-level requirements for security and compliance, and responds in a timely way to changing regulations such as the GDPR.
Ask how the tech partner will handle your growth. Do they have functionality now that you’ll need in the future? Can they scale quickly to keep pace with your objectives? Can they meet all of your current needs? If the answers are no, you may want to consider a vendor with wider functionality – in other words, a single solution that can meet your needs now and in the future. While they may solve a specific problem very well right now, niche technologies add complexity to your role in the long run. A single solution will be more efficient for your team, and provide a better hiring experience for your candidates.
As you mull over the information you gather, ask one final question: Is this tech partner invested in my success? That’s the key to success as you transform your hiring to digital.