2015 is our “year of the Recruitment CRM”. Why? Because so many recruitment leaders have gotten a little fed up with social media being the “end all” and they want to bring sexy back (talent back) into their own asset – their CRM.
The market is on the up again - we are working with recruiters on updating their existing recruitment CRM (or migrating them to a new one)… Decisions made about your CRM will have a lasting effect, so have a read of the below if you are looking to make the change that so many of your recruitment leader peers are doing this year.
So you’re looking to change your Recruitment CRM system? As a leader of a recruitment firm, the 1st question you have ask yourself is WHY? By understanding the why, you get a better understanding of the what. Here are some tips to help you in choosing your new recruiting CRM system.
1) Understand why you are looking to change
With a clear understanding of why, you are likely to make a more informed choice. Survey the entire business to assess what is being used and what isn’t. Produce a list of Pros and Cons. So with examples like the current system no longer fits your business process, it’s clear that you need to undertake some business analysis as to why it’s not working for your consultants. Could this be that the consultants just don’t know how to use the system, and therefore some training would rectify this? Dig a little deeper.
2) Perform a requirements gathering exercise
What exactly does your current system do well and what do people want to do with a new system? Understanding these vital elements will help you select a better recruitment system that is better suited to your requirements, which should also help engagement with the system once you have gone live (crucial).
3) Pick a broad spectrum of people
(Including the luddites!) to help compare your requirements to systems. Getting the people who are most opposed to using a system involved in reviewing systems can be a good way to get them to see the benefit of using a new system. Just be careful not to go so wide that you bring on the dreaded project creep…
4) Conduct a number of online demonstrations before inviting sales people into your office
Online demos are a great way to quickly identify which systems match your requirements and which ones won’t. Don’t test blind, ensure you understand exactly what you want before viewing a system.
5) Use your network to get references of the software provider
You want to understand the implementation process, the issues they experienced (so you don’t make these mistakes) and usage of the system thereafter. (Call us – we may know some recruiters who are happy to share their experiences.)
6) Get a structured plan in place
Above all else, ensure that you have a timeframe for your discovery phase and your selection phase.
7) Plan the implementation phase during the selection phase
Don’t wait until the selection process has finished before you start planning the next phase of the project. If you don’t the energy, excitement and appetite for change can waiver if there is a delay between agreeing the commercials and officially starting the project. You want to be kicking off the Configuration phase no later than a week after the commercials have been signed.
CRM replacement projects are challenging and disruptive, yet when planned and implemented correctly, can provide massive business improvements. Tweet this
What you'll get from your CRM
How about a business with refreshed drive, impetus and focus? This should result in better sourcing (and from your own systems!), improved recruitment lifecycle, communications with candidates / clients, and better placements. All of these are goals for our clients in 2015 and beyond.
If you are currently thinking of changing your Recruitment CRM then sign up to our webinar where I will be interviewed by Louise Triance from UK Recruiter about the top 10 things to consider when choosing a CRM. It is free for recruiters!