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Get at least one (or one other) executive sponsor on board
You’re probably a senior HR or recruiting manager at your company. You may even be the CHRO. Whatever the case, if you’re leading the implementation project, you’ll need buy-in and advocacy from at least one other member of your executive team.
Ideally, this is someone who will benefit greatly from the technology, either through getting better quality people, or by saving their team bucketloads of time.
Having an advocate will help streamline the process of implementation in unexpected ways, particularly with regard to change management and budget. If your implementation process takes any longer than six months, you will likely run into continuity issues – executives and/or team leaders may leave, departments may be restructured, people may be laid off. It’s like a boat trip in the 1800s: The team you have at the start may not be the same as the one you have at the end. Executive sponsorship will minimize the issues created by the natural attrition of business.
The same is true of budgetary issues: a time may come, for example, when you need extra money released to complete implementation. When that happens, a friend in the executive team is a friend indeed.
And, more generally, big decisions in the corporate world are often subject to political influence. It’s an unfortunate reality. Better to have people on your side than struggle with meandering discussions on ROI and, dare we say it, sabotage. (It happens.)
Iceland Foods, a supermarket chain in the UK, processed 50,000 applicants in the first month using our technology. Not only that, they achieved a cost-per-hire of just £5 (approx. USD$6.30)!