SourceBreaker believes in equipping recruitment agencies with the best technology. When considering the latest platform updates, we aim to cater to the wants and needs of the recruitment industry but more importantly, the features requested by our users.
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It’s the SourceBreaker ethos. To continue improving our offerings and evolving as the market does, allowing us to ensure each and every update is more useful, intuitive, and value-generating than the last.
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The latest product of this continuous improvement process is Candidate Lists. An intuitive feature designed to increase productivity and reduce the time spent searching for the perfect candidate by keeping track of candidates useful for future roles.
Introducing SourceBreaker Candidate Lists
Streamline your candidate qualification process, and optimise candidate experiences with SourceBreaker’s candidate list feature, allowing for improved candidate management, and effective collaborative recruitment.
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Create, add to, and share candidate lists with just one click, complete with the opportunity to send candidates directly to internal databases integrated directly with SourceBreaker.
How Candidate Lists Benefit Recruiters
Candidate lists allow recruiters to improve their data integrity, ensuring that any and all candidates can be found, reviewed, and qualified before they’re moved into your recruiter database.
Improve Data Integrity
Candidate lists enable your recruiters to improve their data quality, by providing a dedicated area of the platform for candidates they might want to come back to later. This makes the process of qualifying candidates smoother and ensures that only top-quality candidates are parsed through to internal databases.
Maximise Existing Resources
While the SourceBreaker results page already presents all data scraped from various job boards in an aggregated, easy-to-review page, Candidate Lists take this one step further.
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With this feature, recruiters are able to shortlist only the best candidates from all their sourcing tools combined in one place, enabling them to build call lists, and engage in more informed dialogue with prospects and candidates. This in turn drives exponential value from existing resources, while cutting down the time it takes to place candidates.
Encourage Collaboration
Maximise the time and effort spent on building lists by sharing them with fellow recruiters. This allows for a collaborative approach to recruitment, which in turn provides not only more communication and transparency but also facilitates knowledge-sharing amongst recruiters with different levels of experience.
Optimise Workflows
Organise, prioritise, or work through candidates using the candidate list’s built-in traffic light system, allowing recruiters to label candidates following the system which suits them best (e.g. urgency, value, etc…) – ensuring they allocate time to the correct candidates, at the right times.
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The sharing functionality also prevents duplication of work. Using it in conjunction with the ‘Team Activity’ feature – which allows recruiters to see if any of their team members have already viewed or contacted a candidate – as well as the traffic light system allows multiple recruiters to work the same lists and align their goals collaboratively. This in turn streamlines individual teams’ activities, boosting their results and increasing their output.
Revolutionise Your Recruitment Processes with SourceBreaker
SourceBreaker is an award-winning solution with a wide array of functionalities and easy-to-use features covering the entire lead & candidate sourcing process, and we are committed to transforming the way recruiters work.
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We evolve our platform by continuously updating existing products and adding new features to match your business’ changing needs, support your recruitment activities and ultimately lead you to success.
Anybody who’s ever acquired a new software or piece of technology knows that the real work comes in when it’s time to roll out the tech to the wider business, and nobody wants to use it. Thankfully, an effective change management strategy can help your employees learn to adapt to and accept a brand-new way of working.
Being aware of the types of change your employees may have difficulty with will help to map out the different approaches to changing behaviours; this can help you to create a framework within which to enact changes.
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It’s also an opportunity to put in place measures to help overcome the resistance and impasse your employees may have, so they can gain the benefits you desire.
Define Your Tech Adoption Plan
Once you have a clear idea of how you plan to deal with the change, it’s time to define the specific steps in the implementation process; this will help you understand the best way to incorporate the changes and keep things moving so that you have the required time to complete the task.
Define the Goals of the Plan
The next thing to consider is the primary objectives of the plan. By defining goals, you can track the success of the implementation and evaluate the results you’re getting from the process. Remember, reviewing your goals is just as important as setting them so make sure to regularly revise them for maximum effectiveness.
Consider Employee Involvement
Involving your employees at every stage of the change process is essential. Even if they do not see themselves as change agents, making some meaningful improvements is still possible. This can be done by promoting peer-to-peer training, upskilling, and even by celebrating employees making an effort to adopt the technology.
What are the leading causes of employee resistance?
Employees resist change for various reasons, but you can address the most common causes effectively by identifying them early.
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By understanding the resistance, you can create a new way of working that allows your employees to adapt to the change and reap the benefits.
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Most employees are reluctant to make changes due to concerns over making mistakes, feeling intimidated or worried about the technology used. At the same time, employees often fear the loss of personal freedom due to making the change.
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Sometimes, just recognising the problem can help you change how you work, which is an excellent way to manage employee resistance as it allows you to plan a solution for the challenges that may arise effectively.
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Remember, everyone’s different, and there is no one-size-fits-all approach.
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For example, one employee may be reluctant to join an online meeting, fearing that they won’t understand what’s said, whereas the second worries about their data privacy.
By showing them that you understand their concerns and are addressing them, you can encourage them to be more open to change. They may even benefit from knowing that others have experienced similar challenges and have made the transition successfully.
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By displaying an understanding of how the change will impact each individual’s life, they are more likely to see it as something positive rather than something they will have to deal with.
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Additionally, making the employees aware of their own actions and showing them how they can take steps to address the problem will also help with ensuring they embrace the change.
Miscommunication as a Cause of Resistance
One of the biggest causes of resistance is communication; often employees are unaware of the reasons behind a change and consequently have difficulty responding appropriately or effectively.
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This can be particularly true if they are not involved in the decision-making process, as these situations often leave employees feeling frustrated.
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Many of us are used to getting information in specific ways, including through newsletters sent directly to us via email but communicating in this way isn’t always possible; especially for large businesses or those undergoing a drastic change.
How to effectively communicate changes to employees
It’s important to understand that communication is about healthy professional relationships. Communicating well is impossible when you don’t have the right relationship with your employees.
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When discussing change with employees, it’s essential to consider all possible options. In some cases, sharing the changes in the company’s intranet will allow you to communicate the changes in a transparent way that all employees can understand.
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Another option would be to communicate directly to your employees using emails, social media or other media. Remember, you can do it in whichever way you find the most effective, depending on the specific situation.
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However, it is also possible that it may not work for every employee and therefore it’s always a good idea to talk to your employees and get their feedback to ensure that the change is as effective as possible.
Fear of Change as a Cause of Resistance
It may take time for your employees to get used to the changes as it can be difficult for employees to understand why the change is being made, so you must give them some reassurance to help to ease their fears and make the process much smoother.
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One way to do this is by offering employees the chance to meet up with the team leading the change, ask questions, and have an opportunity to voice any concerns they may have.
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With that in mind, remember to focus on the benefits rather than the potential negative impacts a change might have on a particular individual.
Minimal or No Training
Learning new techniques, procedures and systems can be very challenging, so you must provide employees with the training they need to transition to the new system you have introduced.
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Ongoing support, leadership, and training are crucial for any successful change, especially if you want to avoid adoptive issues when transitioning.
Lack of Planning
An unclear vision means a lack of stability, safety, and security when it comes to implementing the changes. Without a clear outline of the change and its goals, employees may feel overwhelmed and unable to give their total effort.
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For this reason, it’s vital that you effectively communicate your plans and goals to your employees in an organised way that they understand and can contribute to.
Supportive Environment
Having the right attitude and mindset towards change will go a long way in ensuring your transition is successful. Designate people in the company to support the changes made and actively encourage your employees to adopt them. You can make changes with the backing of your employees, but without it, it may not be easy to overcome obstacles that can come up.
Which Tech Adoption Strategy Is Right for You?
Consider your business’ position and where your team currently stands. Is the change in line with the current strategy but most importantly, is there a need for the change? If so, do you have the resources to scale, and are your employees prepared and ready for the change?
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Is the change in line with the current strategy but most importantly, is there a need for the change?
Did you know human-technology partnerships can unlock new levels of productivity and profitability across your recruitment agency?
The world’s best recruiters often seem to have a ‘sixth sense for connecting talent with market opportunity. They know who’s hiring, who’s about to hire, and which candidates they need with lightning speed that the rest of the market can’t match.
Time after time, they join the dots between hiring teams and talent pools, picking up roles and sourcing candidates with apparent ease. In reality, however, this uncanny ability to match-make at a rapid pace isn’t only down to talent and hard work.
It’s built on a system – and it’s a system that can be deconstructed and put in the hands of recruiters at all levels, making consistent, profitable revenue generation an immediate reality.
The role of automation in recruitment
‘Automation’ is a buzzword with a wide range of connotations. For some people, it’s a scary term that implies using imperfect technology to ‘replace’ humans – resulting in a worse outcome all around.
But true automation doesn’t take away from valuable human interactions, it increases them – both in terms of volume and quality.
SourceBreaker’s recruitment automation tools take care of workflow steps that humans would do anyway, but where the time taken by humans to carry out those steps is of limited value.
With these recurring tasks handled by smart technology, time is freed up for recruiters to have more conversations with quality clients and candidates – remember, effective technology attracts the best recruiters.
And – even more importantly – those conversations are each of greater value, as they’re built on valuable information, context and timing provided by the automation platform.
What SourceBreaker automation delivers
The simplest way to evaluate the impact of SourceBreaker’s automation technology is to look at the outcomes it creates. These include:
More time spent speaking with clients and candidates
This is where recruiters are in their ‘golden zone’, at their most valuable. They’re building relationships, asking questions, qualifying opportunities… and managing recruitment processes to successful outcomes.
SourceBreaker users report an additional 1-2x hours per day created for high-impact conversations as a result of automating their workflows.
More interviews per active candidate
The SourceBreaker platform matches candidate profiles to live employer job leads, sourced directly from their careers pages.
This means more chances to place active job-seekers, with up to 3x more interviews per active candidate, maximising the probability of a success fee for every engagement.
More exclusive engagements and high-growth clients
SourceBreaker’s Intel Centre provides up-to-date data on funding and investment news, allowing recruiters to engage companies about to commence a growth and hiring spurt.
Armed with this insight, recruiters can sign up new clients before they go public with their recruitment needs, securing exclusive work with well-funded, high-potential customers.
Faster speed to market
By running powerful semantic searches across all sourcing platforms simultaneously (CRM, job boards and LinkedIn) and leveraging saved searches and alerts, SourceBreaker users have super-fast access to the most relevant, placeable candidates in their markets – at their fingertips, at all times.
This means out-pacing competitors, and building both consistent revenue streams and durable client relationships.
Faster rookie ramp time
New hires trained with SourceBreaker kick off their recruitment careers with a continual pipeline of candidates and job leads, making it easy to connect the two and create placements.
They also have deep, pre-built search queries to source candidates like an expert from their first day in the job.
More Consistent Scale & Team Growth
By leveraging the full feature set of the SourceBreaker automation platform, recruitment agencies hugely reduce the inconsistency in recruiter performance as they scale their teams.
New desks and divisions can be pre-prepared with the relevant candidate and client opportunity pipelines, eliminating the dependence on individual employee structure and time management skills to be successful.
And, as teams grow, insights, search queries and best practices can be easily shared across the business, ensuring every recruiter can imitate the workflows proven to generate consistent results.
The Future Of Recruitment
Automation software is already powering the most successful companies in human history, from Amazon’s industry-changing digital commerce platform to innovators across technology, transport, manufacturing, investment, banking, healthcare and thousands of other markets.
In each case, the goal is the same – allow humans to spend more time on growth and revenue-generating tasks, and leverage powerful automation tools to augment their work.
Future-proof Your Business
In recruitment, as in any other industry, those able to deliver the best quality work at the fastest pace and with the highest level of consistency are already winning – and automation is their secret weapon.
Interested in finding out more about SourceBreaker?Click here to book a demo.
When purchasing RecTech, it’s essential you know how to correctly leverage it but also educate your employees to do so too. To achieve maximum output and success, leaders must be willing to drive tech adoption instead of simply licensing new technology.
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“If you get effective change in place, you’re 2x more likely to deliver in budget, 5x more likely to stay on or ahead of schedule and 6x more likely to meet objectives.” – Caro Ruttedge, evidenced by PROSCI 2020 Benchmarking Data
Tech Adoption and Change
With the recruitment industry evolving year after year, change is the only constant in our market, but how do we ensure it’s managed, welcomed, and embraced by employees.
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Did you know that according to research carried out in the industry, 70% of projects fail? That means only 30% of structural change is completed within benefit, scope, and budget.
But what are the biggest Tech Adoption challenges?
1.Lack of managerial responsibility
2.Lack of organisation in company
3.Not dedicating enough time to teaching or educating
4.Resistance to change
5.Reluctance to give up traditional method
What is the Tech Adoption Lifecycle Model?
Developed in the mid-1900s, the tech adoption lifecycle best describes how customer behaviour can be broken down into various demographics: starting at Innovators and gradually moving to early adopters, early majority, late majority, and laggards.
Easy to get on board, Innovators are naturally excited to leverage new technologies and are significantly more open to trying out innovative tech.
Persuading the Innovators to adopt tech
These adoptees don’t need much convincing; instead, all you have to offer them is information about the product, its features, and in some cases, provide them with early access.
Who are the Early Adopters?
Despite being very adaptable to new tech, early adopters are considerably risk-orientated and can be perceived as highly demanding when it comes to the performance of your platform or tool.
Persuading the Early Adopters to adopt tech
In order to encourage adoption from early adopters, leaders must share innovator experiences, provide minimal data to back up their claims, and involve these adoptees in the early-phase rollout of the technology.
Who are the Early Majority?
Early Majority of consumers typically wait for early adopters to use, review, and positively feedback on the technology before they allow themselves to invest. These customers will only commit to a product once innovators and early adopters have assumed all of the risks and confirmed the benefits outweigh them.
Persuading the Early Majority to adopt tech
When tackling early majority adoptees, it’s essential to create rational reasoning for them to understand exactly what the technology is and how it benefits them. To do this, you must position yourself as a lasting piece of technology that’s innovative, complete with a full suite of training, resources, and space for practice.
Who are the Late Majority?
Cautious, logical, and avoiding taking risks, the late majority of consumers commonly prioritise traditional methods over progress and optimisation. Although they aren’t entirely comfortable with switching methods, they can still be convinced with good data.
Persuading the Late Majority to adopt tech
By communicating the effectiveness of your technology with supporting data, case studies, and proof from all of the other adoptees; the late majority of customers need significant convincing and training to persuade them.
Who are the Laggards?
Sceptical about new tech, reluctant to adopt new processes, and typically avoiding technology; Laggards are quick to abandon software during the learning curve if the tech isn’t immediately beneficial to them.
Persuading the Laggards to adopt tech
Despite Laggards being considerably difficult to persuade, leaders can still communicate proven performance through data, case studies, personalised stories, and relevant features they feel might benefit the consumers in the long run.
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While change is a great way to improve productivity and employee engagement, it’s not always welcome, and it is easy to ignore the problem.
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What you need is a change management strategy that you can implement to help the change happen and make it as easy as possible for employees to embrace.
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You need to use the full range of tactics in your arsenal to promote the change and help your employees see it in a positive light.
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With the adoption of tech becoming so mainstream across industries, a digital transformation is happening worldwide – especially for human-centric companies looking to scale and keep up with the moving times. The ever-changing recruitment landscape requires constant evolution, new tech adoption, and a way to beat out the competition!
So how exactly can we drive tech adoption in recruitment?
To ensure the digital transformation is entirely effective or for tech to be adopted company-wide, it’s vital to place a human-centric focus on change to ensure maximum tech adoption, enabling us to manage change with employees and success in mind.
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Because of this, it’s essential to recognise that as humans, our brains simply ‘don’t like organisational change’ as explained by Hilary Scarlett in ‘The Impact of Organisational Change on the Brain.’
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In fact, Scarlett even goes on to explain that our brains are wired to be distracted, anxious, fearful, and somewhat reluctant to change because of our innate biological responses; hence the effectiveness of change management strategies.
Step 1 – Engage your Team
To adopt a change management strategy effectively, you must get your team working together; this means getting them to understand the why, the who, and the how.
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“The key people that will influence the success or failure of the introduction of new technology or any other kind of change is the middle management layer — the people on the ground driving new technology with users is really important.
– Steve Beckitt
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You can use an understanding of these elements to help them build a shared understanding of what is changing, why and how. They can then look for how the change will help them to improve their day-to-day tasks and boost their efficiency.
Step 2 – Plan Ahead
Many people will find that a change of this magnitude can cause them to panic and resist. You need to find out where this resistance comes from, and you can use it as a way to motivate and inspire them.
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You should give them a clear roadmap of where they are heading, but you also need to use this to help them overcome the initial resistance to the change and provide them with a way to adapt.
Step 3 – Accelerate the Change
The people who want to make the change will need to see the benefits, which requires you to implement the change faster. By speeding up the change, you will overcome the initial resistance, and the change will have a much greater chance of success.
Step 4 – Empower Your Team
Another effective method of driving tech adoption is empowering your staff with responsibility, giving them the flexibility and authority to manage their day-to-day tasks. They will be able to do this in a way that they are most comfortable and they can put the changes into place and operate within the new environment as needed.
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When you empower your staff, you are also giving them the ability to turn to you for help, which is likely to increase the levels of engagement and productivity.
Step 5 – Teach and Develop
Although fear of the unknown often accompanies change, you must teach and develop your employees to ensure they understand the why, the who and the how so that they can support the change.
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Like most change management strategies, changing the way you run your business is not a simple one-step process. There will be moments when you will find it challenging and feel overwhelmed, but that’s where your change management strategy comes in.
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Planning ahead and promoting changes early increases the likelihood of a smooth-sailing transformation and successful tech adoption. Ensure you are leading the change with enthusiasm and backing from your employees; it’ll make a world of difference.
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“People need to be well incentivised to adopt new technology properly rather than adding it in as a distraction to where their incentives lie.
– Steve Beckitt
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For example, SourceBreaker ensures our staff are kept up-to-date with high-value training sessions and have highly-supportive success teams dedicated to facilitating the growth of our employees but also our customers–or, as we refer to them, business partners.
TL;DR Key Takeaways
Effective change management is key to delivering projects in budget, on time, and meeting objectives.
The biggest tech adoption challenges are the lack of managerial responsibility, organization, education, resistance to change, and reluctance to give up traditional methods.
The tech adoption lifecycle model includes innovators, early adopters, early majority, late majority, and laggards, each with different adoption approaches.
To persuade innovators to adopt technology, provide information about the product and its features, and offer early access.
Early adopters require leader involvement in the early-phase rollout, sharing innovator experiences and minimal data to back up their claims.
For early majority adoptees, it’s crucial to create a logical reasoning for them to understand the technology’s benefits and create space for practice.
To persuade the late majority, communicate the effectiveness of technology with data, case studies, personalised stories, and relevant features.
Laggards can be convinced by proven performance through data, case studies, and personalised stories of the benefits of the technology.
Change management strategies should be implemented with a human-centric approach to effectively manage change and ensure maximum tech adoption.
Engaging employees, creating awareness, communicating and providing ample training can help drive tech adoption in recruitment.
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