How to Handle Recruiting Software Upgrades

The digital age has brought many improvements to the work of a recruiter. Chief among these are HRM (Human Resources Management) software suites geared for hiring new employees. Recruiting software of this type is perhaps the greatest asset an HR recruitment specialist can have, as it streamlines the process and makes managing tens or even hundreds of job applicants relatively easy. However, even if you have the latest and greatest in HRM software, you may eventually want to upgrade. This can be a serious problem if approached without preparation.

HRM Monitoring

HRM Monitoring

Planning and Budgeting

The first step in upgrading your HRM suite is, as always, planning. The worst mistake one can make is rushing the upgrade. Before you start considering your options, gather input from your recruiters, asking them for opinions about the current software suite. Ideally, this feedback will allow you to formulate a document that allows you to determine the features your recruiters need. With that in hand, you can create a rough timeline of the upgrade process, including estimates for data migration and retraining the HR department. Finally, estimate the budget you can devote to the upgrade itself and paying for tech support in the next two or three years.

Finding the Right Service Provider

There are plenty of options as far as recruiting tracking software is concerned. The more data you gather during the planning phase, the easier the selection process will be. However, don’t forget to look up reviews for any software suite you’re considering upgrading to. Ask other HR professionals for their opinions and recommendations. LinkedIn is an excellent place to look for reviews and feedback. Once you have narrowed down the list of potential software providers, contact them directly, and discuss your requirements and priorities. As every recruiting process is different, there is no ideal solution.

Life After the Upgrade

Once you have selected your provider, it is time to upgrade. This can be a time consuming process, as data has to be migrated from one system to another and the recruiters retrained. One way to cut down on the time needed is to involve your HR team as much as possible in the upgrade process of your recruiting tracking software, especially demonstrations that show the capabilities of the new software. Don’t forget to review the new software solution periodically to determine if the upgrade has been successful in meeting the demands of your recruiters.

The number of different recruiting tracking software solutions on the market can be daunting. The fact that they offer the same basic functionality contributes to the problem. Having a clear image of what you want to achieve and what your recruiters need is the most effective method of handling upgrades, not only in the HR department, but in nearly every situation where software is concerned. It is also a good idea to build relations with the service provider chosen for the upgrade. Their technical support and expertise can go a long way towards ensuring a fluid transition to the new HRM suite.

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