Talent Leaders are facing increasing confusion and complexity as they navigate a crowded HR Tech market, stricter regulations, and shifting business needs. Here we look at the key trends and challenges
Talent Leaders are facing increasing confusion and complexity as they navigate a crowded HR Tech market, stricter regulations, and shifting business needs. Here’s a breakdown of some of the key trends and challenges:
I asked Sarah Blanchard, Head of Talent Advisory & Implementation at Solve By Talent for her advice, here is what she recommends:
“Securing funding for new tools and technology in today’s market is challenging enough, it’s critical to ensure you have C-suite buy in to the change outside of just HR to avoid the change being seen as ‘HR’ initiative. Alignment to the business strategy is key, and where possible quantify the time, cost, quality, and experience shifts that the new technology will drive – This allows you to set clear objectives and key results to measure post implementation.”
“Last, but not least, plan for the unknown throughout implementation. Rarely is it as “simple or as fast” as a vendor will suggest during the sales cycle, so ensuring you have the right level of expertise, with sufficient time, engaged on the project from kick off is essential. Post implementation, ensure there is clear accountability and capability to ensure system enhancements, additional configuration and ongoing reporting requirements can be met long term.”
“Over the years I’ve worked with many organisations who were excited by the shiny new technology, implemented an MVP with a promise to iterate over time, but once ‘go live’ happens and the project transitions to BAU, it becomes significantly more difficult to get the right expertise and resources to bring the full capability of the platform to life and in some cases, swapping out the tech within a few year’s time!”
With competing priorities across departments—TA, IT, legal, and HR—companies must find ways to align technology, security, compliance, and business goals. Investing in the right tools, ensuring seamless integration, and maintaining a strong focus on user experience will be key to creating an efficient and scalable hiring process. Your change management program should begin the day the deal is signed. It’s not enough just to buy the tech. A well-structured and resourced implementation including communications, user training, adoption plan is essential for success.
Don’t be put off by the challenges, instead embrace and overcome them because the cost of NOT automating and having a strong technology base is greater than the burden of navigating the above issues.
