{"id":79012,"date":"2025-04-08T10:00:42","date_gmt":"2025-04-08T00:00:42","guid":{"rendered":"https:\/\/www.bullhorn.com\/au\/?p=79012"},"modified":"2025-04-08T11:34:58","modified_gmt":"2025-04-08T01:34:58","slug":"navigating-change-how-recruitment-agencies-master-technology-adoption","status":"publish","type":"post","link":"https:\/\/www.bullhorn.com\/au\/blog\/navigating-change-how-recruitment-agencies-master-technology-adoption\/","title":{"rendered":"Navigating Change: How recruitment agencies master technology adoption"},"content":{"rendered":"

Change is inevitable, but what sets successful recruitment agencies apart is their ability to navigate it effectively\u2014especially when it comes to adopting new technology.<\/p>\n

At\u00a0Engage Sydney 2025, our Navigating Change session featured an insightful discussion with Lee Whitaker<\/a>, co-founder of Hyper Automate Consulting Services; Marianna Mood<\/a>, Managing Director of The Onset; and Saffron Stevens<\/a>, Director of People & Operations at Keegan Adams Recruitment. Each of these recruitment industry powerhouses has been through multiple change cycles and shared their experiences with the audience. The discussion was facilitated by Bullhorn\u2019s Regional Vice President\u00a0 Aaron McIntosh<\/a>, who led the conversation, uncovering key strategies and practical examples of how agencies can successfully embrace change.<\/p>\n

Leadership-driven change<\/h2>\n

The discussion opened with a question: What role does leadership play in fostering a culture that embraces change? Whitaker shared her unique perspective, having partnered with countless agency leaders to ensure their tech adoption is as smooth as possible. \u201cIf you’re a leader in a business, you need to know how to empower your people, what problems you’re bringing the technology on to solve, and how you’re going to get there.<\/strong> Then you have to champion that the whole way through, not just at the start when it\u2019s exciting. …You have to be really there, championing it and linking it back to your people strategy, to your business strategy, to your culture, and [talk about] how it makes you unique as a recruitment agency,\u201d Whitaker said.<\/p>\n

The panelists agreed that change has to start from the top down. Leaders need to be at the forefront of change; while change is often uncomfortable, strong leadership ensures a smoother transition.<\/p>\n

Leadership must not only endorse the change but also embody the change to drive adoption. As Mood pointed out, leaders must \u201ctake people on the change journey and keep them engaged throughout.\u201d<\/p>\n

A common theme arose throughout the discussion of leadership\u2019s role in change management \u2013 the power of a positive outlook and setting an example as a leader with a positive mindset. Mood emphasised, \u201cChange is leader-led. You have to demonstrate from the front.\u201d<\/strong> Leaders who demonstrate adaptability and enthusiasm for new technology help ease the resistance among their teams.<\/p>\n

Managing resistance and adoption by using key players in your team<\/h2>\n

When it came to the key players who make successful change a possibility, the panel pointed out that these key players are not just business leaders, but are also high performers and productivity drivers within the team. A striking stat shared with the group revealed that 70% of digital transformations fail due to change resistance within the team.<\/p>\n

Addressing the challenge of resistance requires a proactive approach, and the advice shared was to foster a culture of improvement post-implementation. It\u2019s not a \u201cset and forget\u201d approach, as McIntosh put it, but rather, companies need to loop back to ensure the team is on track. Change leaders have to communicate why the change is happening and how it affects and benefits different members of the team. \u201cYou need to keep communicating, and you need to be specific,\u201d advised Stevens.<\/p>\n

Mood also advised that naysayers are \u201cthe ones whose input is so valuable. It’s understanding what their resistance is. Once you understand that resistance, I think that’s a gift. You work towards that with them.\u201d<\/p>\n

Stevens also highlighted that it\u2019s important to \u201cmonitor user engagement [of new technologies] and call out those comfort behaviors from the start\u201d to help stop the bad habits from forming and increase user adoption. She\u00a0 advised cutting off access to previous platforms that are no longer standard practice, as well as holding regular meetings to understand how different players are reacting to change.<\/p>\n

Clear and continuous communication is key<\/h2>\n

Effective communication emerged as a central theme throughout the session. Valuable pieces of advice included speaking to people who have been through change, empowering your team with information, and recognising that different teams and individuals experience change in unique ways\u2014whether it\u2019s front-office staff, 360 recruiters, or new hires who weren\u2019t part of the initial transition. \u201cI think people forget that sometimes all support roles in your business are also impacted by the new technology. You also have to think about the new person we hire tomorrow that didn’t come on that journey,\u201d Whitaker pointed out. People learn differently, which makes it crucial to cater to various learning styles and continuously re-engage employees as they join your business.<\/p>\n

Additionally, technology adoption should never be about implementing tools just for the sake of it. Leaders need to understand the purpose behind the change\u2014what it will do for the business, how it will benefit employees, and what problem it will solve. Simply adding new tech without a clear strategy leads to fatigue and disengagement.<\/p>\n

Stevens shared an example from her experience: \u201cWhen we moved from JobAdder to Bullhorn at Keegan Adams, my Managing Director and I sat down and talked about what we wanted to achieve in the business.\u201d Stevens went on to emphasise the importance of data accuracy and user engagement: \u201c A great way to monitor that is with Bullhorn itself and its Analytics<\/a>. So that\u2019s my new best friend.\u201d<\/p>\n

Navigating change successfully, as described by the panel of experts, requires leadership, strategic communication, and a strong focus on team engagement. By taking a structured approach\u2014aligning change with business goals, addressing resistance strategically, and fostering continuous learning\u2014recruitment agencies can ensure that technology adoption is not only smooth but also a driver of growth and efficiency.<\/p>\n

Empower your team with information, stay committed to the change journey, and remember that successful change is not about technology alone\u2014it\u2019s about people.<\/p>\n

Find more insights from Engage Sydney 2025, watch the opening keynote<\/a>.<\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

Change is inevitable, but what sets successful recruitment agencies apart is their ability to navigate it effectively\u2014especially when it comes to adopting new technology. At\u00a0Engage Sydney 2025, our Navigating Change session featured an insightful discussion with Lee Whitaker, co-founder of Hyper Automate Consulting Services; Marianna Mood, Managing Director of The Onset; and Saffron Stevens, Director […]<\/p>\n","protected":false},"author":540,"featured_media":79014,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"footnotes":""},"categories":[],"tags":[],"class_list":["post-79012","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry"],"acf":[],"yoast_head":"\nNavigating Change: How recruitment agencies master technology adoption - Bullhorn AU<\/title>\n<meta name=\"description\" content=\"The session explored how recruitment industry leaders navigate change successfully when adoption new technologies.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, 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