Recruiting operations are mission-critical to enterprises searching for top talent, yet the majority of hiring teams continue working with legacy systems that fail to deliver ROI. 

Modern businesses are under continuous pressure to remain competitive in today’s economy, with an increasing focus on adopting technologies that enable agility and strategic thinking. In fact, digital transformation is a top priority for C-level executives, with 74% of enterprises already employing, or currently implementing, a digital transformation strategy. As businesses prepare to tackle future disruptions, such change is inevitable. Change, however, is scary.

As a result, many organizations stick with the status quo, betting on traditional processes and legacy systems to deliver successful future outcomes. Meanwhile, technology is evolving at an exponential rate, and organizations that embrace digital transformation know full well the role of technology in keeping businesses organized, productive, and communicative. 

SmartRecruiters recently surveyed Talent Acquisition (TA) professionals about their existing recruiting technologies, and found that the vast majority (89%) fail to see value in their legacy systems, particularly among enterprise companies. What’s more, when asked the likelihood of recommending their current ATS to a friend or colleague, survey respondents gave a -67 NPS score. 

Check out the complete survey results in the infographic below:

While some shy away from challenging the status quo, it’s clear that most enterprise companies are open to the possibility of change. Of course, with myriad options to choose from, how can one decide? Choosing a new ATS solution may appear challenging, but companies that switch to a modern, intuitive, and enterprise-ready ATS are seeing measurable ROI on hiring, particularly around budget optimization and candidate quality.

While technology adoption is only one element of implementing a digital transformation strategy, it is a crucial piece that cannot be overlooked. Contact SmartRecruiters today to find out why over 750 enterprise customers have already embraced our modern recruiting platform, and are experiencing immediate improvements to their talent acquisition processes.

Today we’re excited to introduce our new Enterprise Membership program.

A rapidly growing number of companies are relying on SmartRecruiters to manage their hiring efforts end-to-end, from sourcing all the way to hiring.  This program is designed to reward those  corporate customers with personal attention, savings and outstanding service levels.

Benefits of being a Member include:

• A 10% Discount on everything you purchase in the SmartRecruiters Store, including Job Posting, Assessment, Databases, Recruiter Fees,…
• Access to a Dedicated Customer Success Manager to help you optimize your use of SmartRecruiters and make your hiring life easy.
• A Priority Support service accessible via phone and email to answer questions and resolve any issue any time.
• An Enterprise-class Service Level Agreement with guaranteed uptime, incident resolution, back-ups, disaster recovery and priority restore. The SmartRecruiters SLA is the best in the industry.
• Exclusive Access to our roadmap with Feature Preview so you can see what’s coming before anyone else.
• Free regular User Training so you can easily involve Managers and Contributors in your hiring efforts.
• And Exclusive Members-Only Offers and special promos on selected services and partners in the marketplace

Membership Fees are company-wide and designed to offset themselves against savings you make through the store-wide 10% discount.  Some companies may elect to join because it saves them money. Some because they like the exclusive access and in-person support. Others for the comfort and security of a contractual Service Level Agreement. In any case, whether your company becomes a member or not, the use of SmartRecruiters is and remains entirely free with no limitations.

Become a SmartRecruiters Member.

Intrapreneurs are individuals that use entrepreneurial thinking to create change or launch new ventures within existing organizations. They essentially always ask, “Is this the best and most effective way to do something? Is there a better or new way?”

Intrapreneurs may launch a new revenue-generating product or service, make systems and infrastructure more effective, or incorporate a social or environmental good component to your work. Organizations like Google are famous for fostering intrapreneurs through a culture of innovation and providing employee hours to explore new ideas.

In general, intrapreneurs can be trusted to work on a range tasks from strategy to implementation, and collaboratively across departments. If your company is already established, intrapreneurs can hit the ground running without spending time creating infrastructure and securing resources. Intrapreneurs pursue new strategies while staying true to the core principals and goals of the organization.

So, how do you find an intrapreneur to join your team? When you interview prospective employees, ask them if they’ve ever launched new initiatives or ventures for a previous employer, and listen for questions they may ask about workplace culture and employee responsibilities. Intrapreneurs are great at managing up and across departments, so find someone that has a history of working on teams in both leadership and non-leadership roles. You should also look for people that aren’t afraid to take calculated risks and fail. And don’t forget company culture—make sure that you hire an intrapreneur that will fit seamlessly with your team and management style.

You should also look to hire internally because you may already have an intrapreneur on your hands. Do you have employees that consistently think outside the box and offer suggestions, or people you trust to launch new initiatives? Are they passionate about your organization’s mission and do they have a history of working well within the company culture and infrastructure? This might be the intrapreneur your organization needs.

Once you’ve hired or identified your intrapreneur, the goal is to empower them by providing the trust, freedom, and resources they need to be successful. Allow for all team members to think about internal innovation and provide more opportunities to suggest ideas or build proofs of concepts.

If your social enterprise truly values collaboration and innovation, you need at least one intrapreneur on your team, so start searching.

Hila Mehr is a social intrapreneur currently working as a social enterprise fellow in Hyderabad, India. She blogs at hilamehr.tumblr.com. Connect on Twitter @HilaMehr.