As digitization, coupled with the global pandemic, propels contingent hiring online and with more individuals relying on employer reviewer sites to evaluate businesses, delivering a positive[...]
In 2004, Sundar Pichai was just another employee at Google. Today, he’s CEO of Google and its parent company, Alphabet, and one of the most influential executives in the world.
The secret behind his meteoric rise? Google Chrome.
One of Pichai’s first projects was the search toolbar. And in 2008, he achieved what established him as an early leader: persuading co-founders Larry Page and Sergey Brin that Google needed to build its own browser.
Pichai was convinced that Microsoft would eat up Google’s market share by making it incredibly difficult for users to install Google’s search bar on Internet Explorer. His solution was to create a proprietary browser, but his bosses weren’t on board. Then CEO, Eric Schmidt was especially unwilling to get into the “bruising browser wars.”
Unfazed by the opposition, Pichai made an incredibly compelling case, and won everyone over. Today, Chrome is used by more than 60% of the world.
Pichai’s trajectory is a great example of how being future-ready and pushing for transformation can catapult a career — and even an industry. We’ve touched on how, with AI and automation-based hiring technology set to revolutionize recruiting, those who move fast will rise to the top and those who don’t will struggle to remain competitive.
Here’s how to make the case for new hiring technology, and help your own career, too.
Get a clear understanding of your organization’s challenges related to recruiting and hiring. Are you struggling with recruiting efficiently? Do you have a high attrition rate? Is your sourcing pipeline the problem? Break it down so you know exactly what problem(s) need to be addressed.
Then do your homework. There’s a plethora of recruiting solutions out there, but you need to discern which one is the best fit for solving your organization’s specific hiring challenges. Request demos to see them in action and position yourself as an expert who can help make the right decisions.
Facts are important but narratives matter, too. Communicate your vision to your colleagues, managers, and other leaders. How is this new hiring technology going to benefit your organization in the long run? How will it make your colleagues’ lives easier?
Push for transformation by tying hiring outcomes to company goals. Use your company’s current hiring success metrics, like cost-of-hire, time-to-hire, retention rate, and quality-of-hire, and compare them with the potential offered by your proposed hiring technology.
You’ll have a better chance of convincing company leaders to adopt new technologies when you present data that tells a story.
Executives may be reluctant to introduce new technology because of the inevitable learning curve associated with it. Offer to help with the transition and even create an implementation team that will be accountable for things running smoothly. Have this plan in place while pitching the idea so you can show your manager you’ve thought the entire proposal through from launch to training, learning, and troubleshooting.
Ready to take the leap and see how technology can help in your recruitment efforts? Schedule a demo to learn about Crowdstaffing 360, our innovative hiring platform with a built-in crowd of talent suppliers.
