Internal Mobility is all about adoption
In my long career in HR Technology, I’ve learned that the name of the game is adoption. People use your tools to achieve their goals. I mean, isn’t that what we build software to do. Help people. Make life a little easier. Software should be serving the people who use it. Which is why we get into a lot of sticky situations with HR Technology. Most of it is built to serve the goals of the organization.
Back when I was working at a popular CRM, the challenge was helping people feel confident enough to email a million people all at once. It’s a scary proposition. But once you’re over that hump, you start using the tool and seeing what you can accomplish. The challenge was always that the people who made buying decisions see the value of building relationships with candidates, but they don’t equip their team to go build those relationships. Or worse, they don’t really care about the relationship and look at it as another way to bombard people’s emails with stuff they don’t want, but I digress.
Here’s the thing about software. It’s useless unless people use it. Which is why when we were building worqdrive, we reversed the process.
We know that without people using tools like HR Systems or CRMs or ATS’, we cannot realize their value. You may have read my rant about this in a previous post. #ISaidWhatISaid.
The reality is, we are not successful unless employees use worqdrive.
And when it comes to using a tool like worqdrive, here’s what you need to be looking for when it comes to adoption.
Unless it isn’t crystal clear by now, you need to be asking the questions of your vendors of adoption and how people are using their tools.
Adoption indicator 1: Complete accounts
We know that one of the biggest points in drop off in any online event is account set up. We know this because we’ve watched digital grow up from the late 1900s (as the kids would say). Look, no one wants to “create an account”. Creating an account sucks. We all know it. In fact, when it comes to HR Technology, all of the data that a worker needs is already in a system somewhere anyway.
Which is why the first question about adoption should be account completion. What percent of people start an account and finish it. We know this is a potential fail point, so we made our account set up, confirmation, not creation. Confirm this is your information and we will fill it all in for you. Tell us what you like doing and you’re set up. It should be simple. So ask about percentage of completed accounts.
Adoption indicator 2: Stickiness
The other area of HR Tech that is wildly problematic, is stickiness. Frankly, this was the questions I was asked in both rounds of pitchfest that everyone should have been asked. The question went something like this:
“People don’t log into their HR system, what are you doing to make your system different from theirs? What makes worqdrive sticky?”
The answer is simple: We built this to serve the person we need using it, the employee. We give them a lot of what’s in it for them. We give them new jobs that they match. Recruiters send them new jobs to review that they may fit. Their peers send them advocacy requests. And the system asks them to update their skills every other month.
We were intentional about delivering things that employees will want so they will come back. And it’s working. Our active users are coming back every NINE DAYS to see new jobs, add skills, advocate for teammates, and review recruiter requests. Every nine days! Oh, how I wish I would have had this data at pitchfest.
It’s working. It’s about adoption. It’s about engaging your employees and empowering them. When you do, they participate. These levels of engagement are bigger than we could have hoped and proving that when you deliver for the audience, they deliver for you. Be sure when you’re shopping for Mobility Software that you are asking about the stickiness and the adoption. We are learning every day what employees want. And we are seeing time and again, that they really do want to stay. And when you make it easy…they do.