Once upon a time, someone in HR or Talent Acquisition signed off on a Recruitment CRM, and now the worst possible thing has happened, low adoption or zero CRM usage. However, you can avoid these dreaded low adoption issues. Here’s how:


First, you’ll need to establish Effective Training and Onboarding. Look, here’s the deal. You can’t completely rely on CRM Customer Success Managers for adoption because they’re spread across multiple accounts. Appoint someone internally to provide training sessions to recruiters that really understand the CRM benefits and functionalities as it pertains to the recruiting process. They can tailor the training to the recruiter’s specific roles to boost engagement.


Next up is User-Centric Customization. In a perfect world, every candidate would go through the same process for recruiters. But that will never happen. Just try asking a hard-to-find candidate to fill out an application before they get screened. Trust me, you need to customize the CRM to align it with the recruiter’s workflows (basically how they recruit). Personalization enhances the recruiter experience and encourages them to use the CRM regularly.


Finally, you need to Provide Continuous Support and Receive Feedback. I’m not going to lie. This one is tough. Recruiters complain a lot especially when it comes to the ATS. Don’t fall into that trap with your CRM! Offer ongoing support and address the recruiter’s concerns promptly. Request feedback to identify areas of improvement to enhance the CRM’s usability.


Okay, look, driving CRM adoption takes a village. It requires a strategic approach focused on training, customization, and ongoing support and view it as an ongoing program. I can tell you from personal experience, if a recruiter doesn’t see any value in using the CRM, they never will. However, you can improve adoption at any stage using the steps that I mentioned above. So, start today with training, customization, and support to achieve CRM adoption.


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