How an HRBP Secured Leadership Buy-In for Better Recruitment Tools
Why spend on new recruitment tools?
Our current process works fine.
A leading IT services company struggled with:
- Slow hiring cycles
- Poor candidate experience
- High offer dropouts
HR knew better recruitment tools could solve these issues—but leadership wasn’t convinced
THE PROBLEM
- Manual processes
slowed down hiring –Too much back-and-
forth - No data-driven
insights – HR
couldn’t track
hiring bottlenecks - Poor candidate
experience – Slow
communication
led to dropouts - Lack of leadership
urgency – Hiring wasn’t
seen as a business
priority
The Cost of Sticking to Old Systems
1. 30% longer time-to-hire – Delays in screening, scheduling, and approvals.
2. Top candidates lost – Slow hiring led to offer rejections.
3. Higher recruitment costs – More effort, less efficiency.
4. Frustrated HR teams – Managing hiring manually drained productivity.
THE HRBP’S WINNING STRATEGY
- Data-Backed Business Case – Showed leadership the ROI of faster hiring.
- Pilot Run for Proof – Tested the tool on a few roles to prove impact.
- Competitor Benchmarking – Highlighted how top competitors used better tech.
- Candidate Feedback Reports – Shared real candidate complaints about hiring delays.
THE RESULT
40% faster hiring – Automated processes reduced delays.- Better offer acceptance rates – Faster communication kept candidates engaged.
- Stronger employer brand – Improved candidate experience.
- HRBP recognized for driving business impact.
KEY TAKEAWAYS FOR HRBPS
1
Use data, not opinions – Show leadership the numbers behind hiring delays
2
Run a small-scale pilot – Demonstrate results before asking for full investment
3
Highlight business impact – Faster hiring = stronger revenue & productivity
4
Use competitor insights – Leadership listens when competition is ahead