How to implement new technology as a recruitment leader

Written by: Ben Musgrave · Jan 23, 2024

Stock image of 4 people in discussion

Implementing new technology as a leader can feel like a never-ending, and possibly intimidating task. From screening prospective tech to see its value, demonstrating it, and encouraging adoption, can be a lengthy process. 

However, the key is finding easy-to-understand tech that is relatively pain-free to implement because of the support that’s provided.  There are some easy ways to spot what to look out for. 

As an organisation, we have been laser-focused on ensuring that using our platform is as seamless as possible from the beginning. Being ex-recruiters, we understand the frustrations that can come with tech implementation, particularly on a larger scale.

What you need to start with is a clear project plan which will cover these four areas:

  • Proof of concept
  • Proof of value
  • Building a framework
  • Onboarding and long-term implementation

Step 1: Proof of Concept

Your proof of concept is all about testing if it works. In essence, you should give yourself a window of 14 days to maximise the free trial that your team will receive with Video Outreach or a Talent Delivery pilot.

During this period, your proof of concept should cover the following:

  • Technically, does everything work (sound, video, connection, quality)
  • Where can the team put this in their process? Does it have a specific place?
  • Do I understand how to use the product, or do I need a demo before rolling it out?

Step 2: Proof of Value

Proof of value is all about seeing whether the product is worthwhile for you and your consultants.

Now, you aren’t going to get immediate results from one business development call, so you shouldn’t expect to get immediate results from your first video. Additionally, even if you’re dealing with a smaller team of people (4-5) you can’t assume that the value will be the same across all 5. 

Some recruiters can make technology work for them easily, whereas others need more guidance and training.

The idea of proof of value is looking at the value that you need to see, and working out what you need to get there.

Typically, we see 4 key elements to this when looking specifically at sales engagement videos

  • Recipient - who is receiving the video.
  • Content - your message, both within the video and attached to it.
  • Channel - where you send the video and where this step sits in your cadence.
  • Volume - how often you send videos.

Step 3: Start building your framework

What can a framework typically look like?

Let’s say, the thing that your team is struggling most with is initial cold outreach and you’re looking for tech to help solve this.

You also want to ensure that you’re giving video the best chance for success, so here are some considerations based on the aforementioned elements:


  • Is your database/contacts organised? 
  • Does each consultant have a set list of recipients to try out videos with?
  • Have you decided what journey the recipients will take? (for example, will they receive one video or a set?)


  • Ensure consultants record a set of general/foundation videos (see our suggestions here)
  • Ensure that consultants have dedicated time each week to record and upload the necessary video content, just like they would with traditional BD
  • Have variety in your video content and review what your team have produced first


  • How often are you going to engage in video outreach?
  • How many videos will each person get in this campaign?


  • What channel option will you use? 
    • LinkedIn
    • Direct Message
    • E-mail (Direct)
    • E-mail (e-shot) 
  • Will you test specific channels?

And finally...


  • Have you spoken to key leaders?
  • Do you have the desired budget?
  • What blockers do you have in place?

What can this look like in practice?

Let’s say you decide to task your team to reach out to 30 CEOs in a 3-step video outreach model. The first two videos will be general and pre-recorded, whereas the final video can be personalised.

You’d want to measure as part of your framework:

  • The number of opens/views
  • The number of replies
  • The number of booked meetings

It’s important to be realistic with your expectations. After the first week, if you’re unhappy with any of the above metrics within the framework, you can adjust (for example higher volume, varied content, or different recipients) and measure the ROI with new metrics!

It’s important to look at if your metrics are skewed, too. For example, if 4 out of 5 consultants have consistent results - you may want to look into how that other consultant is utilising the technology and find out what the problems are. 

Step 4: Onboarding and long-term implementation

It’s essential once you’ve decided on the technology that there is a clear onboarding and implementation process. Even if you run a small agency, you want to ensure that your Operations team are briefed and know how they’re expected to roll out a sales tool. 

You should also look to lean on the person running your pilot/onboarding. Listen to the advice and feedback they’re giving, and push for additional support if you feel like you need it. Ultimately, you should be getting the most out of the onboarding process as physically possible.

Equally, you must ensure that your leaders are informed, and you must ensure they’re equipped with enough time (and know how to use the tech) before they roll it out. 

We find that a double-pronged approach using the sales and operational teams makes for a much smoother implementation and onboarding process. It’s important to understand that your implementation process will be ongoing, especially if you’re in an agency/running a fast-growing agency. 

With each new hire, training and development are needed, so integrating tech onboarding into that process would be a logical next step.

Keep it simple, keep communication clear, and ensure continuous training and development if needed; whether that’s internal from leaders or external using the technology.

Finally, it’s important to be realistic

Implementing video in a team is going to take time, so hoping to achieve life-changing results in the space of two weeks doesn’t make sense. Instead, use the results you get from the video and compare them to the current results you’re getting without video. If there’s a considerable improvement, then it’s worth progressing. 

What's next

Successfully implementing new technology requires a strategic and thoughtful approach. From testing the waters with a solid proof of concept to realizing the tangible value in your unique context, building a robust framework, and ensuring a smooth onboarding process are crucial steps.

Embrace the journey, be realistic with expectations, and remember that the true impact may unfold gradually. With clear communication, ongoing training, and a commitment to continuous improvement, your organization can navigate the path of tech adoption, transforming challenges into opportunities for growth and efficiency.

To harness the full potential of video in recruitment, we encourage you to explore Hinterview solutions, which provide a comprehensive toolkit for video outreach and talent delivery. Don't limit your recruitment efforts when video can revolutionise the way you engage with clients and candidates.

Get started with Hinterview

As the preferred choice for recruiters globally, our full platform and features need to be seen in action.
Ready to start the conversation? Simply fill out the form and a member of our team will be in touch.

Get in touch

Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.