Lead2Pipeline’s Post

Transcript

How does an HR director identify that part of that solution would be a technology or a new solution? How do they know that? So, it's a great question. And this is where I tend to irritate sales managers. So, if any sales managers are listening to this, put your earmuffs on because you're not going to like this. So, when you're faced with a scenario where you have all of these systemic problems and you described a specific use case where a position has been open and it's for an engineering role, it's been open for three months and nobody's making it past the second interview, I would challenge anybody that says that, "Hey, there's a technology solve for this." And that's the common mistake that happens across the B2B tech space, is that we move into our buyer universe under the assumption that everything has a solve through technology. Typically what I do, is when I'm engaging with somebody that I have never met before in the HR tech space or in the TA tech space, I'm looking to understand what your current process looks like, what your current people scenario looks like, because I take a transformation lens to the problem that the HR buyer is dealing with. And if you're trying to execute a transformation, a successful transformation is the combination of people, process, and technology solution that's being brought to bear. And if as a seller you're going to the marketplace and you're automatically assuming that just because somebody is talking to you, that a technology solution is going to solve all their problems, you're likely going to get that person fired. And unless you've diagnosed what the process and people landscape looks like, you're going to cause that person to burn a lot of resources for nothing. Because if you have a crappy process, if your people aren't lined in the right seats and you're applying technology to it, you're likely going to make the current situation worse.