1. The Internal Spark: Recognising the Need for Better

Many recruitment teams begin noticing specific, recurring issues in ATS functionality. While some limitations may appear minor, they can compound over time, slowing down the entire hiring process and impacting candidate experience.

2. Industry Influences and Emerging Trends

Beyond the walls of your own team, there’s a whole world of innovation happening in recruitment. It’s no longer just about filling positions; it’s about using data, automation, and AI to find the best talent quickly and efficiently. Seeing what’s possible elsewhere can be incredibly motivating. Maybe you’ve read about how AI is transforming talent acquisition, helping companies rank candidates, automate workflows, or even predict the best culture fit. Or perhaps you’ve attended an HR conference and heard firsthand about the possibilities a modern ATS can bring. Keeping up with these trends isn’t just insightful—it reinforces your vision and gives you a roadmap for what’s possible.

3. The Desire to Make an Impact

For many champions, pushing for a new ATS isn’t just a professional decision; it’s personal. There’s a strong motivation to leave a lasting mark, to be remembered as someone who made a difference. You might envision yourself as a leader who improved the hiring process for years to come, not just for your team but for the entire organisation. Imagine being the person who modernised the recruitment function, who took the initiative to transform outdated systems and deliver a recruitment experience that candidates remember for the right reasons. At this stage, the drive to make an impact is powerful—it’s not just about technology; it’s about shaping the future.

4. Finding Allies and Like-Minded Advocates

Champions rarely act alone. As you start sharing your thoughts with others, you might notice similar frustrations or ideas coming up. The desire for improvement is often contagious, and what begins as casual conversations can soon lead to a supportive network of like-minded people. Finding allies can make all the difference. When team members start sharing their own challenges or agreeing with your ideas for change, it’s a sign that you’re not alone in your vision. Together, you’re creating a natural momentum for improvement without even needing formal steps—just the shared understanding that better is possible.

5. Preparing for What’s Next: Moving from Inspiration to Action

At this stage, being a champion isn’t about taking specific actions yet; it’s about building the vision, nurturing the inspiration, and letting that drive become your foundation. Recognising the need for change and feeling motivated to explore it is a powerful start. Keep gathering insights, discussing ideas, and staying open to what’s possible. Every journey of change begins with inspiration, and by embracing that spark, you’re already on the path to making a meaningful difference. When the time comes to take action, you’ll be ready—with a vision that’s rooted in a true desire for improvement and a team that shares your drive for something better.

Conclusion

Becoming a champion for change is an exciting, empowering step. It’s about recognizing that there’s a better way and feeling inspired to make it a reality. As you navigate this stage, remember that your insights and drive are invaluable to the organization’s growth. You’re not only improving processes; you’re creating a lasting impact for your team, your candidates, and the future of recruitment. Embrace this role as a champion—you’re laying the foundation for transformation, and your journey has just begun.