There’s no way around it: change can be scary. In a recruitment environment where growth is hard to come by, it can be daunting to branch out and implement new technology, diversify into a new business line, or make an acquisition.

At the same time, change is inevitable in recruitment. Today’s staffing landscape looks different than it did even in 2024, and firms embracing change are poised to reap the benefits. Although attracting new clients is the number one priority across the board for 2025, according to Bullhorn’s latest GRID Industry Trends Report, firms have learned they cannot rely solely on revenue from new clients to drive performance, and they need to find new ways to add value through new solutions and services.

What is change management?

Change management is a structured approach to business transformation, whether adopting new technologies, changing processes, or shifting strategies. A solid change management strategy minimizes resistance, increases engagement, and accelerates the time to full adoption.

A step-by-step guide to change management

To make any business transformation a success, recruitment agencies need to build and stick to a robust change management strategy. Melissa Rosen, VP, Global Services Sales at Bullhorn, runs an expert team of business and architecture experts focused on optimized solution design that balances staffing and system architecture best practices. She laid out a glimpse at the framework she and her team use to guide those adopting the Bullhorn platform towards a successful implementation and long-term, scalable growth. Her words of advice to those embarking on the journey: “Be along for the ride the whole way.”

1. Understand the change process

Recruitment agencies must recognize that change follows a predictable pattern: forming, storming, norming, and performing.

• Forming: When team members get acquainted and define roles.
• Storming: When conflicting interests can lead to conflict.
• Norming: Where your team resolves differences and collaboration grows.
• Performing: When the team operates at peak efficiency.

Without structured change management, teams may get stuck in the storming phase, leading to frustration and inefficiencies. A well-defined strategy compresses the time required to reach the performing stage.

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