Recruitment technology is full of good ideas that never take off. Organizations invest in platforms designed to improve hiring but often see them go unused. This happens because these systems are built on what companies think they need rather than how users actually work.

The best recruitment tools adapt to natural behaviors, not rigid processes. To design systems that people will genuinely use, we can look to an unlikely source for inspiration: urban planning. Specifically, the European park design principle shows us how to build solutions that develop based on real-world patterns, not assumptions.

The European Park Design Principle: Understanding User Behavior

Frederick Law Olmsted designed parks by watching how people naturally moved through a space. Instead of laying down paths first, he waited to see where people walked, then built around those routes.

This idea can be applied to recruitment technology. Like Olmsted’s parks, recruitment systems should observe how employees and recruiters naturally interact with them and then build the system around those behaviors. Instead of forcing people to follow a set process, the platform should support the way people already work, making it easier to use and more effective.

By designing recruitment systems around natural behaviors, we can create tools that feel intuitive and are more likely to be adopted and used.

Why Most Recruitment Tech Fails

When a system forces users to change how they work, engagement drops and adoption stalls. Here are some key reasons why recruitment tech often misses the mark:

• Disrupting familiar processes: Forcing recruiters to abandon their natural workflows creates unnecessary friction. If a tool doesn’t align with how people already work, they won’t use it.
• Overcomplicating simple tasks: Asking employees to download apps just to submit a referral adds unnecessary complexity.
• Lengthy and complicated procedures: Overly long, complex processes can overwhelm users, making them less likely to complete tasks.
• Excessive approvals and manual tracking: Requiring multiple approvals and manual tracking for every referral is inefficient and slows down the process, reducing overall participation.

If the system isn’t easy to use and integrated into daily routines, employees will avoid it, which is why most referral programs struggle to drive meaningful results.

Learning from User Behavior

Trying to change behavior creates resistance and disengagement. The key is to design systems that reflect and support existing workflows rather than imposing new ones.

An effective way to encourage adoption is by keeping things simple. Employees should be able to participate in referral programs through tools they already use, like email, Slack, or text, without unnecessary steps or complex logins. This reduces barriers and boosts usage.

Successful systems don't dictate how tasks should be done. Instead, they recognize the habits and workflows employees already have in place and design solutions that complement them seamlessly.

Scaling: Making Adoption Easy for Everyone

To scale a referral program successfully, it’s important to make the process as easy and natural as possible for the people using it. Recruitment tech should be built around how users already work rather than forcing them to change their habits.

A leading cloud-based communication provider needed to scale its referral program quickly but was worried about delays. Rather than waiting for full system integration, they used a simple workaround developed by Boon. Referral data was shared through email while the system was being integrated.

In just two weeks, the company surpassed its three-month referral target, generating over 800 referrals and filling five positions.

The company achieved these results by letting users first engage with the system naturally without forcing new workflows. By aligning with how employees already work, Boon made adoption easy and efficient, proving that simplicity leads to faster, better results.

How To Make Recruitment Tech Stick

Organizations can apply these lessons by focusing on a few simple principles when selecting and rolling out new recruitment technology. Here’s how:

• Start small: Instead of a full-scale launch, introduce a lightweight version that works with current habits. For example, you could allow employees to submit referrals via email before requiring full platform adoption.
• Reduce friction: Every additional step, such as logging into a portal, creating an account, or remembering a password, reduces engagement.
• Automate where it counts: Let technology handle tracking, follow-ups, and payments without adding steps for users. Employees should see results without needing to check another system.
• Gather feedback early: Pay attention to what’s working and what’s not. If engagement is low, find out why and adjust.
• Make rewards immediate and transparent: Referral programs fail when employees aren’t clear on when or how they will be compensated. Automate reward tracking to ensure visibility and consistent engagement.
• Integrate into existing systems: If employees are already using familiar platforms, ensure the referral process fits directly into them. Forcing them to switch systems only adds unnecessary friction.

Why Simplicity Wins

Simplicity eliminates barriers and drives engagement. The simpler the process, the more likely employees are to participate.

Complex systems with long processes or extra steps often lead to disengagement. When the process is simple and intuitive, employees can refer candidates quickly, resulting in higher participation and faster results.

Take the example of a pediatric home healthcare provider. By simplifying their referral process, employees were able to refer candidates in seconds, leading to a sharp increase in both referrals and hires.

Simplicity makes participation effortless, turning the referral program into a seamless part of daily work. When it’s easy, people engage, and that’s what drives success.

What This Means for HR and Recruitment Teams

HR leaders should focus on technology that enhances, rather than disrupts, their current workflows. Recruitment tools that integrate smoothly into daily operations are more likely to be adopted and deliver long-term success.

To drive engagement, recruiters need to ask:

• Does the system fit with the way employees already refer candidates?
• How simple is the process for employees to participate?
• Will they see results quickly, or is there a delay?
• Can they easily track their referrals and rewards?

The most effective tools remove barriers and provide instant value. If the system doesn’t align with employee habits or show an immediate impact, adoption will be low. The key is simplicity, ease of use, and visible results from day one.

A Smarter Way Forward

The most effective recruitment technology fits naturally into the way people already work. When companies design systems around how users behave, they see higher engagement, better results, and referral programs that truly work.

By reducing friction, keeping things simple, and making participation rewarding, a system becomes more effective. The real question is: will your hiring technology make life easier for your team or create more challenges?

To learn how to make recruitment technology work for you, download our Adoption Strategy Guide today.