In every single HR position I've accepted there has always been a huge need to either add HR technology, or upgrade to better HR technology. Coming into a new job, and having to ask for a giant pile of cash, never seem to go together!

The reality is, stepping into a new position is the perfect time to ask for new tools and technology. You have this small window of time, when new in your role, where the organization still thinks your brilliant and your ideas are fresh! This is the perfect time to ask finance to approve a brand new purchase of some HR tech.

Unfortunately, most of us don't have this luxury of being new into a role. We have been working hard in the same organization for a while, and we've been trying to get the technology we have to work to the best it can. Now, we find ourselves in a position of needing new technology to keep up with competition, or the market, and we didn't budget to go buy new tech.

So, what are we supposed to do?

Here are three ways you can get your leadership to approve your next technology purchase, even when you don't have the budget money appropriated:

Leaders love competitive data, and they hate being behind the competition. Find your competition that has better technology than you, and gather data about what they are doing. You would be amazed at one of your peers at your competition will share with you, by just asking. Or find someone on their HR team that recently left, and pimp them for information! Present this information to your leaders, with your plan, to get your organization back on top.

We all know we have build an ROI to get a technology purchase approved. The problem is HR tech vendors give you ROI data that isn't even close to something someone in Leadership or Finance would ever believe. Find out what the hot button for ROI is with your finance team, and build it to fit their expectations. Be conservative. Make it something they'll believe. Also, don't be afraid to stand behind the return you expect. Marketing and sales do this all the time and never come close to their ROI numbers!

In most organizations if Operations needs something, they get it. If you want great HR Tech you need to find champions of your buy in operations. People who will standup and say we need this technology, it will help us be better. Leaders usually come out of operations, and they have a soft spot for giving them things they will help them. I've gotten most of the HR technology I wanted because I was able to show operations how it can make our lives easier and better.

Getting HR tech doesn't have to be a frustrating situation. You will have to play some office politics. HR folks tend to hate playing politics. Which is why all the rest of the organization gets what they need and we sit back and use Peoplesoft 9.0. Try the techniques above for better results on your next proposal!

Tim Sackett is a HR pro with over 20 years' experience. With a career perfectly split between recruiting and HR generalist roles – (also split between the HR vendor community and the corporate world) – he's seen the HR world from all angles of the boardroom table. You can check out all his other brilliant ideas over at www.timsackett.com. Connect with Tim @TimSackett