How To Take The Headache Out Of Buying HR Technology In Five Steps
In today’s world, technology is ever-changing. As a business owner, it’s vital to stay on top of these changes to ensure your business runs efficiently. For HR professionals, technology is utilized to attract, hire, retain top talent, support workforce administration, and optimize workforce management. Technology allows individuals to gather, collect, deliver information, and communicate effectively with their employees.
Continue reading to learn five important steps to simplify your HR technology buying process.
Step One: Determine What’s Missing
If you’re currently utilizing technology, you need to dive deeply into the software and determine what’s not working for you and what is. In addition, is there anything else you wish the software could do to make your job easier?
If you have no technology system in place, you must start by writing down what you want the technology to assist you with. Do you want it to retain and attract top talent? Perhaps, you want to ensure your job descriptions reach the right candidates. Almost 60% of HR teams state that finding, attracting, and retaining talent is the main reason for using HR technology.
Step Two: Do Your Research
As soon as you determine what’s missing and what you’re looking for, it’s time to do your research. There are many types of HR software available to you that will address the specific needs you determined in step one. Whether it’s recruiting or simplifying your automation process, there’s a solution out there for you. Ensure you demo every software presented to determine if it meets all your needs. The goal of HR technology is to make your job simpler.
Step Three: Involve Employees In The Selection Process
Business owners make the common mistake of not including their employees in this selection process. Whichever software you decide to choose, your employees will be your change champions, using it daily, so their feedback and buy-in are essential. Have your employees sit in during the demo process, whatever that may look like. When deciding what software features should be implemented, their involvement can be extremely valuable. You want software that’s easy to learn to solve your pain points and aids in the growth of your business. Listen to your employees!
Step Four: Reach Out To Other Users
Once you determine what technology you want to begin implementing in your business, reach out to other users who have been utilizing the same software. Hear their success stories. What do they like about it? Is it missing any pain points that you want to be solved? Every software vendor should provide you with a list of references if their product has been valuable to other businesses. If not, that’s your sign to move in another direction.
Step Five: Determine The Right Price
Once you’ve completed the above steps, you’ve made it to the most important step, price. As a business owner, the last thing you want to do is our money into your business, while lacking growth. However, the implementation of HR technology is vital for the growth of your business. Reach out to other business owners you know who are utilizing HR technology in their business and ask what they’re paying for it. The size of your business also impacts the price. Doing your research will help determine if you’re paying too much or too little for what you’re looking for.
GMS’ Technology Drives Your Efficiencies
HR technology is an essential aspect of your business as it provides you with a decision-making tool to manage costs and enables you to reduce the time spent on administrative functions. One of the most important value propositions GMS offers our clients is the accessibility to cutting-edge technology. This type of technology is typically out of reach for small to mid-sized businesses. When you partner with GMS, you gain access to GMS Connect, a fully integrated, cloud-based human resources information system (HRIS) that enables your services and drives your efficiencies. Our software enables world-class payroll, benefits, HR, recruiting, performance management, and more – covering the entire HR spectrum from hire to retire. To demo our HRIS, contact us today!