Obviously, HR is a business function that is very much ‘going digital’ over the past couple of years. In all sectors people leaders are investing to meet the rising expectations of their employees and make them work smarter at the same time.
Consequently, we see HR tools in all shapes, sizes and prices. And with traditional HR functions like employee performance management, recruiting and learning rapidly being added to platforms for employee productivity and team collaboration I believe in many sectors HR has seen nothing yet.
So, Digital HR it is! But before you start making promises, assign people to your project and spend money, you want to make sure you choose wisely and get the most bang for your buck.
Now we all know these heavy procurement cycles where HR gets lost in endless spreadsheets of technical checks, fit-gap analyses, weighing of requirements, etc. You burn valuable time and money and by the time a tool is selected, and you are ready to start the actual implementation, both budget and momentum for the project are gone. On top of that, nowadays you see more and more software vendors choosing to not even participate in these over-engineered selection cycles.
So how do you select the HR platform that truly fits your organisation and really delivers on its promises? We’ve learned a couple of lessons here that we’re happy to share. These are our five guiding principles to explore the HR tech market for that one tool that truly engages your teams and puts HR on the map.
Finally, we’ve learned not to focus only on price. Obviously, budgets are always limited, but nobody wins a race to the bottom. Software as a service is in many ways also a partnership. Select the vendor that, besides having the best product for your purpose, also has a compelling vision on customer success and a solid road map with future features. These simple steps will help any team to select that one software solution that truly impacts their business without wasting any time.
Jochem ter Steege