Workforce transformation requires staying up to date with the latest tools available to help your team perform to the best of their ability. As HR software continues to evolve with workforce changes, you’ll need to know what to look for when considering a potential new HR tech tool for your organization. Keep reading to learn the key questions you should keep in mind when evaluating a new tool to add to your HR tech stack.
When evaluating HR software, the first step you’ll want to take is determining your team’s main objective for adding a new tool to your existing tech stack. There are plenty of HR platforms to choose from, and they can vary according to a wide range of HR functions. In order to begin your search, it will be crucial to identify your team’s specific goals.
HR software categories can include:
This is just a starting point – once you hone in on which particular tools will suit your team’s unique needs, you can then begin to consider a couple of things including, what the estimated return on your investment will be, what the urgency is and what impact you are looking to have from implementing a new tool.
As you continue to evaluate your options, this is a great time to ask for case study examples, statistics, and additional resources from the HR software providers to get a better idea of how their product has helped clients and learn more about their track record.
Even the most user-friendly software won’t be up to par unless it complies with up-to-date security and compliance regulations.
Inquiring about which steps are being taken to ensure compliance that meet enterprise-grade security standards should be a key question throughout your search.
Below are some examples of questions you can ask to take security measures seriously before going forward with implementing a new tool:
A product can sound amazing, but if it isn’t able to integrate with your existing HR systems, it won’t be able to provide the value you and your team need to make the most of what the software has to offer, and can make for an inefficient and clunky user experience.
For these reasons, making sure that any potential HR tech tool integrates with your existing HR software applications will be an indicator of your team’s success when evaluating a new software product.
A good HR platform can be a major help for your team to improve workflows and better meet your goals – but great HR platforms take this to the next level by helping you analyze your progress in order to scale effectively. Think of it in these terms: how could this tool not only improve the company today, but go beyond that to improve processes for years to come as the team expands?
Lastly, it’s important to ensure the HR software you’re considering is easy to use, intuitive, and beautifully designed. After all, if your team is about to invest in a new product, using it should be a convenient and enjoyable experience to make your investment truly worth it.
There’s a lot to take into account before adopting new HR software for your team, so we put together an actionable guide to help you get started on your search. Download our free HR Tech guide to learn more about topics such as:
Is your team making the most of your compensation decisions with compensation management software? Welcome empowers your team with access to real-time market data to benchmark salaries against your company’s internal data and current market rates to provide candidates and employees with a better understanding of their total compensation and total rewards.
This means that making competitive offers to boost hiring and retention doesn’t have to be a convoluted process – and it can also help your team maintain pay equity for more equitable employment outcomes.
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