How to Choose HR Software: Top Questions You Should Ask
Key points about how to choose HR software for your business:
- Selecting HR software can be an overwhelming process.
- The five questions below can help you evaluate your options and pick the best software for your business.
Maybe you’ve already partnered with an HRIS (Human Resource Information System) vendor and want to switch providers. Perhaps your HR department has never used HR software before and you’re looking for your first system. In either instance, you may find yourself overwhelmed by the number of HR software options—all of which seem to promise an easy-to-use, all-in-one solution.
Selecting HR software is a big decision that requires multiple steps. To select the best HR software, you need to assemble a selection committee with a point person, secure leadership buy-in, engage employees, and more. So how do you do all of that while searching for the perfect provider?
Here are some questions you can ask to narrow your search:
1. What will you use HR software to accomplish?
Talk with the stakeholders in your organization to understand the expectations for your new HR software solution. Are you looking for software that will centralize all your important HR processes, documents, and employee information? Are you hoping to integrate time and attendance into the system? Do you need features that will help you manage recruiting, onboarding, performance management, offboarding, and retirement? Does your new software need to manage benefits and open enrollment for your organization? Does it need to have an applicant tracking system? What about payroll processing–should your new solution handle that as well?
You may even identify features that aren’t necessary, but could be nice to have. For example, if you want to help employees track their career goals or give them meaningful feedback and access to training materials, you may want talent management functionality later on.
Once you make a list of everything your organization will need from your HR software, it will be much easier to determine if a particular vendor is right for your company.
2. Who will use HR software in your organization?
Will your HR department be the only people accessing the software, or do you wish to give some access to your employees? A solution with Employee Self-Service (ESS) gives your employees the ability to update their personal information, request time off, enroll in employee benefits, and more.
3. Is the HR software easy to use?
HR software is only a worthwhile investment if your HR department and employees actually use it. And they’ll only use it if they understand how it works. Does the vendor have documentation and user guides available? Do current customers have positive things to say about using the software? If you can’t find any reviews online, ask the vendor if they have any customer contacts that you can get in touch with.
4. What is implementation like?
HR software is only as good as its implementation. To make the most of your investment, fully implement the software to use all of its capabilities and features. To understand each vendor’s implementation process, ask questions such as: What does the implementation timeline look like? How involved is the implementation process? Is training included? Is implementation handled entirely by your in-house HR team or is it managed by the HRIS vendor?
5. What kind of support do you expect from the vendor?
Ask about each vendor’s customer service and support policy. Do they have a dedicated team to answer your questions? Do they charge a fee for support? Is it free? Do you expect immediate answers?
Check out online forums and review sites to see what current customers have to say about the service they received during and after implementation.