Arguably, being part of your business’ HR department means that you’ll be doing a lot of manual, repetitive tasks like searching for and training new hires, organizing payroll, and allocating benefits. With the ongoing Great Resignation, these tasks only become more difficult. Fortunately, developers have come up with a variety of software geared especially for HR. These digital tools are changing the game in everything from recruitment to talent management by streamlining the processes significantly.
In fact, HR tech may be exactly what your company needs to stay competitive and relevant in today’s digital age. But how do you find out which tools will best address your organization’s unique needs? These tips can help you get started.
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Determine Weak Spots In Your Operations
As we’ve previously discussed in our article on Business Management Software, it’s important to first decide which issues you want HR tech to address. If your business needs to maximize employee hours, you need automated employee scheduling software like Homebase or Connecteam. If you’re looking for ways to better communicate with remote or hybrid workforces, you may want to switch to more robust collaboration programs like Slack or Trello. You can even use business intelligence software like Tableau or Zoho to make data-driven decisions that improve your recruitment process. This way, you make the most out of each tool you invest in and avoid wasting resources on HR tools that don’t address these problems directly.
Create a shortlist by thoroughly researching and comparing various software options with the features you need. By doing so, you might even find that your business can solve HR issues simply with free-to-use software like Google Alerts. This guide to Google Alerts by LHH outlines how these alerts can show all the available online information related to your company.
This way you can gauge your online reputation and tweak it accordingly to attract more talent. Conversely, you might find that premium platforms like Namely, which centralizes all vital HR functions into one dashboard and generates analytics that you can use to improve performance, will fit your needs the best. Either way, research can help you make sure your HR tech investments are worth every penny.
Pre-Test Your Candidates
However, don’t decide on any software solely based on their benefits on paper. Instead test each tool on your shortlist individually. For paid platforms, open a trial account or request a product demo. While testing, first consider if the tool will remain viable if the company grows. Next, set parameters for success so you can definitively prove its added value to your organization. For example, if you want to take after Kaiser Permanente and use software that helps constantly upskill your employees, only consider it effective in your particular case if employees start using their newly-acquired skills in the workplace.
Collect Employee Feedback
Finally, gauge employee reception. According to this guide on employee feedback on Chron, the responses you gather after trying out various HR software can give you insights into how they each impact performance, productivity, and even satisfaction and retention.
Even companies like Cargill find that employee feedback can improve performance by up to 40%. So if your employees say a new communication platform has too steep of a learning curve, scrap it. If automated scheduling software is making timetables more complicated, don’t use it. Considering employee feedback can drastically affect how successful the implementation of your chosen HR tools will be.
Choosing HR tech is all about the details. By being particular, you’ll undoubtedly find a piece of software that can only improve your operations moving forward.