Human resources technology is supposed to make the life of talent management professionals easier - so why do so many still struggle with it? In a recent CareerBuilder survey of HR managers across the U.S., 45 percent of employers said they want to purchase new recruiting technologies in 2017, but are running into roadblocks. We looked at four of the biggest HR technology-related challenges HR managers are struggling with today, and the steps they can take to overcome or alleviate these challenges.
Challenge #1: Juggling Multiple Platforms
Eighty-one percent of HR managers feel it’s important to find a vendor who has a fully unified suite of applications - and it’s easy to understand why: Juggling multiple software platforms for various HR functions can wreak havoc on efficiency, create inconsistency, increase the chance of errors and make reporting difficult, among other disadvantages. Yet, on average, private sector employers use nine different technology vendors for different recruiting and HR needs.
Solution: Finding a vendor that has an integrated system to cover multiple HR functions can mitigate some of the challenges of your current process, ease your workflow and make you more effective at your job.
Challenge #2: Finding a Trusted Software Vendor
If you’re not familiar with HR software, you might not know where to start or what to look for. And with so many choices out there (and so many possible wrong choices), it’s hard to know who to choose for your particular needs.
Solution: Start by asking the right questions before buying. For example, before signing with a vendor, make sure you know the level of technical support you can expect to receive throughout your contract - particularly when it comes to system upgrades and launching new features (a major concern for 18 percent of HR managers). It’s important to be clear what you’re getting into before you’re stuck with additional fees or left to your own devices. And if you struggle with how to use the right technology to stay up to speed on compliance regulations (as 21 percent of HR managers do), ask potential vendors how their solutions help with compliance. It’s also key to ask about a potential vendor’s track record for success integrating multiple systems, a major concern for 27 percent of HR managers. If you can, request a demo or free trial, and speak to other clients or trusted peers for their take.
Challenge 3: Getting Buy-In From the C-Suite
For 2 in 5 HR managers, one of the biggest roadblocks to implementing new HR technology is not having enough support from the C-suite to invest in better tools.
Solution: When it comes to getting buy-in from the C-suite, there are a few things to keep in mind. First, take the time to understand your C-level audience’s pain points. Go into your meeting being able to explain how investing in HR software will solve a particular challenge or meet a specific need. Second, arm yourself with numbers, data and business cases that illustrate how technology can improve the bottom line. This will strengthen your case for new technology. In some cases, you may be able to participate in a month-long trial, after which, you can share the results of your findings. Finally, make sure you involve your IT team and/or CTO early. They can advise you on the right type of technology to invest in and their buy-in will only strengthen your case.
Challenge #4: Still Doing Everything Manually
If you have yet to embrace HR automation, you’re far from alone. One third of employers still use Excel spreadsheets to keep track of job candidates, 40 percent manage their payrolls manually and 60 percent do the same for benefits. But you’re also doing yourself a disservice. Why? Because automating these and other HR processes can free up time and resources that could be better spent elsewhere.
Solution: Talk to your supervisors about automating more of your HR and recruitment processes. Show them the benefits of HR automation that will not only save you time and make you more effective at your job, but save the company money and resources.
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