HOW TO BUY THE RIGHT HR
Don’t be dazzled by bright, shiny objects when choosing your tools.
By Meghan M. Biro
Making a technology decision involves endless forks in the road—and sometimes what
you choose is not the most cost-effective, or even the most efective,
option. You may wind up with a fancy
software application that handles everything except the core function you
wanted from your new tool.
How does this happen? Well,
product marketers are pretty good at
exploiting our blind spots. They know
how to dazzle us with the power of
cloud-based oferings, “big data”
and all the other things that tech
can do—to the point where we don’t
always see things clearly. We chase
shiny objects, become friends with
the salespeople and get distracted by
promotional promises. With so many
options, how do we make good choices that give us what we really need?
When investing in HR technology
solutions, remember these fve tips,
which will help keep you from fying
DON’T SUCCUMB TO SCOPE
Just because a tech solution can do
something doesn’t mean you need
it to do that. Know your objective
before you go shopping and stick to
solutions that can meet that goal.
Do you need help with recruiting?
Payroll? Performance management?
Engagement? Recognition? Are you
looking to achieve greater diversity
If you already have platforms in
place that you like, and workers are
comfortable using them, fnd out if
you can integrate new tools with existing solutions to avoid redundancy.
Or, if you’re looking for one central
provider to manage the entire em-
ployee life cycle, does the system ofer
the functionality you want within
Once you set clear requirements,
don’t exceed them. There’s no reason
to expand the scope of your initiative
or incur additional costs.
DON’T GET DISTRACTED BY
SHINE AND BUZZ
I call this “Tyrannobyte Syndrome.”
Without even knowing what something is, we hear about it and think
we want it. Someone jokingly uttered
the word tyrannobytes at a gathering recently, and half the people
within hearing distance perked up.