MAY 2018 HR MAGAZINE 65
Of course, there’s no such thing as
tyrannobytes. But the concept of
a monster-sized unit of data was
Instead, focus inward. Do you really
need enough data storage to rival a
“doomsday” seed vault? Is blockchain a
necessary component of your software
solution? If you’re not sure, research
your options and consult an expert
before you sign on any dotted line.
DON’T MARRY FOR THE
Customer service isn’t just a concept.
In HR tech, reliable vendor support
must extend well past the courtship stage. After initial adoption of
a technology product, do you have
access to responsive customer care?
Do you get the beneft of any system
updates, fxes or improvements the
vendor makes moving forward at no
It’s critical to have continuous help.
You should also be able to measure
the efectiveness of your HR tech
tools in meeting your organization’s
objectives. Your tech provider should
set up some yardsticks—and then
share them with you. If the provider
is really in it for the long haul, it will
be transparent about how to assess
its performance against your goals.
MAKE SURE THEY LOVE YOU
If you’re a small organization or a
scrappy startup, will your HR tech
partners still pay attention once they
sign you up as a customer? If you’re
not a big account that will increase
spending through the duration of
your contract, determine what’s
in it for them. Will you even have
access to your friendly salesperson
if something goes wrong, or just the
customer service department where
you don’t know anyone?
Check the provider’s reviews and
talk to other customers your size. Do
smaller companies rave about the
provider or are the kudos just from
the big fsh? Does the vendor have
evidence that shows its commitment
to customers? Data is far more convincing than brand hype. Your CFO
won’t care about warm and fuzzy
testimonials. Dig into the vendor’s
EXPECT EASY-TO-USE TOOLS
There are some amazing oferings
on the market as veteran HR tech
companies trot out their 2.0s and
new products enter the fray. Arti-
fcial intelligence is in the mix and
is proving to be immensely capable
for certain tasks. But no matter how
sophisticated the tool is, will your
team be able to work with it? How
about your less tech-savvy col-
leagues? If there is a problem, will
the provider troubleshoot and help
solve it in real time? Software glitch-
es or human error, or both, happen.
You don’t want to be stuck in chatbot
limbo if you have a real problem,
or face a useless FAQ page when
you have a question that requires a
nuanced response. You want to work
with a dedicated person who knows
you, your team and your company’s
objectives. He or she should be 100
percent behind you.
Once my brand’s logo is pasted on
a tech provider’s homepage, I don’t
want to feel like I’m just another
trophy on the wall. If it’s the right
solution and the right HR tech provider, it just might be the start of a
Meghan M. Biro is the founder of
TalentCulture and the creator and
host of the weekly Work Trends
Twitter chat and podcast.
CHECKLIST FOR MANAGING HR TECH DEPLOYMENTS
When planning for new tools, you will need to:
Define what will constitute success upfront; measure it over the course
of the project.
Identify stakeholders and ascertain levels of commitment, then re-eval-uate commitment over the life of the project.
Consider the gap between where your organization is and where you
want the proposed change to take you. Do people have the skills,
desire and capacity to make the change successful?
Designate a mediator who will have the final word when differences
arise (and they will).
Assemble implementation teams wisely. Don’t choose people who
may have the most free time; instead, select those best suited to collaborate on a strategic project with long-term consequences.
Develop an enterprisewide communication strategy that goes beyond
initial project launch.
Just because a tech solution can
do something doesn’t mean you
need it to do that.