Why You Should Buy HR Software Like a Toddler

The Talent Revolution

Notes from Tom:

There’s no one-size-fits-all software solution, so there’s no one-size-fits-all approach to vetting software. When looking to vet HR software, Phil suggests taking an approach similar to that of a toddler. Asking the questions "why" and "how" over and over. Most people stop at the outermost layer when they’re searching for an HR software solution. They might download a general RFP template and have vendors complete it, ask a few peers about the software they love or hate, and use that information alone to make a purchase.

Ask questions internally about what you need your software to do for you and why. Decide on the one or two most important modules before you even start to shop.That way, you’ll narrow your focus and quickly eliminate vendors that don’t support the functionality you need, while floating to the top vendors that do those things very well.

When asking questions you might ask:

• What do you like most about X software?
• How does X software enhance/detract from your daily experience?
• What are your favorite and least favorite features? Why?

Phil says that shopping for HR software is more art than science. That’s because vetting, selecting, and purchasing software involves much more than ticking boxes related to security measures and feature offerings. There are other, subtler signals to look out for.

For example, we discuss taking a holistic assessment of any vendor’s company health, along with other strategic markers.

Keep an eye on indicators of health that might not show up in sales decks. Things like:

• High net retention
• Healthy finances: profitability, employee headcount growth, investment in R&D
• Frequency of updates/code releases

Paying attention to metrics like these positions you as a sophisticated buyer, which in turn leads to a better overall buying experience.