bad fit for affordable and effective HR software

5 Signs You’re Not a Fit for Affordable and Effective HR Software

The strategy behind a successful HR software product is dependent on clarity about the developer’s preferred prioritization of three main factors–cost, quality and time. Inevitably, you can’t excel at all three–as in having your cake, eating it too, and not gaining weight. However, in many cases and with the right strategic recipe, you can satiate needs with two out of three.

Steakhouse, Crockpot, or Microwave?

Consider the following scenarios from the article “Tradeoff Management Key to Successful Software Development Techniques”:

Now some of you may argue that the InstantPot has allowed us to achieve all three factors, but alas, they are still more expensive than the crockpot so I digress.

For the small to medium business (SMB) that is after affordable and effective HR software, the preferred recipe is often one that employs a relatively smaller feature set (or fewer integrations) and/or a longer product development roadmap. For some that is the microwave dinner, and others that is the slow cooker method. Nevertheless, that outcome is not on every employer’s menu.

This post will offer five signs to identify employers who are NOT a fit for SMB-focused human resources software. Organizations who are not a fit may require steakhouse quality, enterprise software–the same type of application that might seem to have feature bloat relative to the needs of the small- to mid-sized employer.

1 – You have dedicated staff for a variety of HR functions

If your organization is large enough to employ specialists in more than a few facets of talent management (e.g. benefits, payroll, employee relations, recruiting, organizational development, onboarding, compensation, etc.), then your preferred technology will likely be an end-to-end HR information system that has separate yet integrated modules for different facets of HR.

In contrast, an HR department of none, one or few will enjoy greater and more immediate efficiencies by delegating administrative work to a software application.

2 – Compliance reporting isn’t an obstacle

If your employer

  • is not already subject to Affirmative Action Plan reporting,
  • has fewer than 100 employees, or
  • is in an industry that is not heavily regulated when it comes to hiring practices, then you may not need hiring software.

If your hiring volume is fewer than ten hires per year, and you aren’t worried about managing a series of E-Verify cases (for example), then you may not need to spend anything on hiring software.

3 – You are a multinational corporation with locations around the globe

With offices in many countries and employees speaking different languages, you need an enterprise application that is supported in many languages and has features that address different regulatory requirements around the world.

4 – You require concierge level service 24 hours a day, 7 days per week.

If your team prefers a single person as a vendor’s dedicated account executive, then you’ll likely be using a complex system that costs a lot more–particularly from a service pricing standpoint. Nevertheless, that always-on support mentality is typically available only to feature-robust systems that are purchased by organizations with users in a variety of time zones.

5 – You rely on bi-directional integration with a vast number of other platforms

If your HR “tech stack” is as tall as a skyscraper, odds are you are a large organization that needs an enterprise system. Or, at least one that requires a disproportionately large number of integrations to your applicant tracking system or onboarding software.

That’s okay, but your expectations for integration will be accompanied by more expensive implementation and access fees. Additionally, you may face price increases with the third party applications you wish to integrate to your hiring software due to the API call requirements necessary for effective integration.

While integrations save humans time, the cost of building and maintaining them must be carefully compared with the number of man hours that will be saved in doing so.

So, what’s on the menu for your organization? Take an honest look at which two of the three factors (cost, quality and time) are most critical, and then purchase an application that is suitable for your technology appetite.

ExactHire provides growing businesses with affordable HR software that helps them move away from inefficient spreadsheets and paper documents. To learn how you can lead positive change at your company by embracing modern hiring and onboarding processes, contact us today.

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