Three Things You Need to Know
Looking for a good HR assessment provider? You’re not alone. According to a recent Bersin report, over 40% of companies are looking at replacing their core HR technology this year.1 That new technology will require training, integration, and a connection to the overall business strategy in order to be successful.
With 20 years’ experience at Procter and Gamble and almost 15 as The Devine Group’s Chief Information/Analytics Officer, I’ve seen firsthand how businesses can integrate technology into their overall strategy to drive success. I’m passionate about finding tools that make the most sense for your team.
To that end, there are three things you need to know about your HR assessment provider. Look carefully at the following three elements when making a technology purchasing decision; this is a choice that will support your business efforts for years to come.
A majority of HRMS software deployments are now cloud-based; this is also known as Software as a Service (SaaS). Research shows that cloud-based delivery has a 70% greater ROI versus on-site software installation.2 Cloud-based software is able to be implemented faster (sometimes months faster), and every client of the software vendor receives the benefit of software enhancements developed for another client.
Once you make an investment, your leadership will start looking for signs that the new technology is positively impacting recruiting, employee development, and company culture. A cloud-based software program helps you get up and running swiftly, and it allows you to stay current since the software is updated regularly. In other words, you’ll score quick wins faster. And who doesn’t want that?
While the quality of the tool is essential, so is the service offered by the assessment provider. First, it is important to be trained on the system by qualified subject matter experts. But top-notch service also includes the provider sharing their knowledge of best practices and how to implement procedures within your company. A provider who educates will help you get the most out of the software and the best return on your investment.
Strong service means that your HR program will receive the strongest initial boost, but you’ll also have a trusted relationship with the support personnel—someone to call when you have questions or want to integrate new capabilities. That kind of service means you’ll feel comfortable pushing the limits of your new technology, so you can focus on what your team does best: recruiting, developing your employees, and creating the kind of culture that reduces turnover and drives company success.
Just as all organizations need a smooth and efficient workflow in order to thrive, assessment technology needs to play well with others. Passing data between software systems has evolved from bulk, overnight transfers of data (Electronic Data Interchange, File Transfer Protocol) to instantaneous transfers of data, one transaction at a time, seamlessly redirecting users between systems. This makes two systems look like one. For example, an applicant can fill out a job application and take an assessment in one online session while the hiring report is being populated in the Applicant Tracking System.
A seamless integration and a natural workflow allow you to spend more time on managing your workforce and less time on setting up and overseeing technology. When your various tools communicate intuitively, you can focus on advanced strategies instead of hitting limitations on your capability. That means a lot more yes and a lot less no in your HR strategy.
When looking for an assessment provider, these are three important variables to think about. It’s imperative that you feel comfortable with your technology, and that you’re able to meet the goals that have been set for your business. A good assessment provider offers software that is easy to use, has actionable reporting, and supports that software with strong customer service.
1 Deloitte University Press, Global Human Capital Trends 2015 (accessed March 16, 2016)
2 Sierra-Cedar, 2014 – 2015 HR Systems Survey, (accessed March 22, 2016)