Frustration in HR: How to Overcome it.
With the rapid evolution of HR technology, the human resource function has become a high-powered machine. From applicant tracking to employee engagement and culture analytics, the HR space is jam-packed with systems and tools. Managing those systems and tools is a full time job.
While many of the administrative functions in HR, like payroll processing, have been offloaded to technology, we’ve seen an entirely new administrative function emerge. Human Resources Information Systems (HRIS) Administrators exist because companies need a person, or a team of people, to manage databases, tools, and security across their HR systems.
Needless to say, there are a lot of moving parts within HRIS, and integration is a requirement. Period. The goal of integration is to create a smooth, seamless experience, but often the process of integrating is neither smooth nor seamless.
HR Data Integrations Don’t Have to Be Painful
Almost any HR tech vendor will tell you their tool can integrate with your core HR systems. But not all integrations are created equal. How the vendor handles integration could mean the difference between quick implementation and long, drawn-out development cycles.
Here are a few things to listen for as you consider adding new technologies to your HR stack.
1. Certified standard integration. This simple means, does the connectivity between systems already exist, or will it require a custom build? The answer will help you understand when you can expect to go live with your new piece of software. Without a certified standard integration, you’re looking at weeks, or possibly months, of development time.
2. Self-managed, or point-and-click integration. This tells you if there’s a user-friendly interface that goes along with the integration. Some software vendors make it easy for a user, like your Manager of Talent Acquisition, to set up and manage the integration, while others require changes in the back-end that only a system analyst or a software consultant can do.
As HR continues to evolve, so must HR technology. Look for vendors that are dedicated to making things like integration easy. That’s a sign that the technology itself is built around innovation and a desire to make work-life easier for users from the get-go.
To learn about integrating a pre-employment assessment with your applicant tracking system, watch our webinar: How to Make Your Hiring Process Predictive and Pain-Free: