Software solutions are a great way to improve efficiencies in business. In fact, there are software solutions for virtually every business need. Selecting new hiring software can be overwhelming, and to help out, you should consider the following items.
1 – What is your business need? What problem are you trying to solve?
It starts with a problem. Perhaps you are having trouble finding and evaluating qualified candidates, or maybe you are struggling with the time and expense of handling applications and onboarding paperwork manually with paper forms.
Do you shy away from screening for the Work Opportunity Tax Credit (WOTC) because it feels too complicated or you’re not sure how to properly screen and submit the appropriate forms? Do you find yourself overwhelmed by the reporting and tracking requirements associated with the Affordable Care Act?
Are you worried about I-9 audits? Do you have easy access to employee signed procedures and policies? Where is the documentation you need in case of a lawsuit?
Identifying where you have a need and what your desired outcome or ideal state is will give you better insight into the type of software you need when selecting new hiring software.
2 – What features or functionality are critical for success?
After you have determined the problem you are trying to solve, you should next draft a list of desired features and functionality. For example:
- Does the new software need to integrate with current business systems? If so, which ones?
- What does the software offer with regard to reporting capabilities?
- Are there dashboards to make viewing the data and/or progress easier?
- How many user licenses are available?
These are just a few examples. You will need to build a custom list of features and functionality based on your specific business needs.
3 – Who will “own” the software within your company?
Who will be the primary point of contact and internal expert for your new software. This person or persons will be responsible for setting up the system and undergoing all necessary training. He or she will also become the lead for training other internal staff on the system. Make sure you identify one or more staff members to take on this challenge so you can quickly and seamlessly move from purchase to implementation to active use.
4 – Do they offer support and training?
Does the software company offer support and training? If so, in what ways? Some software companies offer a lot of hands-on support and training, while others leave you with a manual and wish you the best of luck. Both of these options could work just fine, depending on your level of skill and comfort. It’s important to know what you’re getting yourself into prior to your software purchase.
- What are the support hours?
- Can I speak with a real person when I have an issue?
- What types of support are available?
- Online help articles
- Video tutorials
- Is there an onboarding process with training included?
- Will I have a dedicated account manager?
5 – What is your budget?
The last, but certainly not the least important consideration when choosing a software provider is your budget. How much can you realistically spend on a software solution? Are you looking for a monthly subscription or an annual commitment? Knowing where you stand financially will enable you to weed out the software solutions that are just out of reach today (they may be viable in the future, of course) so you can focus on the solutions that meet your needs AND are in budget.