Looking to make a technology upgrade? One in 6 employers plan to change their core HR system in 2017 and 45 percent want to purchase new recruitment technologies, but are running into road blocks. CareerBuilder surveyed and interviewed HR managers across the U.S. to uncover the top technology-related challenges HR managers say they are up against this year—and how to overcome them.
“Technology should help you to build better relationships, not serve as a hindrance”
No. 1: Juggling Multiple Vendors
On average, private sector employers use 9 different technology vendors for HR and recruitment needs. Nearly 1 in 10 use more than 20 vendors. This means information is stored in multiple systems with different logins and different protocols to keep track of and trained on.
Solution: Less is more. The vast majority of HR managers (81 percent) said that it will be important for them to find a vendor who has a fully unified suite of applications. Consolidate where you can.
No. 2: Lack of Support from the Top
Of the 45 percent of HR managers who are hitting obstacles in implementing new technologies, 2 in 5 said they don’t have the C suite’s buy in to invest in better tools and 1 in 5 said they can’t get support from their tech teams to implement what they need.
Solution: Get management involved early. The majority of HR managers don’t have their CFO weigh in on buying decisions around HR and recruitment technologies and they don’t get sign off from their CTO. That’s a big mistake. The fastest way to implementation is to have these key players championing your cause, so consult with them throughout the evaluation and purchasing process.
No. 3: Lack of Automation
More than a third of HR managers still use Excel spreadsheets to keep track of job candidates, 40 percent manually manage payroll and 60 percent manually administer benefits. This can monopolize time and resources that could be focused on more strategic action items.
Solution: It’s not surprising that more than a third of HR managers believe automating more of their recruitment and HR processes to free up time is one of their biggest challenges and opportunities this year. Make the case for automation by outlining the benefits to the company—financial and otherwise—if HR team members had more hours back in their day.
No. 4: Integration of Technology and Data
Getting different systems to talk to one another and function effectively can be tough. Twenty-seven percent of HR managers said integrating disparate systems is a major concern for them and 24 percent said the same for trying to pull consistent, meaningful data from various sources.
Solution: When evaluating vendors, look at their track record for successfully bolting on to existing technology—how long did it take and how well did it work? Do they integrate with multiple providers or a handful? Also, look at solution providers that provide the ability to clean and compile data from different resources into one dashboard so all your information is easily accessible and follows the same rules.
No. 5: Compliance
Keeping pace with new federal and state regulations is a top priority and headache for companies especially when law suits could come into play if something is missed. Twenty-one percent of HR managers are struggling with leveraging the right technology to stay up to speed and compliant.
Solution: From recruiting and background checks to onboarding, benefits and beyond, there are opportunities to utilize technology to automatically keep you in line with required policies and procedures. In addition to partnering with internal tech resources, make sure to ask vendors how their solutions specifically help with compliance.
No. 6: Transparency
With so much information available at their fingertips online, candidates and employees alike expect a different level of transparency from companies today, but nearly 1 in 5 employers are struggling to launch tools that will enable them to provide this.
Solution: Technology should help you to build better relationships, not serve as a hindrance. While efficiency is critical, you also need to take into account what candidates, employees and managers will experience with any system you implement. Go through each experience yourself at different points in time and survey users to see if you’re providing the right information and clarity needed.
No. 7: System upgrades
Eighteen percent of HR managers are concerned about keeping up with required system upgrades or launching features from new releases.
Solution: Make sure your vendor clearly states up front the level of tech and training support you can expect to receive for any changes that are being implemented within the system. If the language is vague or puts most of the work on you, you may want to consider another option.
See Also: Manage HR Magazine