{"id":50,"date":"2017-02-23T22:28:52","date_gmt":"2017-02-23T22:28:52","guid":{"rendered":"https:\/\/hrnetsourcedemo.com\/blog\/?p=50"},"modified":"2019-04-16T18:55:06","modified_gmt":"2019-04-16T18:55:06","slug":"4-steps-to-a-pain-free-hr-software-selection","status":"publish","type":"post","link":"https:\/\/hrnetsourcedemo.com\/blog\/2017\/02\/23\/4-steps-to-a-pain-free-hr-software-selection\/","title":{"rendered":"4 Steps to a Pain-Free HR Software Selection Process"},"content":{"rendered":"

It was not surprising to me that nearly half (48 percent) of buyers that Software Advice covered in its HR Software BuyerView 2015<\/a> currently still use manual methods, such as pen and paper or spreadsheets, to handle their HR employee data tracking.<\/p>\n

Prospective Buyers\u2019 Current Methods<\/p>\n

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Source: Software Advice, June 2015<\/p>\n

Why do more than half NOT USE HR Software? I suspect many SMBs owners and executives think that HR software is complex and expensive. Hence, the small and mid-size companies hold off on investing in HR automation tools.<\/p>\n

HR software does not have to be complex nor expensive<\/strong><\/p>\n

The good news for small and mid-size organizations is that HR software does not have to be complex nor expensive. There are many powerful yet affordable systems designed for SMBs. HRSource<\/a> is one of them. HRSource not only tracks EMPLOYEE data, it also does APPLICANT TRACKING, the 2nd most sought-after tool after CoreHR, according to the study.<\/p>\n

By having both HR functions (applicant and employee data tracking) share the same database, there is no need to copy\/paste the information from an applicant tracking system (ATS) to the employee database when a person is hired.<\/p>\n

It\u2019s no secret that HR Departments have more than enough on their plate \u2013 managing current personnel, finding new talent, fulfilling legal compliance mandates, to name a few. The good news is that software is available to help alleviate the situation. However, the market has expanded and morphed through the years that it\u2019s no longer a simple matter to navigate through the various options.<\/p>\n

\u201cBut there are so many options out there! Where or how do I start?\u201d<\/strong><\/p>\n

How can HR Departments in small and mid-size organizations start their search when there are too many \u201cHR systems\u201d out there? Well, not all HR system are alike. Bottom line: you have to start with the list of HR functions that you need<\/strong>. By sticking to list, you can eliminate half the systems in the marketplace.<\/p>\n

Additional suggestions:<\/p>\n