Looking for the Best HR Software? Ask These Questions First

Best HR SoftwareIt’s 9:00 on Monday. You’re looking at a full week of reports, onboarding, paperwork, and performance reviews. But you’re still working in a software system that is ten years old, so all of that work is going to take twice as long as it should. And it’s not just the time. Your old system can’t always access the data you need, which means you either have to use a clunky workaround or store data offline—in a spreadsheet or (yikes!) a paper file. 

Outdated HR systems create serious roadblocks that hinder productivity, including:

  • Lack of integration between modules
  • Lack of functionality
  • Lack of mobile support
  • Outdated tools that don’t follow current best practices in areas like performance management and onboarding
  • Inability to integrate with new technology (such as AI for talent acquisition)

Added to these issues, many old systems aren’t user-friendly, and they can take lots of training for employees to get comfortable with the interface.

If you’re ready to upgrade, the options can be overwhelming. Which systems will work best within your industry and company size? And do you really need all those fancy bells and whistles? Or will a smaller, less expensive system work just as well?

We’ve spent hours pouring over questions like these from companies just like yours. Here’s a sampling of what we’ve learned about the selection process.

HCMS Basics: Getting Your HR Ducks In a Row

Before you consider some of the exciting new tech that’s hitting the market, make sure you have strong core technology that will set you up for innovation. Ask questions like these to help you narrow down your options:


  • Do you use a separate payroll system that will need to integrate with new HR software?
  • Do you need international payroll capability?
  • Do you operate in multiple states?

Benefits Administration  

  • Do you need an open enrollment self-service option?
  • How much automation do you want (e.g., automatic benefit valuation updates when an employee’s status changes, automated eligibility based on customized rules, etc.)

Time & Attendance 

  • Do you need mobile clock-in/clock-out?
  • Do you need geo-tracking that can log employees in and out of different locations?
  • Do you need an online scheduling calendar?

Performance Management 

  • Do you want 360° feedback?
  • How much customization do you want in the performance review survey?
  • How much control do you want over the frequency/timing of surveys?
  • Do you want mobile access for performance reviews and alerts?

Talent Acquisition 

  • Do you need an integrated recruiting module?
  • Do you need the ability to sort, search, and store resumes in the system?
  • Do you need job board connection for posting open positions?
  • How much customization do you need in the application process (branding, automated communications, etc.)?
  • Do you want candidates to have the ability to view their application status online?

Of course, this isn't a comprehensive list, and you'll want to take time to work through questions like these about each of the modules you need as you create your requirements list. 

HR Innvoation: Moving Beyond the Basics

Once you have your essential requirements nailed down, the next step is to consider where you want to go in the future. There’s a lot of new technology hitting the market, and we’re seeing some exciting innovations like the natural language processing in Ultimate Software’s Xander technology and virtual assistant chatbots like the one in Kronos’ Workforce Dimensions.

Here are just a few of the additional capabilities you may want to consider as you plan your HR technology strategy:

  • Artificial intelligence and machine learning
  • Chatbots
  • Employee recognition tools and gamification
  • Social interaction tools
  • Mobile functionality
  • Learning management
  • Advanced analytics

As you work through your requirements and begin researching vendors, you’ll spend a lot of time getting to know the functionality on the market and narrowing down your options.

That’s where we can help. Our HRIS Comparison Tool is designed to help you zoom in on your software needs and then match you with vendors based on those unique requirements. From company size and industry all the way down to nitty gritty details like whether or not you need video interview capabilities built into your ATS, our tool will comb through the needs of your company and create a customized vendor short list for you, cutting hours out of the research process.

And best of all? It's completely free. 

Ready to find the best HR software for your company? Get started by clicking below!

 HRIS Comparison Tool