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Saying that selecting the right HR technology is not an easy task would be an understatement. Buyers face a crowded market, and with new advancements emerging at an unprecedented rate, it can be hard to cut through the noise and find the right fit for your organization.
Let’s start with an obvious yet crucial consideration: whether you end up choosing the right or wrong HR technology, the ramifications of that decision will be far-reaching. Once the implementation is complete, it’s unlikely that you’ll be able to easily go back to the previous system or switch to another one. After all, implementing new software often involves significant costs, moderate to extensive timelines and a certain degree of operational disruption.
So, how can you increase your chances of making the right decision? What crucial factors do buyers need to consider when in the market for new HR technology?
Granted, certain aspects are non-negotiable when making a decision. Budget is often one of the first (if not the first!) that comes to mind. Services have a cost, and your organization will need to be able to afford that cost. Another important factor is the vendor’s reputation. As with every “consumer good” these days,
