Talk to Us 
Have a Question?
Get answers  

Don’t Due Diligence Yourself to Death: 5 Ways to Select an HR Software Solution


During the selection process of an HRIS/HCM vendor, it’s easy to get caught in constant due diligence mode. But that means wasting valuable time when you could be implementing a product to reduce administrative headaches and provide valuable insight into your school district.

Picture this: you’ve got the green light and you‘re ready to investigate HRIS and HCM solutions for your district. You have your list of requirements, and you’re ready to check the boxes and select a vendor. You quickly dive into demos, videos and webinars, and read reviews until your eyes are blurry. You call references and ask for user experiences while you build a list of pros and cons of each system. The key stakeholders are on board and waiting for you to give your recommendation for a system.

But now that you gathered so much information on each system, it’s hard to pick the right one. Indecision plagues you… what if you pick the wrong one? So you go back to looking at vendors, hoping to find a sign that tells you which one to choose.

Here’s how you can get off the merry-go-round of due diligence and make a decision.

1. Determine what is MOST important to your administration.

What do you want your software to do, and how can it make your job easier? Conduct interviews with various key players from your district. Including them in this early stage will help gain future buy-in for the solution you choose. Additionally, this should include someone from IT — they are valuable allies when you select and implement a new software solution.

2. Find your HR Software Cheerleader and BFF.

You need someone internally who will rally around your cause. This should be someone outside of the HR Department, preferably someone really into numbers (CFO, VP of Finance, COO) because they can champion your system of choice.

3. Ask your potential vendors the RIGHT questions.

Don’t waste time on information you can find out on their website, demos or via web research. These questions could be a combination of the following:

a.  Why do you lose customers?
b.  What is the biggest feature that you wish your solution had, but doesn’t?
c.  Do you use your own software internally? Why or why not?
d.  Will this solution grow with my organization?
e.  We use x,y,z, for our current process — how will your solution save me time and resources?

4. Nail your referral calls.

This is where the rubber meets the road. Make sure you listen more than you speak, and allow the person to share their experience whether or not it relates to you today— it may impact your future decisions. Don’t settle on a system until you speak with at least three to five individuals for each solution. And finally, keep records of everyone you speak to and hang on to their contact information – again, you might need it in the future.

On a similar note, don’t forget to rely on your own network of HR professionals via LinkedIn. These are people you know and trust who can provide valuable advice and insight into the selection of an HR solution.

5. Pursue excellence, not perfection.

Make a selection and stick with it. Make sure you have your key stakeholder’s support, as this will make the adoption of the product easier for everyone. Communicate your decision to those involved in the selection process, and remember that you have enough information to make a solid decision. So, don’t waiver, and be confident in your recommendation.

Don’t try to reach system selection perfection: you won’t be able to do that. You have to go with the best solution based on your research that fits your district’s needs. Not all parties are going to be 100% satisfied with what you select, but once they begin to see the rewards of automating many processes, they will begin to appreciate the new streamlined approach to HR management.

Lauren Williams, PHR

Lauren Williams works as a Senior HR Specialist at Frontline Technologies. She has extensive experience evaluating, selecting and implementing various organizational technologies, including Time and Attendance Software, Performance Management Software, Human Capital Management Systems, Payroll Software and Human Resource Information Systems. Lauren is also heavily involved in employee onboarding initiatives and the employee wellness program.