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10 questions to ask in HR software demo

You’ve taken the plunge and are finally ready to choose an HR platform to better manage your people. But in a competitive market, how are you going to identify the best option for your company?

Don’t worry, we’ve got your back, with 10 questions you need to ask in an HR software demo…

  1. What is the history behind the business?

This may seem like an obvious one, but it’s important to get to know the company you’re considering. Details like when it was set up and why, the experience of key stakeholders, and how many clients it has can all contribute to your decision and whether the organisation is right for you. So, make sure you find out this information off the bat.

  1. What is unique about your software?

Finding out about the companies Unique Selling Point (USP) is crucial and will set it apart from others in the market.

Your HR software should be all about your business and its people, removing the burden of time-consuming administrative tasks. Therefore, functionality and support are essential USPs to pay attention to. You need to make sure the platform does exactly what you need it to do, when you need it, and ensure any issues that may arise are dealt with effectively. A customer-centric platform will stand out from the crowd.

  1. What are your support capabilities?

Issues are inevitable but it’s how those problems are dealt with in the first instance that will count.

With larger vendors, customers can sometimes feel lost in the crowd. So, if support is important to your organisation, a smaller provider with a more dedicated assistance function might suit your needs better.

Support is a key benefit. You want to know your provider is going to be there when you need them.

  1. What is the project implementation process?

You need to know the ins and outs of getting the software up and running.

Helpful things to note are whether there are any costs associated with this, how long the implementation process will take, and if any existing services will experience any downtime, if so, for how long. This can aid decision-making, especially if you’re looking for a quick and easy transition.

Research found that around 54% of software implementation projects fail due to poor management, therefore the best implementations will be well prepared. Know exactly who from your business should be involved and what role they play, agree to timelines, carefully defines your requirements, and communicate the changes clearly. This will set you up for success.

  1. If any, what resources do we need to invest in to get the project started?

It’s important to know who needs to be involved on your end. This might include the legal team or senior management departments for sign-off, the IT department to prepare the current environment or perhaps existing employees who need to feed into the system in the future.

This means that everyone can be clear about their role in the project and can help with making it a smooth transition to the new system.

  1. What modules do you cover?

This is where you need to assess your requirements as a business. Perhaps you need to be able to track time and attendance, manage recruitment and onboarding, or automate your workflows, or all the above. Knowing exactly what the provider offers, or could offer in the future, is crucial to your decision.

The best HR software is an all-in-one platform. This way you can focus on engaging, managing and paying your employees from a central location – cutting the time spent on tracking down information across multiple places.

  1. How do you handle specific company requirements?

Once you know what products are on offer, it’s time to get into the details of how it’s dealt with inside the system. Is there a particular process that needs to be translated into that module? Maybe your company does something slightly different to others. Now is the time to find out if the software can perform in the way you’d like it to.

If you’re keen to use your software to bolster recruitment, find out about the provider’s interview feature or onboarding experience and how this works. Asking for specific examples of how these features have improved processes in real-life is also beneficial.

  1. How do you integrate with other systems?

As with many organisations, there’s bound to be several other services and systems that you use on a daily basis and need to be linked with your HR function. Therefore, knowing in advance whether it’s possible to integrate them, and how this is done, is helpful before moving forward on your software journey.

  1. What training do you provide?

A new system comes with new processes and nuances to learn. So, it’s best to find out if the vendor offers training and how they can accommodate this.

Try to look for a provider that offers in-person or virtual training during the implementation stage and video guides to follow on which staff can refer to regularly.

  1. Are you mobile-native?

Depending on who is using the platform and where they need to access it – this could be a make-or-break answer.

If you find a provider that offers a mobile-friendly user interface, sectors who rely on contractors or flexible workers can access HR data on the move, promoting flexibility and accessibility throughout your organisation.

Your HR system will be personal to your company’s needs – with a different set of requirements and challenges for each team a vendor speaks to. So, tailor the demo to find out exactly what you need to know. This will only make your decision easier further down the line and enable the provider to show you what they are capable of.

Five benefits that make Natural HR the natural choice…

  • HR software made by HR professionals for HR professionals
  • Easy to use – anytime, anywhere
  • Superior security for your HR data
  • Industry-leading functionality from hire to retire
  • World class support for full peace of mind.

To find out how Natural HR can help you better engage, manage, and pay your people, book your free demo here.

office@scribapr.com

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