Plan, Program, and Execute is always the right way to proceed with any software solutions, and recruitment technology is no exception.
Let’s take a quick look at recruitment software upgrade checklist.
1. Do ask your recruiters first “what they want”?
It is imperative for organisations to first consult with their recruitment team about the HR software upgrade (because they are the ones who will be working on it the most). Ask them what they like or hate about existing recruitment system.
On the other hand, if there is no system in place yet, what limitations and challenges the business is currently experiencing must be identified.
2. Do invest time in developing a “Blueprint” of software upgrade
There is always a good “plan” behind any business success even if it is a recruitment software upgrade. After taking the feedback from your recruitment team, summarise it wisely. Prepare a blueprint including, Objectives, Budget, Features, and Timescale.
Most importantly split the requirements and essentials into – “Must-Have’s” and “Nice-to-Have’s.”
3. Define your budget
The next step is to keeping the budget in place. Define where you are now, where you will be in next 3 (or 4 years) from now and what resources you need to get there. Do not make the mistake of keeping the monthly budget plan and avoid “see how it goes approach.”
4. Have a detailed conversation with HR software vendors
Start by discussing the requirement list. The functionalities, installation time-frame, training, pricing and after-sale service are some of the essentials that must be discussed with vendors. Do not leave any scope of guesswork.
5. Check Reviews
Before committing to any recruitment software vendor shortlist at least 2 or 3 options and perform a proper background check on them. Look for their client’s testimonials in places like Glassdoor and LinkedIn. Such sites will provide you some useful insights about the company.
6. Invite your team for a demo
Taking feedback from the recruitment team is as important as including them during demo sessions before the upgrade. It will give a better clarity whether the presented tool is efficiently qualified the required criteria or not.
7. Do ask questions about data migration
Since the arrival of cloud computing, the modern day HR tools are now following SaaS (Software as a Service) based model. It means during the upgrade your existing data will also be migrated to the cloud. Therefore, it is imperative to ask following questions to vendor beforehand:
- Cloud Service Level Agreements (SLAs) – capacity performance, Guaranteeing availability and more.
- Cloud automation – how to streamline the operations?
- Security – how secure your data will be during migration and at rest?
- What measures have they in place for disaster recovery and business continuity?
8. Select a vendor with established history and clientele
It is advisable not to consider the software vendor that has been running three years or less, as they are still learning about maintaining task-critical applications. And, they need to practice on your data. Established HR software vendors are not just selling smart technology, also equipped with robust security and are always ready with disaster recovery plans.
Upgrading a recruitment software is no easy task, it is time invasive process and cost a fortune to business. Therefore, keeping these essentials in mind while contemplating the “upgradation” idea can be of real help.
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