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With the ongoing effervescence of technologies in general, it’s no surprise that human resources are now flooded with many trends. It can be hard to choose the right HR technology from AI-powered tools, language learning models, and the generalization of workplace digitization.

Further than keeping up with trends, technologies should genuinely help a business. It should allow operations to be more efficient, alleviate the workload of employees, create a better employee experience, etc. It can be tempting to try brand new tools the competition is using, but it’s always better to carefully assess any new tool. After all, technology could be great for one business but be useless or even slow down another one.

Here are nine things to look for when choosing the right HR technologies for your business.

Does It Respond to HR and Business Needs?

Before choosing or even starting to look for a new tool, it’s crucial to assess the needs of your organization. What process would need to be streamlined? What are the friction points and bottlenecks? What human resource-related tasks are particularly time-consuming?

To go further, refer to the mission and vision of the business and compare it to the current HR processes. For example, if you believe in diversity and inclusion, could your recruitment process be optimized in that sense?

All these questions will also help you focus on the right type of technology. There are many types of technologies, such as a complete human resource management system (HRMS), a simple time and attendance system, an applicant tracking system (ATS), tools to evaluate engagement, etc.

Many programs allow you to cover more than one of the core functions of human resources, hence the importance of identifying all your needs.

How Secure Is It?

Not all systems have the same level of encryption and general security. Of course, higher levels of security can also mean a more expensive program. Carefully investigate how secure the data would be using a particular system.

It’s also pertinent to evaluate the level of sensitive data a system would be gathering and how at-risk you could be. Virtually speaking, anybody can be at risk of pirating or hacking, but some businesses and sectors are more likely to be targeted.

Keep in mind that while not all organizations need the most secure system available, a security breach can be devastating. You can assess the risks and consequences of a breach to better evaluate the level of security needed.

Is It Reliable?

Whether a system is reliable or effective can be subjective. Some tools can be excellent in some contexts but prove to be terrible in others. With that in mind, do not hesitate to look for reviews for systems you are considering using. You can check with your peers, colleagues from other departments or locations, acquaintances, or even simply online.

Seeing who is using what and what problems they might have encountered can be very useful information.

How Is the Set-Up?

Another thing to evaluate is the set-up of the program itself. Some programs are very easy to set up, upgrade and customize, while others will require professional help. Both scenarios can work, but keep in mind that any professional service will come at a cost. On the other hand, a more DIY approach can be time-consuming, which also means a certain cost for the organization.

Remember to evaluate if technology can be used on the current equipment or if new hardware would be required.

Is It Scalable?

Some technologies can be used with any business size; others will start to get inefficient once a certain level is reached. When choosing a technology, it’s important to verify its scalability, especially if the business is planning to grow quickly within the next few years. Ideally, you want a technology that will grow with you, as opposed to something you’ll need to completely change eventually.

How User Friendly Is It?

There’s always a learning curve when using new technology in an organization. Make sure the technology you choose is user-friendly enough for your team. This is especially important if it’s a program that will be used by all employees and not just the human resources team.

If needed, accessing extra training for your team can be a great way to accelerate the implementation.

What Is the Overall Cost?

Of course, one can never forget about the cost of new technology. Acquiring the program itself will indeed have a cost, but it’s important to consider costs for maintenance, IT specialists, training, equipment, etc. All these will be important in defining the return on investment and seeing how long it would take for the purchase to be worth its cost.

Does It Work on Mobile Devices?

In some cases, opting for a program that works well on mobile devices can be necessary. This can be the case if employees work from different locations and might not always be able to access a computer. Some workplaces also use tablets consistently and accessing the HR system from these can be beneficial.

What About Integration and Compatibility?

You are probably already using many programs and technologies, either for HR or other areas of your business. When upgrading technology, verifying compatibility and possibilities for integration is key to a seamless implementation. Make sure current systems are compatible with the new ones. Sometimes, complete restructuring is necessary, but this comes at a cost.

HR Technology: A Strategic Asset for the Future

HR technology is more than just an investment—it’s a powerful tool for optimizing talent management, automating processes, and enhancing the employee experience. When carefully selected and integrated, these solutions boost efficiency while creating a smoother, more productive work environment. Don’t let the complexity of choice slow your progress. Choose the right tools for your needs and ensure your company remains agile and competitive in the face of tomorrow’s challenges.