Wrapping up observations from the HR Technology Conference in Chicago with a question that I get all the time in one form or another:
What solution is the best for (insert among the following: ATS, Performance Management, Comp. Planning, LMS, collaboration, idea management, etc.?)
The answer, as always is: 'It depends'.
I know, classic consultant-speak cop-out. And while Salary.com did a great presentation in the HR Technology Shootout, easily out pacing SAP, Lawson, and Plateau in the minds of the conference attendees, does that mean that they offer the 'best' solution? Honestly, for large portions of the shootout, the solutions presented were fairly indistinguishable from each other.
It is not really possible for an observer, even a relatively informed one, to give a quick answer to the question. There are so many variables that have to be considered in determining what the 'best' solution is for a given organization's unique set of problems.
So while I can't tell you what technology is the 'best', I can offer a few suggestions to help evaluate from the literally thousands of HR Technology providers.
Understand the problem - What are the business problems you are trying to solve? 'We need Talent Management technology' is not good enough. Try to focus on the most pressing current issues that need attention, while also considering the state of the organization three years out.
Know your capabilities - How proficient are your end users with technology? If you are deploying a new system for employee performance management, the primary users of the system will be first-line managers. Make sure you understand their ability, motivations, and what is in it for them before making the final decision on a vendor. Better still, include some of these end users on the selection team. Do you have internal IT support? Are there company rules on data privacy that make implementing solutions hosted on the vendor's servers unappealing?
Learn the market - Not easy, but necessary. You have to avail yourself of all available resources to learn about the vendors in the market space. Obviously attending the big HR Technology Conference is a quick way to get in front of representatives from all the major vendors in the space. Most vendors typically offer periodic webinars and/or recorded demonstrations of their solutions, and many even offer free trials of their solutions. But beyond assessing capability and features, and assessing gaps in functionality, take a long hard look at the market position of the vendor. Are they financially stable?
Are they on some larger firm's takeover radar? Do they have a commitment to continuously innovate, and are those innovations easily applied to all customers?
Flickr -8 Skeins
Trust, but verify - Obviously many if not most vendors will tell you what (they think) you want to hear. If a needed feature is not currently in the solution offered, many vendors will promise that it is coming soon, or if you enter into contract with them, that they will add the feature for the customer. Historically, one method of 'verification' of vendor claims or promises has been the customer reference. The vendor provides a hand-picked list of their current customers that the prospect is encouraged to contact to learn more about the customer's experience with the vendor. But of course since all the customer references are vendor-supplied, how do you know how much to trust the information you get from these references?
Leverage your networks - An advantage of cultivating and maintaining an active network of HR and HR Technology professionals is the ability to connect with current and future users of a given technology solution. Posting questions on LinkedIn groups, or in LinkedIn Q&A, or on Twitter can almost certainly yield relevant information and additional connections that are not necessarily filtered through the vendor's prism. Just like you read the reviews on Amazon.com before you plunk down for that new plasma TV, take the time to uncover some independent insights on the technologies you are considering.
Investing in new HR Technology solutions can be one of the most important decisions that you organization makes, effecting employee productivity, engagement, and ultimately business performance.
Better choose wisely.