The best HR tech stack needs these 3 elements

 

 

As an HR professional, you deal with the most vital components in any business – people and technology. You and your team are likely responsible for everything from recruitment and succession planning, to employment law, benefits and training. 

Fortunately, there are tools out there to help make your job easier. A lot of tools. While the world of software-as-a-service (SaaS) has an abundance of exciting and useful new tools, it can be overwhelming to wade through the breadth of options.

 

What is an HR tech stack?

An HR tech stack is your HR team’s combination of integrated digital tools support your HR business function, including solving key pain points, automating processes and enabling you to perform your responsibilities more effectively. 

Organisations typically use all-in-one systems from a single provider (such as an HRIS), or build an HR tech stack with different integrations to suit their needs. The latter is fast becoming the superior solution for talent acquisition and HR teams. For example, with an HR tech stack, you may use a core system to recruit and manage candidates, and integrate it with other testing, onboarding, payroll, performance management and video interviewing software to hire faster, smarter and more effectively. 

Beamery doesn’t pull any punches about this shift, recently stating: the ATS as we know it is dead. No matter how good the tech, it’s only really as powerful as its integrations. 

Examples of systems in an HR tech stack could include recruitment and talent management software by PageUp, JobAdder or Beamery, reference checking technology by Referoo or Xref, pre-employment assessments by Testgrid or Revelian, or video interview technology by Alcami Interactive

With the right tech stack, you free up your precious human efforts for more strategic endeavours. A wonky, or ill-suited stack will cause you and your organisation strife quicker than you can say “Jenga.” 

There’s no such thing as a one-size-fits-all HR tech stack; every business has different technology requirements to suit its needs and processes. So, when you identify a gap in your capabilities and think can be filled by new cutting-edge HR technology, don’t get distracted by the shiny bells and whistles. Investigate, and take the time to ask a few pointed questions about its capabilities. 

Here’s a checklist of all the key elements of a winning HR tech stack. 

 

1. Integrations and scalability

Are you satisfied with your existing system and want to add new integrations? Or, are you looking to switch things up by investing in a new system with better functionality and integration potential, in line with your organisational goals? 

In either situation, it’s important for your system to integrate smoothly with your other critical tools, allowing you to access all your data in one place without the need to manually export and import across tools. Your systems should “talk” to each other and minimise data entry points to maintain data integrity, and save time and effort. 

Your tech stack also needs to be able to grow as your organisation does. Even if the tool suits your needs now, investigate its flexibility and scalability to support your organisation in its growth. 

 

2. Easy training and reliable support

Are you really optimising your workflow if you have to spend hours upon hours learning a new system, or training your team in its processes? 

As remote work has become a growing trend in the wake of coronavirus, understanding how your HR team will learn any new systems or processes while removed from a central office space is a key consideration.

When optimising your winning HR tech stack, ensure your core system and key integrations have accessible, easy-to-understand training resources and a short learning curve. (Change management can be challenging, but it shouldn’t be overwhelming or impossible!)

As part of your research into any new HR tech, assess the availability of technical support and customer service from the provider. Place a premium on those that offer 24/7 support functions and ongoing training.

For example, Alcami Interactive’s video interviewing technology offers an intuitive, easy-to-use design, a Customer Success team to provide comprehensive onboarding and training for teams, and 24/7 online and phone support. Video interviewing technology is a must-have feature in any winning HR tech stack. 

 

3. Outstanding user experience 

If an HR tech tool doesn’t provide an outstanding user experience, your HR team are unlikely to buy into it. Even the people who are most skilled in dealing with change management may resist change! 

Are key functionalities neatly presented and easily accessible? Accessibility goes beyond intuitive navigation. The hours researching and tailoring your tech stack to your business goals will be all for naught if they exclude or alienate people in your team. Ensure every element of your HR tech stack provides a great user experience. 

These elements are only the beginning of creating your winning HR tech stack. After you’ve shortlisted the ideal tools to suit your needs, budget and values (with the above three elements in mind), you may like to involve your team and get their feedback in your decision-making process. When it’s time for demos and trials, include your primary team members and users. This will help you gain their buy-in from the get go and ensure they understand how the tools assist them in their roles. Their questions may even elicit new, important considerations. 

 

Discover if Alcami Interactive’s video interviewing technology aligns with your HR tech stack. Find out more and request a demo. 

 

 

city-of-sydney