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Why Integrating Your HR Suite Is Worth It

Why Integrating Your HR Suite Is Worth It

Your HR technology suite is part of the lifeblood of your organization, whether you realize it or not. These tools enable your employees to find, recruit, and hire new employees as well as assist with the day-to-day management of your staff — tasks that will only grow more important as the world reopens post-COVID-19. Whatever HR tech your business favors, it should be streamlined to ensure ease of use for your staff and to maximize efficiency. Integrating your HR suite is one way to make that happen.

It’s important to note that integrating and consolidating all of your HR tech is an investment. It takes time, money, energy, and manpower on the part of you and your vendors, but it’s an investment that will pay dividends in the future. Investing these elements may seem daunting during the COVID-19 pandemic, but the rewards will strengthen your company for the future.

HR technology isn’t slowing down and will only grow more important to businesses as time goes on. The time for your business to integrate is now; the longer you wait, the more it could cost your business in the long run.

Here are three reasons why integrating these platforms is worth it:

1. Challenges make champions of us all

It shouldn’t be a challenge to integrate with your HR technology vendors, but sometimes their capability isn’t completely there. This is where you separate the good from the great; a truly innovative partner will adapt to meet their clients’ needs. My company realized our clients needed a simplified process of data delivery for their background screening results, so our development and IT teams worked to create a RESTful API that fills that void and opens new opportunities.

Requesting in-depth integration may come as a surprise to some of your vendors. Some may even balk and say they simply can’t do it. But know that there are providers out there who are willing to work with you, no matter what it takes. Many welcome the opportunity to innovate and transform to meet their clients’ additional needs. In my company’s case, our business strengthened as a result, and we were able to simplify the screening process for our clients. For companies willing to accept the challenge, adapting to meet customers’ integration needs is a win-win scenario.

2. Integration leads to a more tailored suite

Integration means you can choose from the best providers of individual needs rather than choosing one provider for all of your services. While many all-in-one suites offer a variety of useful features, they don’t always meet the unique needs of each individual business. Many companies require specific services and features that one-stop-shops just don’t provide. By integrating your HR suite, you can refuse to settle for an OK option and get your choice of payroll, benefits management, learning management, human capital management, background screening, talent acquisition and much, much more.

It may take more time to evaluate, choose, and integrate with your providers, but it enables you to create a suite of HR tech that is built exclusively for your company. This can improve productivity and efficiency and help you secure the talent you need going forward. Creating your own integrated system with your chosen vendors can elevate your business to a new level of HR functionality.

3. HR processes become more streamlined

The entire purpose of HR technology has always been, from its inception, simplification of tasks to help your HR team focus on the people side of their jobs. If your current HR technology is adding more time and confusion to your staff’s daily routine, then that technology is failing. Periodically sit down with your HR team and evaluate what’s working and what isn’t.

Another advantage of building your own suite means it’s easier to switch out partners when one piece isn’t working as it should. Integration should also simplify this process; allowing all of your systems to “talk” to each other should make things easier for your staff and save them valuable time each day.

Remember that HR tech should serve you and your company — it shouldn’t be an obstacle your staff has to work around to get their jobs done. Choose quality partners who are willing to work with you, and create the HR technology suite that works best for your company.

I’m always checking in with clients for quality assurance, not only for our speed and accuracy as a screening services provider but to make sure their process is working for them. It’s how we realized early on that integration was a necessary step to making their lives easier and our product necessary. Look for HR vendors that are willing to learn, grow, and adapt. Your business can’t afford anything less.

News Source: Forbes

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