As I noted in my previous post, 2019 is going to be an amazing and challenging year for HR tech buyers, thanks to the growing wealth of platforms, solutions and services we have to understand and choose from.
Understanding our options is a big part of our challenge — but it’s only one part. We also need to make our buying decisions based on the effect they’ll have on other parts of the organization and on the business itself. We’ve spent the past decade or more transforming the HR function and our businesses. Naturally we need to empower these ongoing transformations through the technologies we buy, and that means keeping a few key concepts in mind as we sift through our options.
For instance, our candidate and employee experiences should be paramount concerns as we weigh our HR tech options.
It’s well-documented that poor customer service affects customer retention, referrals and potential new business. Social media has given consumers an open forum to share both good and bad product and service experiences to all who will listen. And now the same is true for job seekers; they have similar open forums and a parallel power to influence the world’s view of our brands and, in particular, other candidates’ view of our employment brands.
We ignore that power at our own risk…