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If you are looking for a new HRIS, companies that take your information and give you a short list of software options and vendors that fit your needs can really help. You can rest assured that the shortlist will be comprised of great options that may have taken your HR team weeks to whittle down.

The problem that many companies face is uncertainty about how to narrow that shortlist down further and pick the best solution.

Be Pickier About Reviewing Priorities

Since functionality is foremost when it comes to the ROI that you can expect to see on your new system, the first thing that you should do is take the list of rated priorities that you have generated with the help of your team and compare it to the features of each system on the shortlist. If you don’t have a rated list of priorities, make one before you go any further. As you look over the lists of features and compare them to your priorities, be extremely selective, as this will help you narrow down your shortlist.

Review Posted References

References that are posted on HRIS review sites and vendor websites are not necessarily the end-all, be-all, but they can be helpful. The most positive reviews are the ones that you are likely to see first, but be wary of “good” reviews that are vague or too general. Pay special attention to the “bad” reviews and the reviews that go into specifics, as these are what may save you headaches later.

Reach Out for Customer References

Vendors often provide customer references after you have approached them for a demo or more information about their solutions. These references may put the vendor in a more positive light than what is realistic, so take sparkling recommendations with a grain of salt. If you wish to get a little more truth regarding a software option, you may do well to contact companies using the solutions through less formal avenues such as social media to ask what they really think about their HRIS.

Crunch the Numbers

Obviously budget is a big part of HRIS selection, but it is generally unwise to go with the cheapest option just because it is the cheapest option. Instead, shorten your list by eliminating any that are out of your price range and then crunch the numbers on the remaining solutions. Figure out what certain tasks are costing you in labor dollars and then use information provided by similar companies that are currently using the different solutions to figure out how much you could be saving on those tasks to assess future ROI.

Go With Your Gut

After you have assessed all of the hard facts about the HRIS solutions on your shortlist, consider the softer side of the equation. Watch your managers, employees, and HR personnel in the demos to get a feel for which solution excites them the most. Look over the dashboards and assess which option you like the look and feel of the best.

While you should not ignore facts to go with the HRIS option that is the most eye-appealing, your instincts can go a long way in helping you decide which solution will be best for your company. After all, you have insights about company culture and operations that can be valuable to the selection process.