***“...There is no I in Team”***

My Team has an in-depth and long term experience (4 years on average) and currently consists of 8 members. We specialize in Ruby on Rails, React.js and React Native. We work from one office which guarantees close and successful cooperation. We use the following communication tools: Slack, Pivotal Tracker, Trello, Jira and Google Hangouts. Our recent client satisfaction survey result was 99.8%.

***"With few exceptions, the best players are the hardest workers"***

I love coding and I **enjoy** **solving** **various** **business** **problems** with my programming skills.

I work mostly for Mobile Commerce and HR solutions industry sectors helping clients to scale their development with remote teams or build custom web-based projects. I participate in the full lifecycle of projects from initial requirement gathering and planning, through development, internal demonstrations and finally deployment. The majority of my professional experience comes from building payment process management tools, e-survey applications, media/marketing dashboards as well as recruitment management systems, employee training and e-commerce platforms.

Tomasz Noworyta

In the last 13 years, I’ve gained experience on more than 20 web applications delivered to companies from Europe, the U.S and Australia.

In the last 15 years, I’ve gained experience with more than 20 web applications delivered to companies from Europe, the U.S, and Australia. I love coding and enjoy solving various business problems with my programming skills, primarily in Ruby on Rails and Javascript. I work primarily for Mobile Commerce and HR solutions industry sectors helping clients to scale their development with remote teams or build custom web and mobile-based projects. 

The field of human resources technology is exploding. This article aims to explain the state of HR startups in 2022 and the best practices for success.

A 2022 Guide To HR Startups

\[TOC\]

The onboarding process is one of the most crucial phases for any company. Every business hires new employees. Making them adjust to their new working environment swiftly is one heck of a job. In the process of onboarding, a new hire may go through mental and physical stress in the transition stage. **What if we reverse the situation and make it onboarding a new remote employee?**

When a company hires a new remote employee, the transition process becomes hectic for both the company and the employee. Hence, this is why businesses should consider using onboarding software to smooth the transition phase.

Did you know that even before Covid-19 hit the world, the number of new remote working employees has grown considerably over the last decade? According to Flex Jobs research, the number of remote employees in the US Telecommunication alone has increased by **[159%](https://www.flexjobs.com/blog/post/flexjobs-gwa-report-remote-growth/) from 2005 to 2017**. The number of remote employees is expected to grow to a much higher extent in the coming years. According to [Future Workforce Pulse Report](https://cts.businesswire.com/ct/CT?id=smartlink&url=https%3A%2F%2Fwww.upwork.com%2Fi%2Ffuture-workforce%2F&esheet=52348528&newsitemid=20201215005287&lan=en-US&anchor=Future+Workforce+Pulse+Report&index=2&md5=87acef6869825a6a221de3b6f1f9a7d0), published by Upwork, the world’s largest marketplace, there will be 36.2 million remote Americans fully working from home by the year 2025. Nine months after the pandemic and already **41.8%** of all workforce is remote which is an increase of **16.8 million** people from the pre-pandemic number.

This article will discuss everything about Onboarding Software, why an organization should use it, its benefits and uses, and how to build a custom one.

## What Is An Onboarding Software?

An Onboarding Software is a tool that helps businesses facilitate a **swift transition** of their newly hired employees. The software features a dashboard that allows talent acquisition teams to communicate and track new hires' progress as they move ahead of the onboarding process.

The software offers I-9 verification, compliance insight, and tools, integrations for payroll and benefits administration. Onboarding Software's important objective is to build a connection between the company application tracking system and performance management system to provide a seamless transition in the new hire’s employment history.

## Key Features of an Onboarding Software

There are three key features of Onboarding software, and these are as follow:

### Welcome Portal

A Welcome Portal is a user-friendly and engaging feature that reduces the risk of a drop-off before and after starting the new hire's job responsibilities. It is an informational hub and a communication bridge between the company and the new employee.

![Img](https://a.storyblok.com/f/86602/870x549/913fd9ba24/welcome-portal.jpg)

A welcome portal should include all details that the new hire needs to know upon joining the organization. The information such as the first day of training, their job description and primary roles, office location, and their primary contacts' names should all be available on the welcome portal.

A new hire can also be trained with visual content. A Welcome Portal should also include a feature to post and publish photos and videos for more interactive communication. A quick welcome note from the CEO can significantly improve their first-day experience.

### Task Management

A Task Management feature will keep the assigned tasks aligned in one window and the close communication between the people involved in the tasks and the new hire. The tasks start with setting up a new official email of the employee by the IT department, assigning laptop protected with strong passwords, payroll details updated in the Finance department, etc.

Additionally, the direct supervisor/manager must arrange introductions and check-in meetings of the new hire with other people in the team or other related departments.

<Baner name={hr} />

### Integration

Integration of the Onboarding Software with other organization's tools such as **HRIS** is a must. After all, when the applicants become new hires and full-fledged members of the organization, you wouldn’t want to input the information again in HRIS. By integrating the software, the transition of information becomes smoother.

New hires should be informed about their team profiles as they’re typically organized in the HR system. In relation, the onboarding software must maximize the reporting relationships set by the HRIS to make delegating tasks and sending out notifications easier.

<ReadMore> Read also: [How To Choose The Best Recruiting Software?](https://selleo.com/blog/how-to-choose-the-best-recruiting-software) </ReadMore>

## The Key Benefits of the Onboarding Software

There are countless benefits of using Onboarding Software in an organization. However, there are four primary reasons companies should consider implementing an automated process.

### Smooth Onboarding Process Motivates New Hires

No company likes to spend money on the recruitment process, so companies like to keep their old employees happy. When a company uses an automated onboarding process, it motivates the new hires and increases the retention ratio. Most companies do not pay attention to their new employees’ onboarding processes and handle them unprofessionally, leading to a low retention ratio.

![Img](https://a.storyblok.com/f/86602/870x406/ca7fec1225/motivation.jpg)

By automating the onboarding process, companies tend to eliminate human error and help the behind-the-scenes processes to be seamless so that human resources professionals can concentrate on engaging their newly hired employees in a much better way.

### Automation of the Onboarding Process Reduces Cost

The automation of an onboarding process reduces cost by eliminating the need to input data again and again in different software and erasing the paperwork from processes.

With an automated onboarding process, the new hires become aware of their duties quickly and become more productive members of the organization.

![Img](https://a.storyblok.com/f/86602/870x358/4aa13e59bf/reduce-cost.jpg)

While companies might hesitate to spend money on new software, the investment return from onboarding automation makes the investment worthwhile.

### Onboarding Automation Increases Productivity

Onboarding Automation doesn’t replace people who welcome new hires, but it enhances HR professionals' efforts in the same regard.

Onboarding a new employee is not an easy job for HR professionals. As each time, the HR department must have completed at least 50+ tasks such as setting emails, cloud storage, assigning cubical, a laptop, and a series of training sessions. If a human error occurred during any of the tasks, it would lead to mental frustration to both the newly hired and the HR professional. Automating the onboarding process eliminates the extra work and the chances of human errors.

Employees who are not helped during the learning curve of their new jobs may become complacent. A large organization with an ineffective process stands to waste millions of dollars each year from productivity loss.

### No Paperwork – Centralized System

![Img](https://a.storyblok.com/f/86602/870x317/cb1b4a3616/no-paperwork.jpg)

Automation of the onboarding process eliminates redundancies by using online forms that collect needed information from employees. New employees can use e-signature from a centralized platform to avoid dealing with a pile of documents. All the data provided by the employee will be stored in one centralized place to be accessed later.

<Baner name={hrm-software} />

## Who should use Onboarding Software?

There is always a question, “Do we need Onboarding Software for our company?” Well, every company, irrespective of their size and nature of the business, needs one. If you start seeing these symptoms, know that you urgently need Onboarding Software:

* If your HR person gets occupied in sending, tracking, checking, and filing paperwork instead of welcoming and working with the new employee.
* If your business nature is too compliance-heavy.
* If your onboarding processes are experiencing hiccups such as missing deadlines on I-9 or a new employee's background check.
* If your employee retention ratio is too low

Do remember that Onboarding Software is a helpful tool that allows HR professionals to streamline onboarding processes. Small and mid-sized businesses are especially in dire need of implementing Onboarding Software as they lack many people in the HR department and need time-saving by eliminating paper-work. Onboarding software also differs in features based on the industry's nature, such as hospitality, finance, retail, eCommerce, etc. Most Onboarding Software is a perfect fit for any kind of industry.

## How to Onboard Employees while Remote?

To ensure healthy distances, businesses must move to work from home (WFH) operations due to the COVID-19 pandemic. Despite some unforeseen problems, companies have found these modern onboarding systems so advantageous that the proportion of people working at home would permanently double this year.

It's important to review how to adjust the onboarding process if the company implements remote work indefinitely or uses it as a temporary measure.

### Step # 1: Preparation

Both the company and staff deserve onboard processes tailored to meet the special requirements and demands of remote working.

Start with an examination of how remote operational procedures, resources, and climate vary from individual activities. You may need to update operating manuals, incorporate parts outlining remote workers' procedures.

Develop the first-day routine. Show them that you have looked into tech guidance and video call introductions with key team members. Ensure check-ins are available to make sure everything is going smoothly. If this timetable is established a few days ahead of day one, new remote employees will trust that the procedure is well scheduled and is taken care of.

### Step # 2: Communicate

![Img](https://a.storyblok.com/f/86602/870x418/181953c0b8/internal-communication.jpg)

The consistency of networking activities determines whether remote operations succeed or fail. Not only does it concern the right methods, but also the procedures and culture which have an emphasis on internal communication. As such, the remote onboarding mechanism has to be featured.

Begin by establishing expectations about how correspondence contacts will be treated. Provide new remote employees with links or downloads to the company's communications tool before the start date, and start the first day with a video call using that platform. It enables HR specialists to direct remote staff in their use of these resources for particular activities, how they can communicate with other apps, and how they can answer any issues or questions. Provide them with more informal chat rooms to socialize and forge bonds with colleagues. These are more tangible demonstrations of how communications fit into the business.

### Step # 3: Offer Support

Onboarding is almost as much a question of offering adequate service as having all appropriate documentation taken care of.

Give them a complete list of the various departmental staff members and how they can be reached if any inquiries exist. Make video introductions to all-important staff members where possible, which the recruit may need help. This way, they'll be able to put a polite and welcoming face to the names they've been given.

## Things to Consider to Build a Custom Onboarding Software

Structured onboarding can allow enormous changes to user metrics when appropriately performed. Here’re the seven most important things that you should consider before developing custom Onboarding Software.

![Img](https://a.storyblok.com/f/86602/870x752/05fa385389/things-to-consider_obszar-roboczy-1.jpg)

### Prioritize and Commit to Structured Software Onboarding

Commitment is the first move. Prioritization of onboard software is a precondition if onboarding activities are to achieve performance potential. If a company does not execute this undertaking, it cannot follow up on any other strategies covered. This naturally means that the company won’t reap any of the benefits from reasonable onboarding efforts.

To put it another way, to get the most out of an onboarding program, companies must:

* **Commit** to onboarding and give priority
* **Develop** a systemic and formal onboarding mechanism
* **Analyze** and strengthen the mechanism

These specific actions cannot be taken without a company committing to or recognizing onboarding benefits.

<ReadMore> Read also: [HRIS Ultimate Guide: What Is HRIS And Why Does My Business Need One?](https://selleo.com/blog/hris-ultimate-guide-what-is-hris-and-why-does-my-business-need-one) </ReadMore>

### Determine the Potential Value of Onboarding Software

Of course, each participant wants to know whether they should be investing in a formal onboarding phase. Therefore, before taking the first steps, it is important to determine the true potential of Onboarding Software for your organization. That is, it’s necessary to make a business case.

Capability to illustrate the onboarding advantage helps:

* Project coordinators assess whether or not onboarding is a real investment.
* Obtain executive sponsorship and buy-in.
* Explain to team members the intent of onboarding
* Align team members for a certain number of objectives
* Justify onboarding budgets

The real returns of a formal onboarding program cannot be predicted. However, efficient onboarding will produce staggering outcomes in terms of user participation, usability, and retention.

Understanding the opportunity provides stakeholders with a target – which is crucial to the development of sustainable integration strategies.

### Executive Buy-In and Sponsorships

For any long-term onboarding platform, the executive buy-in feature is a must-have. Follow a few measures to get buy-in:

* Understand the onboarding value as described above
* Make an onboard case that concentrates on future returns.
* Explain how the management in question would benefit from onboarding
* It is almost like any other persuasive process to obtain approval from executives.
* The proponents must react to the ever-present question, "What is in it for me?"
* The best way to do this is to customize the proposal.

Executives are also more likely to listen to an onboarding plan by discussing how onboarding is to the advantage of a specific division, such as R&D or product management.

### Software Should be User-Centric

User-centeredness has become, for many businesses, the normal operational practice. The explanation is simple: user-led design helps maintain relevant, functional, and productive product experiences. There is no guesswork or speculation as User Reviews guide the onboard phase – or other design processes. The user's feedback is dependent on features, design choices, training efforts, and the onboarding funnel.

In functional terms, this implies a user data, feedback, and input onboarding strategy.

![Img](https://a.storyblok.com/f/86602/870x342/41405740a3/user-cemtric.jpg)

A subtly different strategy would apply to any onboarding manager. But the more user feedback into this approach is integrated, the greater the performance.

### Use Modern Digital Methods of Training

A modern approach to training and onboarding is required by digital software. To summarize some of the reasons are as follows:

* Continuous improvement, implementation, and adoption of digital technologies
* Workers to learn how to use these interactive technologies continuously
* Traditional methods of teaching are not acceptable to onboard software.
* Any new user who adopts a product cannot have one-on-one instruction or classroom training.
* Indeed, preparation efforts under human control are much too expensive and ineffective to keep pace with digital change.

Therefore, onboarding experts should use digital teaching instruments, such as digital adoption platforms (DAPs). DAPs are on-demand teaching systems without the need for human trainers.

### Analyze and Optimize

It is a mistake that a single onboarding procedure is carried out, and then it is considered completed. As stated, any onboard test is just a test. Any onboard experience should be seen as a hypothesis that can be improved further if necessary. The number and consistency of these tests depend, for example, on budgets and the size of the audience.

There must be no definitive results, however, companies that only do one test would almost definitely leave money on the table.

If onboard managers implement the basic, user-centric strategy, then their onboarding process would include steps such as these:

Construct new onboard testing. On-board versions, not finished products, should be considered to be tested.

#### Measure Results

Any evaluation provides skilled borders with additional knowledge, including user feedback and software analytics.

#### Learn

Analyzing the data will reveal details about user behavior, preferences, training requirements, and more.

#### Rinse and Repeat.

Finally, add this detail to the next iteration and repeat the steps.

Other industry procedures, such as architecture and marketing, research, re-testing, and optimization, are crucial. In software onboarding, the same method works well – over time, these iterations yield improved performance and more benefit.

### Don’t be Afraid of Being Agile and Adaptable

In the previous step, the lean approach is a way of developing an onboarding experience.

Another is agile. As lean, agile can be seen in almost all enterprise processes, from agile change management to agile marketing. Agile business practices are structured to be agile, user-driven, and open. There's something like this an agile design process:

* First, **create** a new product **update**, **schedule** it, or **upgrade** it. For onboarding software, that will be a recent evaluation of onboarding or a significant enhancement to the previous experience of onboarding.
* **Divide** it into sprints or steps. The user story or user feedback can be used for each sprint. And each should have a specific length, such as one or two weeks.
* Let the members of the team **prepare and calculate**. Agile teams organize, not manage, in agile systems. The explanation is straightforward: the team members are nearest to the field and know what they can do.

Too many product teams now use agile or know what it is, at least. Onboarding specialists with no agile experience can likely consult with their onboarding teams to learn how it works.

## Conclusion

By integrating Onboarding Software, a company ensures a smooth and stress-free transition of its newly hired employees in the organization. Whereas business will save money on paper-work and putting extra hours by HR professionals. New hires become more comfortable getting adjusted to the new environment, train well, and become a productive part of the business in a shorter time.

Before you can proceed with Onboarding Software's integration, it is important to select a suitable one for your company first. Development firms like [Selleo](https://selleo.com/), can help match your company’s goals with the right **Onboarding Software** with a perfectly-suited set of features to ensure that your new employee can meet specific qualifications and standards. To get more details on how Selleo can help you build perfect customized Onboarding Software, you can [contact us](https://selleo.com/contact) anytime.

This article will discuss everything about Onboarding Software, why an organization should use it, its benefits and uses, and how to build a custom one.

What Is An Onboarding Software And How To Build A Custom One?

\[TOC\]

What is the first thing a business owner or a manager should do before selecting the company's software? Well, the very first step is always to ask questions. Questions you should ask yourself, why do you need this software? The question you should ask the developers, how they will build the software. There is an excellent saying by Carl Sagan, an American astronomer and he said:

> There is no such thing as a dumb question.

We get afraid of asking questions that it will make us look stupid. But you shouldn’t get afraid, especially when you are investing a huge amount in buying or building something like HR software. Small to medium-sized business managers tend to reject using HR Software, irrespective of the fact that HR software or HRIS can boost their overall performance by streamlining the processes.

The first question that an owner should ask is whether they should choose ready-made or create a new **SaaS product for B2B**. The rapidly growing interest of companies in HR solutions generated the idea of SaaS-based HR software.

<ReadMore> Read more about SaaS-Based HR software, its advantages, and benefits in our comprehensive [blog](https://selleo.com/blog/saas-hr-system-features-benefits-costs-and-examples) </ReadMore>

Asking questions is **important for your business**. It will help you decide what is best as per your business requirements. If you don’t ask questions, you might end up losing a considerable amount of investment, or worse, you will be stuck with a useless HRIS, which will snatch money out of your pockets every month and, in return, give you nothing.

Think of the potential chaos and crater-sized hole in your budget after rolling out a system you need to replace.

Before getting to the list of must-ask-questions from a Software Engineer or an HR Software development company, let’s dive into more details about HR Software and its types.

## What does HR Software mean?

HR software is a **central hub** consisting of all the systems designed to manage [Human Resource management](https://selleo.com/blog/what-is-human-resources-software) in businesses of all sizes. It helps to boost performance and employee satisfaction levels. We know HR software through many names such as HR system, Human Resources Information System (HRIS), Human Capital Management Software (HCM), and Human Resources Management System (HRMS).

There are many different types of HR systems. We will discuss the main types in a bird's eye view.

![Img](https://a.storyblok.com/f/86602/870x504/509510c63e/different-types-of-hr-systems_obszar-roboczy-1.jpg)

### #1: Human Resources Information Systems (HRIS)

Human Resource Information System (HRIS) is software designed to provide a **complete solution** for data entry, data management, and data tracking of an organization's human resources operations. It is also referred to as Human Resource Management system (HRMS) as it helps businesses manage and plan human resources quite effectively. It can be used by a small, medium, or corporate company.

### #2: Hiring Software and Applicant Tracking System (ATS)

An Application Tracking system is software designed to **automate the hiring and application tracking process**. It helps businesses increase the efficiency and productivity of the overall HR department and recruiters with a centralized database.

### #3: Employee Performance Software

Employee Performance Software is designed to help businesses **review employee performance** based on set individual goals. The software also performs other functionalities such as collecting feedback, storing documents, reporting the important performance key metrics to stakeholders.

### #4: Employee Engagement & Work Culture System

Employee Engagement Software helps businesses **boost employee sentiment** and increase individual and team engagement. It is done through everyday work priorities, feedback, coaching, and analytical reports.

### #5: Onboarding Software

Onboarding software is designed to help businesses **make the onboarding of a new employee easier and smooth** through all the necessary steps. It enables the new employee to become a full-fledged and productive cog of the organizational machine, from digitally signing important paperwork to completing training tasks.

<Baner name={hr} />

### #6: Learning Management System (LMS)

A Learning Management System (LMS) is a tool designed to track an **employee’s education, certifications, qualifications, and skills**. It connects the employees with materials or courses available to develop their skills within or outside the organization.

## Why do you need HR Software for your Business?

There are numerous benefits and advantages of having a high-quality HR system in the company. Let’s discuss the top benefits of having an HR solution.

### Benefit # 1: Less Workload

HR software helps businesses streamline the process with increased productivity. With an HR solution, there will be no need for excessive paperwork and file keeping. Employees can enter, update and monitor their details. HR managers can also request information when needed.

### Benefit # 2: Help in Decision Making

![Img](https://a.storyblok.com/f/86602/870x355/7225ae6382/help-in-decision-making.jpg)

HR Software helps employees and HR managers to gather all data at one central point. The data can be used to monitor and track attendance, time, leaves, performance, or any disturbing pattern. Managers in all departments can request the data in the form of analytical reports and charts to make a sound and better decision.

### Benefit # 3: More Employee Satisfaction

HR software gives a boost to employee individuality. An employee feels more involved in the process by getting self-service functionality such as **updating their personal information, requesting leave, and checking company policies** with simple clicks on their smartphone.

### Benefit # 4: Measurable ROI

Measuring ROI on an employee with a simple equation is very difficult. But, HR software automates the entire process. Hence the time invested in these processes will be radically diminished. HR professionals can concentrate on more valuable jobs such as delivering on business goals and focusing on strategic outcomes.

### Benefit # 5: Security of the Employees’ Data

HR software is usually **cloud-based or SaaS-based**, and in both cases, the employees' information is protected by encryption and backup procedures.

![Img](https://a.storyblok.com/f/86602/870x355/1870f9ed1c/security-of-the-employees_-data.jpg)

### Benefit # 6: Reduced Risk

When the company has HR software for all the work, there will be **no need for paperwork** which means there will be less risk involved. Since all employees' data are safe in the cloud with frequent backup, no human error could make it risky.

### Benefit # 7: A Centralized Hub

All employees’ data is stored and collected at a centralized hub. So it will be easier for HR personals and managers to get rid of duplicate entries and retrieve data for payroll in clicks.

### Benefit # 8: Simple Integration with Mobile Friendliness

HR software can be easily integrated with your **Gmail, work email, Google Drive, or calendar**. So, automatic messages sent every time a request is sent or accepted make it easier to be connected with your job even when you are at home via your smartphone. You and your employees can make decisions on the go about time and attendance.

Now, we come to the main point of the article. Let say you decided to get a custom-build HR software through a software development company. If so, here are the main questions you should ask them before hiring them to develop your HR software.

## 10 Questions To Ask Before Choosing An HR Software Development Company

Choosing the right HR Software for your company is a complex job. If you don’t know your company’s needs and what you want to improve with HR software, then there’s a huge chance you will end up with a platform that won’t solve your company’s challenges. If this happens, then you won’t get back the time and money.

![Img](https://a.storyblok.com/f/86602/870x747/569b446475/10-questions-to-ask-before-choosing-an-hr-software-development-company_obszar-roboczy-1.jpg)

Fortunately, to help you get the right HR software the first time, here’s a list of 10 questions you should ask before choosing an HR software development company.

### Question # 1: What is the biggest HR difficulty your company faces?

In the first step, you need to question your **process and systems**. You, as a business owner, should understand the basic challenges your company is facing. Is your HR team spending more time duplicating information on the different systems because they are not integrated? Does your company have a complex PTO request and approval system? Is the employee turnover in your company very high that it consumes your recruiting budget before the end?

The hardest challenges are usually the results of inefficiencies. You need to allocate what issues are creating the greatest challenges that are hard to face. Locate those areas where the company is facing more challenges; coordinate with employees in the trial and your HR people who deal with human resource management daily. They will be the better guide as handling the pulse of the overall operation. They will help you set priorities for a technology platform.

### Question # 2: What tedious everyday tasks in your organization are a waste of time?

Ineffectiveness in a process or a system occurs due to **improper allocation of resources**. You need to understand if your company is exhausting resources on tasks that can be eliminated or redundant?

For example, if your company is exchanging employees’ information between the HR department and Finance department every week, isn’t there a way to shift this process weekly to Bi-monthly or monthly? Adjusting the frequency of tasks can be a simple and effective solution.

### Question # 3: What is your organization doing right?

Are you blindly applying the proverbial Band-Aid to the entire HR department? If your HR department faces challenges, it doesn’t mean that all the HR processes need an overhaul. Making improvements is a good step, but don’t get too overexcited that you ignore the company's already efficient process.

Make sure whatever technology you choose facilitates the areas of your HR operations that are working well, rather than creating new problems that didn’t exist before.

<ReadMore> Read also: [Time And Attendance Tracking Software: A Step By Step Guide](https://selleo.com/blog/time-and-attendance-tracking-software) </ReadMore>

### Question # 4: What are the Key Needs of your Company?

The process that is causing issues, consuming most of your time, and costing more than expected should be the greatest priority to fix. If you successfully identify these processes, you will be one step closer to selecting the right solution for your company.

### Question # 5: What features will be the most important and effective for your company?

You have already allocated the most critical issues of your company. Now, it is time to **list down what features will improve your overall process** and boost your employees’ performance. Although this list is reserved for wants versus needs, these “extras” can sometimes be the difference between an efficient organization and an exceptional one.

What is the difference between must-have and nice-to-have? We have already listed the hardest challenges the company is facing; features to resolve those challenges will come under the list of must-have features. Whereas the list we created for extra features to boost and improve performance comes under the nice-to-have list.

For example, suppose payroll processing and paperless employee onboarding processes are your HR must-haves. In that case, your nice-to-haves might include a fully integrated employee performance review or applicant tracking system.

<Baner name={hrm-software} />

### Question # 6: What are the top goals you want to accomplish, and how to measure the ROI?

What are the **main goals** you want to achieve once the software is placed in the company? How will you measure the ROI? Knowing the answer to these questions is important. Your goals may be reducing paperwork, employee turnover, waste of time, etc. It can also be such as cost-effective training for employees, hiring the best fit for the job, or time tracking management.

These goals should be closely aligned with the HR department. The right HR solution will help you overcome your greatest HR challenges, which in turn can lessen your administrative burden and make your business more profitable through increased efficiencies.

### Question # 7: Who will be involved in the decision-making process?

Determining the list of decision-makers doesn’t mean that everyone who is making a decision should access the HR software. If this happens, it will cost you too much to buy a subscription for every employee. Access to the HR software should be granted to people who are directly involved in the process. Apart from this, one representative from each department or team within your organization is enough. This group of representatives will serve as your vendor in the software selection committee, and their key role will be helping you weigh the pros and cons of software development companies.

The second question is how the selection process will take place? Will everyone in the committee get the chance to present their views, or will select members to have a say in the decision? These are factors best considered in advance – not as an afterthought.

### Question # 8: What’s our budget for purchasing an HR platform?

**Budget** is the second most important factor in the entire process of choosing an HR software development company. You should have a complete knowledge of the funds available to make you enable to determine which vendors and platforms are within your budget and which ones aren’t. It will help you narrow down the top contenders without wasting time on options that may not be the right fit for your company.

### Question # 9: When do we want to have a system in place?

**Deadlines** are one of the most effective KPI for any task. Before making your decision, you should have a realistic deadline for when you need the company's HR solution placed. The deadline will be decided on key factors such as how much time it will take for the selection committee to decide which option is best for the company. It will also be affected by the time the vendor will take to implement the system. It is better to keep deadlines flexible.

You also need to consider the company’s procurement protocol and fiscal calendar, which will decide how soon you can implement HR software.

### Question # 10: Choose a Ready-Made or On-Premises Solution? How to Choose an Outsourcing Company?

Your company’s requirements, budget, and challenges will decide whether you should go with a readymade solution or choose an on-premises one. If you need just time tracking or Payroll management, building an entire software and investing money would be a foolish decision. Similarly, if you have more requirements like time tracking, hiring, payroll, reviewing, and training of your employees in your mind, then a ready-made solution won’t be the best idea. In such a scenario, you should better invest in on-premises, customized, and as-per-the-required HR solutions.

Choosing an HR software development company is a crucial job. You are probably wondering how to pick the best one and avoid misunderstandings and disappointment. Here’s a complete guide on [how to choose an outsourcing company](https://selleo.com/blog/10-questions-you-should-ask-a-software-outsourcing-comapny).

Well, now you know what questions you should consider before choosing an HR software development company. Let’s discuss the pitfalls to avoid while choosing an HR software development company.

## 5 Pitfalls to Avoid

Here are five deadly pitfalls you should avoid.

![Img](https://a.storyblok.com/f/86602/870x488/5e9b4c9184/pitfalls-to-avoid_obszar-roboczy-1.jpg)

### Fixating on Budget

Budget is important, but it shouldn’t drive your entire decision. There are other factors to take into account while making your decision. If you do not ask these questions before making the decision, your entire selection process will be based on your budget.

Focusing solely on price doesn’t provide a holistic view of whether the selected HR solution will meet your company’s requirements. It’s important to consider all features and functionality and compare that with the total cost for everything your company will need. This approach makes it easier for you to compare different platforms and systems with different features and pricing models, such as a-la-carte vs. flat fee.

### Not Having MVP

MVP means [Minimum Viable Product](https://selleo.com/blog/why-mvp-development-should-be-outsourced). It is a version of a product that has a limited set of features. If you get caught up in the bells and create unrealistic expectations without evaluating your company and employees’ needs, you will end up with a useless HR solution.

### Not asking for Client Testimonials

A testimonial is a recognition of any company’s journey via its clients. When choosing an HR software development company, don’t forget to ask for [the company’s testimonial](https://selleo.com/who-we-are) and client profiles. It will give you a better idea of the company’s standing within the market. It will also help you understand the skill sets of the development team working for the company.

You can also try contacting some of their clients directly to ask for more details on their collaboration and recommendation.

<ReadMore> Read also: [HRIS Ultimate Guide: What Is HRIS And Why Does My Business Need One?](https://selleo.com/blog/hris-ultimate-guide-what-is-hris-and-why-does-my-business-need-one) </ReadMore>

### Not getting Involved in the Process

[Getting involved in the entire process](https://selleo.com/blog/how-to-choose-a-software-development-company) of development is very important. You should have a clear understanding of the technology stack for the platform. You should also know the team working on your project, their expertise, skills, and what communication tools they will be using for the entire development process.

### Employees Not Comfortable with the Software

The involvement of your employees is very important too. Because your employees, especially the HR people, will be the end-user of the HR software. If they do not buy the software, there will be no use for your investment. Before implementing the software, employees’ feedback is very important.

## Final Thoughts

By considering these questions, you will be better prepared to make the perfect selection. Take the time to **analyze your requirements, getting employees' feedback, listing down the must-have features, drafting a list of goals to achieve, and above all, analyzing the options which provide HR software within the budget**.

Ask these questions and be confident that you have found the right software for your company. Be confident that this investment will grow your business, increase your employee satisfaction, and boost the ROI of your company.

If you are still uncertain and undecided about choosing the right HR solution for your company, you can always take experts' opinions at Selleo. We have a team of **highly-experienced developers** who can provide you with useful insight into everything you need.

Don’t hesitate and [contact us](https://selleo.com/contact) now for guidance on every step.

What is the first thing a business owner or a manager should do before selecting the company's software? Well, the very first step is always to ask questions

How To Choose an HR Software Development Company? Questions You Should Ask To Avoid Pitfalls

\[TOC\]

It is the **Pandemic Era** – the era of staying home and being safe. Due to worldwide lockdown, businesses have to move their employees to the **‘Work from Home’** (WFH) model. One of the biggest issues that businesses faced **managing employees remotely** is **tracking time and attendance**. To update and complete payroll processes, time management, and employee attendance are even more essential in making sure businesses track accurately. Technology has already prepared a solution, ‘Time Tracking Apps’ to keep track of employees’ workdays and hours, ultimately streamlining the payroll process.

\[TOC\]

Before moving on to the step-by-step guide, here are some [five useful tips for sustaining performance while working remotely](https://selleo.com/blog/how-to-sustain-performance-while-working-remotely-5-helpful-agile-practices).

1. Businesses should maximize the use of virtual **collaboration tools**.
2. Irrespective of fieldwork or remote work, agile teams should stick to **foundational rituals**.
3. Build a distributed team culture to **promote trust** among the team members.
4. Allow the remote team to work out the ways that suit them best and only **support them** with the tools and tips that can help achieve the goals.
5. Get your **customers involved** at all steps to build trust and loyalty.

If you are a business managing your employees remotely and facing a crisis, you should give a read to our detailed blog, “[How to keep your remote teams agile during the crisis?](https://selleo.com/blog/how-to-keep-your-remote-teams-agile-during-crisis)”

## What is Time and Attendance Tracking Software?

![Img](https://a.storyblok.com/f/86602/720x274/6c9db4253e/what-is-time-and-attendance-tracking-software.jpg)

**Time and Attendance tracking software** is a tool designed to track team members' time and attendance and optimize the hours' employees invest in the job. The tool also manages records of salaries and wages. After COVID-19, all sizes of businesses depend heavily on time tracking software for managing their teams remotely.

<Baner name={hr} />

The time tracker app helps manage diverse tools to **maximize cash flow and minimize waste**. It can create, record, and archive essential payroll and income tax information. The records proved to be very invaluable at the time of audit by taxing authorities.

A Time Tracking App performs the following functionalities:

* Track Time input by each employee on the job.
* Calculate and manage salaries.
* Automate payroll processes.
* Comply with labor laws and government policies
* Minimize efforts and errors in bookkeeping.
* Provide compiled reports of events in the form of tables, graphs, and charts.
* Integrated with other business tools such as HRM, Financial Management Tools, etc.

## Why is Time and Attendance Tracking Important?

Employees are an asset to any business. Without a marketing, sales, and production team, no company can sustain itself. It is very important to keep them motivated via perks. These perks are highly dependent on the employees' performance and hence depend more on the time an employee puts on his/her job. Time and Attendance tracking are very important because they help businesses make a **future forecast** for sales, ROI, employee benefits, expansion, and much more. The time and attendance is the tangible number that supports the decision of business’ owner and managers.

![Img](https://a.storyblok.com/f/86602/720x302/770950ed4e/why-is-time-and-attendance-tracking-important.jpg)

A manager can check if the absenteeism is high or low and during what periods by **tracking attendance**. It would help managers to approve leave applications. It also helps to control employee turnover and staffing issues. If you start micromanaging every aspect of your workforce, how would you make yourself available for more significant decisions? This is where an attendance tracker can help.

When most businesses are closed, and employees work from home during the pandemic, they cannot allocate a separate clock for each employee. With a time tracking app, a business can find a happy medium to avoid workforce management extremes. By integrating the payroll software with time and attendance tracking software, a company can save time and money. HR leaders must be involved when looking for a time clock system to ensure everyone is at the same pace.

<ReadMore> Read also: [Top 6 HR Software Trends To Watch In 2021](https://selleo.com/blog/top-6-hr-software-trends-to-watch-in-2021) </ReadMore>

## How do I Track my Employees' Time and Attendance?

One of the most important steps is choosing the right attendance tracking software for your company that can help save time and efficiently log work hours put-in by the employees. To select the right software, you will need to understand what is available in the market. Here are some of the best ways to track employees' hours to help HR in payroll processes.

### Mobile Attendance System

![Img](https://a.storyblok.com/f/86602/720x296/66ddb8717e/mobile-attendance-system.jpg)

Remote employees' hours can be tracked with **mobile attendance system**. Global Positioning Satellite 'GPS' works on cell phones to confirm hours collected via a GPS-enabled company phone. GPS tracks employees' movement during working hours. This information can be integrated with [HR software](https://selleo.com/hr-software-development-company) for tracking time and Attendance.

### Card Swipe System

First, let us mention that this technology is not for remote employees as it needs a **card swipe**. Card swipe is an updated version of the punch card system. Instead of a timecard, employees use their ID cards to record in and out time. Data automatically transfers to a computer where hours worked are calculated with an integrated [HR software](https://selleo.com/software-development-team/hrm).

### An Automated Software for Regulatory Compliance

Companies need to meet **regulatory requirements**. Any tracking solution should make it easy to comply with government regulations and labor laws of the country.

![Img](https://a.storyblok.com/f/86602/720x294/166b45a64b/an-automated-software-for-regulatory-compliance.jpg)

Common causes of noncompliance are inaccurate or inadequate recordkeeping. Using an automated system to track time and Attendance can help **reduce errors and prevent costly litigation** that arises from noncompliance.

### Accuracy of Time Tracking and Attendance Records

A best practice for tracking employee hours is to have a system that captures screen after a certain duration. It helps to deliver accurate information to HR and other managers. Whether the system is manual or automated, tracking and approving employee hours becomes more complicated with a system that is not followed consistently.

### Select a System that can easily Integrate with other Systems

One job of the time tracking app is to track attendance, whereas the other part is to share data with other applications. This is very critical for payroll, leave encashment, and compliance needs. Ideally, a time tracking app should have the ability to **integrate with any project management software**.

### A Cloud-Based Software

![Img](https://a.storyblok.com/f/86602/720x290/e960d497f1/a-cloud-based-software.jpg)

It is also very important that the software has the best features but is not too expensive to buy. Expensive software can increase the **cost of maintenance**. What works in this capacity is to host a time tracking system in the Cloud. Cloud-based systems offer easy solutions for entering hours and quickly routing time for approvals. Results cover every aspect of employee hours. Easy, timely, and accurate pay and regulatory issues are resolved.

### Keep Online Attendance Records

Some advanced systems are still using old-fashioned techniques, such as using an online time clock. Employees keep a record of their hours worked through a web app that can also generate payroll reports such as a Google Drive excel sheet.

<Baner name={hrm-software} />

## Key Features of Clock and Time Attendance Software

Below are some of the must-have features for a Time and Attendance tracking app.

### Time In and Out

The basic feature of the time tracking app is recording in and out the time of the employee. It should be easy for the employee to **clock In and Out**, and the records should be maintained for the working hours. Employees can clock in and out using magnetic card swipe, PINs, thumb impression, or biometric scan.

### Flexible Time Scheduling

![Img](https://a.storyblok.com/f/86602/720x356/29f5645214/flexible-time-scheduling.jpg)

Many businesses in the world work round the clock 24/7. A time tracking app should have the **flexibility of scheduling** that allows employees to start their day without marking them late. A good time tracking system offers punctuality monitoring of the employees.

The app should provide an option to **create and manage multiple schedules** and rosters. Such functionality should also come equipped with features that alert managers of any mismanagement.

### Attendance Management

A time tracking app should have the feature to manage Attendance. It should be competent enough to alert managers on absenteeism. The manager can easily see who is in or who is out. They can also track absenteeism reasons like illness, annual leaves, or last-minute day off.

### Integration with HR Solution

A time tracking app should have the ability to integrate with **[HR software](https://selleo.com/hr-software-development-company)**. It should provide accurate attendance data to the HR solution that can be used to calculate the employee's accurate wage. It can only be achieved if time tracking and HR solutions are integrated.

![Img](https://a.storyblok.com/f/86602/720x339/f66d1064b1/integration-with-hr-solution.jpg)

### Regulation with Compliance

Time tracking apps should have the capability of **regulatory compliance and internal policies**. It should be able to monitor break times and record that data for reporting. It should also have the ability to report any disturbance if recorded that are not meeting the company compliance policies' legislative norms.

### Mobile Friendly

A company may have a diversified working pattern. Some of its employees might work from the site and some from home. A mobile version of the time tracking app can help all of them clock in and out of their time via **mobile phones**.

This will provide the company with an overview of hours worked by the whole workforce and not only employees that are 'on-premises.' Mobile apps may also include GPS tracking systems for worker safety or location monitoring.

<ReadMore> Read also: [SaaS HR System: Features, Benefits, Costs And Examples](https://selleo.com/blog/saas-hr-system-features-benefits-costs-and-examples) </ReadMore>

### Eliminate Double Entries

At times employees punch or swipe twice or more than one time. A time tracking app should have the ability to eliminate double entries.

There is another possibility where employees forget to punch or swipe at all. Let say an employee came into the office, punch in and start working. Later, after a few hours, he/she went out and came back but forget to punch in until the end of the shift. An advanced time tracking app would have sent an alert to the manager and the employee of a missed punch-in in such cases. It will **eliminate the chances of errors**.

### Policy Configuration

Employees are entitled to breaks, overtime pay, sick and casual leaves. Either you have a group of employees entitled to overtime or other employees entitled to time off. Your ideal Time and Attendance system should be able to cater to such scenarios.

### Reporting

![Img](https://a.storyblok.com/f/86602/720x294/3414441c3b/reporting.jpg)

A time and Attendance tracking app should provide customized, detailed, and analytics reports using the system's data. Expect your software to give you the information to various attendance-related reports, offering insights into hours worked, shift patterns, and much more with suggesting lines for improvements.

## What is the Best Time and Attendance Software?

What does **"best"** mean? It all depends on your company's requirements. Here are the four best Time and Attendance tracking software read-to-be-used.

![Img](https://a.storyblok.com/f/86602/720x396/42b9468f9b/what-is-the-best-time-and-attendance-software.jpg)

### #1: ClockInEasy

It is a cloud-based time tracking software for small and mid-sized businesses. It offers a free trial version that lets you add only one member and give access to timesheet, labor compliance, GPS tracking, and payroll management functionalities.

#### Pros and Cons of ClockInEasy

**Pros**

* Free Trial
* Amazing Dashboard
* Facial Recognition feature

**Cons**

* Unfriendly app for tablet

**Price for Premium Subscription:** $5 per user, per month for up to 100 users for the Professional plan.

**Website:** [https://www.clockineasy.com](https://www.clockineasy.com)

### # 2: Homebase

Homebase is also a cloud-based time and attendance tracking app that provide you with a free trial. With the free version, you can track all the employees working at the same location, such as an office, site, or branch, using GPS.

#### Pros and Cons of Homebase

**Pros**

* Self-define employee time scheduling
* Photo capture functionality for remote employees

**Cons**

* Reports come with glitches that lead to inaccurate clock-in and out timings.

**Price for Premium Subscription:** $19.95 (straight price for the essential plan)

**Website:** [https://joinhomebase.com/](https://joinhomebase.com/)

### #3: OnTheClock

OnTheClock is cloud-based tracking software. Its free trial allows you to add up to two employees and offers GPS tracking, geofencing, fingerprint scanning, payroll reporting, leave management, and project costing functionalities.

#### Pros and Cons of OnTheClock

**Pros**

* Geo-fencing feature
* Employee Absenteeism management
* User-friendly and highly innovative Mobile app

**Cons**

* Limited reporting with limited customization

**Price for Premium Subscription**: $2.20 per user, per month for more than two employees.

**Website:** [http://www.ontheclock.com](http://www.ontheclock.com)

### #4: Time Clock Wizard

It is another cloud-based time and scheduling software for small and mid-sized businesses. The software lets managers add team members, track worked hours, and calculate their salaries accordingly. The free version only gives the ability to add up to three users and offers the employee time-tracking functionality.

#### Pros and Cons of Time Clock Wizard

**Pros**

* Accurately calculate Payroll
* GPS tracking functionality

**Cons**

* Complicated User-Interface

**Price for Premium Subscription:** $14.95 per month for the Value plan

**Website:** [https://www.timeclockwizard.com/](https://www.timeclockwizard.com/)

If you feel these-ready-made software do not fulfil your requirements and do not fit in your company's environment, you can always go for custom-made time tracking software. Custom-made time tracking apps are better in more ways compared to ready-made ones. They are often preferred because of the customization of features, one-time investment, no monthly subscription fees, the safety of employees' data, always easy-to-make changes, and easy-to-date policies and no-dependencies and it can be monetized as per the budget of the company.

## The Benefits of Custom Time & Attendance Software

Custom-tailored Time and Attendance software has more benefits than a ready-made one, and this is what we will discuss now. Here're some of the benefits that you as a company should consider while deciding either to opt for a ready-made time tracking app or go for a custom-tailored one.

![Img](https://a.storyblok.com/f/86602/720x268/7a18f629fe/custom-time-attendance-software.jpg)

1. One of the drawbacks of the ready-made solution is that it lacks customization options. With a ready-made time tracking app, you won't be able to add the number of groups, departments, pay rules and benefit accruals as you wish. What if you have a complicated hierarchy placed in your organization? In such a case, a ready-made solution would only offer you a handful of pay rules.
2. Many organizations compromise pay rules and system setup simply because they don't know the cost-effective solutions available that allow custom-tailoring.
3. Out-of-the-box time and Attendance app is always lacking in interoperability. The best time and Attendance solutions integrate with payroll, ERP, MRP, databases, and other business systems to provide automation of processes and functionality to synchronize data between all the systems.
4. With the best Time and Attendance software, a business can support three or four top-tier payroll programs.
5. Custom-tailored software gives your business the ability to update policies, minimize cost as per the budget, and most of all, keep your employees' data in one hand rather than sharing it with other parties.

## Need A Custom Tailored Time Tracking App?

Technology has taken over the business world. In this Pandemic era, one of the most surviving factors is 'Technology.' Imagine, if we didn’t have the internet, how would we conduct our businesses with Corona outside. How would we sell and purchase commodities? Thanks to technology, not only we survived, but we found new ways to advance. Now it is time for businesses to adopt these changes quickly. One way to do so is by ensuring you have the proper technology and understanding how to use it to elevate your business's efficiency.

Time and Attendance tracking software is the need of the hour. It will help businesses to maximize cash flow and minimize waste while maintaining and archiving important payroll and tax information. No one can predict the future, but if we have to live and survive with Pandemic, we as a business need to opt for a time tracking app for remote or work-from-home employees. You can go with a ready-made or a customized app. If you choose to customize the app, there are many options available to help you build one that fits your business requirements.

Selleo is one of the best App and Web Development Company in Poland. We have a highly professional and experienced development team who have worked on numerous technologies for different industries. If you need guidance for a custom-tailored time and attendance tracking app, [contact us now!](https://selleo.com/contact).

The biggest issue businesses face while managing employees remotely is tracking time and attendance. Technology has prepared a solution - Time Tracking Apps.

Time And Attendance Tracking Software: A Step By Step Guide

\[TOC\]

A **Human Resource Information System** (HRIS) or a **Human Resource Management System** (HRMS) are two names for a similar technology designed to conduct Human Resources activities and process electronically by intersecting Human Resource and Information Technology through HR software.

In simpler words, HRIS is a way whereby using HR software, businesses (Small or Large) can take care of several activities, including those related to **human resources, accounting, management, and payroll**. HRIS helps businesses plan their HR cost and manage HR activities more effectively without allocating too many resources.

In most conditions, HRIS helps businesses **increase efficiency** by making the right and efficient HR decision. The decision is based on quality, which increases both the employees and the managers' productivity, which ultimately results in higher returns.

![Img](https://a.storyblok.com/f/86602/870x652/529c8cba47/hcm-vs-hris-vs-hrms.jpg)

As mentioned earlier, HRIS is an intersection between HR and IT through an HR solution. This article will learn all about HRIS Integration, what is it, and how it works. So, let’s get started.

\[TOC\]

## What is HRIS Integration?

A business that uses a Human Resource System or HRIS, employees, and departments profiles or ‘Accounts’ may exist there. The toolkit eliminated the double-entry of any information by synchronizing HRIS and EMS on a chosen frequency. With this toolkit's help, businesses can easily automate the creation, update, and de-activation of user or group accounts in the EMS. Any user of HRIS with admin rights can automatically transfer any selected records to a tagging database and then update the appropriate tables in the EMS. By using HRIS, you can save time and add an extra layer of security. You can also enable the **creation, maintenance, and de-activation** of user and group accounts from an outside data source.

![Img](https://a.storyblok.com/f/86602/870x995/cc1d7be6c0/integration-diagram.jpg)

Now, we come on to the stage of discussing the benefits of a HRIS system. Why does a business need HRIS Software? How can HR software solutions be integrated with core HR activities and other department activities by simply one toolkit?

## Why Your Business Needs HRIS Software?

Investing in integrating any software or platform in a company requires resources and time. A business needs to know the situation which is favourable for integration or not. Every case is different, and not all of them can yield returns on the investments. So, a business should research if they need or do not need HRIS integration. Some of the circumstances where a company might need HRIS integration are discussed below.

<Baner name={hrm-software} />

### Current HR Platforms Aren’t Enough.

Nowadays, you have so many HR platforms that it becomes confusing who delivers what features. We have HRIS, HRMS, and HCM (Human Capital Management). Each has been defined vaguely by the vendors most of the time, and their functionality is different.

![Img](https://a.storyblok.com/f/86602/870x544/d1de602cc2/current-hr-platforms-aren-t-enough.jpg)

HRIS comprises more functionality compared to any other HR platform. It includes features like benefits **administration, recruiting, and compensation management**. If your current HR toolkit lacks these features, then your business needs the integration of HRIS.

Suppose you have already implemented a separate system for your other extended HR processes (payroll and benefits), and it would be difficult or unfeasible to completely switch to a suite that covers all your HR activities. In that case, your company is a good candidate for integration.

### The Best-of-Breed Route for your Company

There are benefits of fully ready-made HR platforms such as **data access, 360-degree visibility**, and other perks that create a unified, holistic environment. But it doesn’t mean that integrating all-in-one software is beneficial for your organization. It is also possible that your business nature demands separate applications from a range of vendors that fit better with your business strategy, processes, and architecture.

A specialized tool offers deeper functionality in its area of expertise. If you choose a separate tool for each HR process, it means you get the best of each. Let’s say you choose an HR tool for payroll and time management. Then it would give more benefits, rather than going for a one-in-all platform.

<ReadMore> Read also: [What Is Human Resources Software?](https://selleo.com/blog/what-is-human-resources-software) </ReadMore>

The industry has shifted as bigger vendors such as [SAP](https://selecthub.com/hr-management-software/successfactors/?from_category=95) and [Oracle](https://selecthub.com/hr-management-software/oracle-hcm/?from_category=95) acquire best-of-breed solutions that let them sell HR suites without sacrificing deeper functionality. But that doesn’t guarantee that each module in a vendor’s suite will reach individual point solutions' standards. As always, use your company’s requirements as a barometer to measure what you need to accomplish and how best to do the work.

Thanks to **APIs**, apps, and an increasing emphasis on integration standards, piecing together your suite of HR applications isn’t as hard as it used to be.

However, you still have to put in the work of implementing and running each system, along with integrating them with your HRIS for greater cohesion.

**Bottom line:** List down your company’s priorities first, before making any decision.

### If you have the budget to integrate HRIS

![Img](https://a.storyblok.com/f/86602/870x523/3f635b6f60/if-you-have-the-budget-to-integrate-an-hris.jpg)

Suppose you are a small business with a tight budget and need several functionalities by integrating HRIS. Your budget is not enough to incorporate a single suite of integrated HR tools. Or, maybe you already have HR systems in place and need to connect them but don’t have the budget to do a massive upgrade to a vendor that does it all.

In both scenarios, HRIS integration is a good option. By integrating HRIS and HR tools, you can get the benefits from both worlds without exhausting your budgets.

## What are the Benefits of HRIS Software?

HRIS provides a centralized database that stores **applicant tracking functions, talent management, onboarding, employee information, compensation for managers and employees, benefits administration, time-tracking**, and so much more. It’s also the hub for your employee data with up-to-date information on your org’s hiring trends and employee retention.

When HRIS has properly integrated with HR software and the company's IT, it creates some beneficial side effects. Here are four of them:

### Increase Overall Productivity

![Img](https://a.storyblok.com/f/86602/870x392/25c1ab3210/increase-overall-productivity.jpg)

By automating employee time tracking, benefits management, payroll and finances, compensation, and application tracking, a company can save a lot of time from wasting in manual processing. It helps improve data security and accuracy as well as saves money on hiring extra HR executives. Just take one example of time management; with a time-management tool, you can **manage time, and attendance tracking, vacation requests, and accruals workflow** can be quickly entered one time. It eliminates time wasted in sending forms to HR for manual processing. Employees can update their contact information, benefits choices, or time-off requests directly in their employee portal.

### Improve Operational Efficiency

HRIS simplifies a company’s HR department to **track, update and report** on employee data. Most HRIS solutions even allow the uploading of hard copy forms to PDF images within the employee’s digital file. It also lets employees upload electronic signatures on their important documents.

### Efficient Decision Making

While HRIS is streamlining productivity, that enables the HR team to do more strategic work to help improve business. [ Jeni Fahy, a contributing author at Sapling HR](https://www.saplinghr.com/blog/strategic-people-operations), said:

“Strategic People Ops focuses on **maximizing employee lifetime value, employee wellbeing, productivity**, and most importantly, driving the organization forward. HRIS reports can be easily created and shared with managers and executives to help them make informed and timely decisions. “

![Img](https://a.storyblok.com/f/86602/870x479/98ef0c1517/efficient-decision-making.jpg)

Reports on employee off-boarding trends, for instance, can lead to direct employee retention efforts and plan for future company growth.

### Improve Employee Engagement and Satisfaction

HRIS can promote better employee engagement. A user-friendly employee portal allows employees to navigate their compensation choices, **review and update** their personal information, easily **request leaves**, and **receive approval**. The new talent can learn about the company culture. Employees don't need to waste time calling and visiting HR for paperwork. It helps reduce the frustration of wasting time for HR appointments. It also plays an integral role in making the onboarding process stress-free for new employees.

## Key Factors to Successfully Implement a Human Resource Information System

Taking out the most advantages from HRIS, HR professionals need to carefully plan how it will be implemented into their organization to make a smooth transition with as little disruption as possible to the organization’s daily business activities. Here are several factors to consider when implementing HRIS.

<Baner name={hr} />

### What Internal Factors Needs To Be Researched Before Integrating HRIS

#### #1: Involve Every User or Department to Gather Requirements

Successful implementation of HRIS depends on the coordination among the management and all staff. HR professionals must ensure that they communicate the benefits of HRIS to all organization members and across all departments. May it be **Finance, Payroll, IT, Recruiting, and Benefits**, in addition to consulting senior management, everyone should be in the loop. The usage of HRIS will differ for each department. HR should also consider tailoring communication and implementation of the system from department to department.

#### # 2: Risk Assessment

Before implementing the HRIS, the HR department should consider any potential stumbling blocks. Every involved personnel in every department should give the acknowledgement before the integration. If not, there might be chances that some staff members or departments might face resistance to using HRIS as it might not be comfortable for them to use after integration.

Moreover, HR should also be aware of any other barriers to a successful implementation. This may include a conflict in timing with the performance of different policies or initiatives in the company.

![Img](https://a.storyblok.com/f/86602/870x411/6f835d3fbf/risk-assessment.jpg)

HR may also want to assess how much time putting the system into place will take and plan the backup to perform the activities so that business won’t be hindered due to the integration.

#### # 3: Right Methodology of Implementation

Implementation methodologies involve providing complete details of what is required and expected when crafting a project plan and the project plan itself delivers the methodology. HR professionals should conduct **proper research**, coordinate with other staff, and gather their requirements to develop a well thought out approach to prevent rework in the long run.

<ReadMore> Read also: [SaaS HR System: Features, Benefits, Costs And Examples](https://selleo.com/blog/saas-hr-system-features-benefits-costs-and-examples) </ReadMore>

Picking the right methodology is the key to developing a structured implementation approach. The wiser decision is to review the accepted methodologies before finalizing the best approach that is most appropriate to the company’s needs. In choosing the best approach, HR can also concern the software vendors for advice as they are uniquely experienced in implementing their system within various companies.

#### # 4: Overview of the Business Plan and Defined Requirements

Performing a business process overview and mapping out data sources, interfaces, and procedures with other companies' software is highly crucial. Doing so means that HR can better integrate their HRIS to work with other existing software and ensure compatibility.

![Img](https://a.storyblok.com/f/86602/870x393/a79d151547/overview-of-the-business-plan-and-defined-requirements.jpg)

#### # 5: Clearly Define Requirements

HR department and the company should plan out all the features that HRIS should have to perform the required functionality. HR personnel should understand the fundamentals of HRIS system, how its tools can help the company, and how it can fit within the broader HR technology ecosystem.

HR should know exactly about their current record management system and the current period and future data requirements. They should determine how the same data will be recorded, tracked, and retrieved after integrating HRIS. These requirements should be clearly defined to be configured to ensure each departments’ reporting requirements can be fulfilled.

#### # 6: Measuring Success after Integration of the HRIS Software

![Img](https://a.storyblok.com/f/86602/870x446/ccceeb08af/measuring-success-after-integration-of-the-hris-software.jpg)

HR professionals need to define what success means for the company and how to measure it. They should make sure of a way to measure it post-integration and frequently in the future. If, for example, one of the company's goals was to reduce manual data entry by 20%, HR needs before-and-after data to know if the plan has been achieved.

### External Factors That Need To Be Researched Before Integrating HRIS?

#### # 1: Cost of Integrating HRIS

The market is filled with many tools that promise to deliver the best features or those you required for your company. It is very important to consider evaluating the cost of integration with the expected ROI from the HRIS solution. If you cross your budget, it might be a harmful step for your business. Survey the market, evaluate vendors, and have a detailed meeting before making any final decision is very important.

#### # 2: Technical And Administrative Support

HR professionals should make sure that the vendor will provide customer service even after integrating the HRIS solutions. HR should add the clause in the contract that the vendor will provide overall support that ensures integrated systems are updated as changes are made to the individual programs.

![Img](https://a.storyblok.com/f/86602/870x446/1f4ecf3dd8/technical-and-administrative-support.jpg)

Administrative and technical support means that the vendor will develop an employee support program with accompanying services to help employees at key points in the process, like when they have trouble logging in to a system or have questions during open enrollment.

## Summary

If you need a vendor who can guide you before integrating **HRIS** and provide technical and administrative support for your company's HR software needs, you can surely consider [Selleo](https://selleo.com/contact). We have a team of experts that will guide you on every step of your success.

A Human Resource Information System (HRIS) designed to conduct HR activities and process electronically by intersecting HR with IT through software.

HRIS Ultimate Guide: What Is HRIS And Why Does My Business Need One? 

\[TOC\]

Turning a simple idea into a million dollars business is not a one-person job. It requires the right team with excellent skills and relevant experience. Hiring the right people is one of the main foundations for any business. If you fail to bring the right talent to your company, then forget about being successful. In the pandemic era, hiring the right people would have been nearly impossible, but thanks to recruitment software, you can find the rockstars for your company in minimal time.

Recruitment software or the applicant tracking system enables the HR department to manage and control their hiring requirements virtually and, in some cases, electronically. This software simplifies the process of tracking the progress and automates the process of job postings on various job portals.

According to [Fortune Business Insights research](https://www.fortunebusinessinsights.com/industry-reports/recruitment-software-market-100081), the Recruitment Software market is expected to grow by **$3 billion** by the end of 2025. Many businesses use the software, from agencies to SME’s and from large enterprises to new startups.

Based on the same Fortune Business report, the services industry uses the software more than all other industries, and its **market share is 35%**. North and South America is on top of the list for regions that used the recruitment software as the essential pillar for their HR departments. These regions alone hold a **45% market share**.

So, the question is how to hire rock stars with recruitment software? You can find the answer to this question in this article.

## What is Recruiting Software?

A Recruiting Software can be defined as a tool designed to streamline or automate some parts of the recruitment process for recruiters, talent acquisition professionals, HR agencies, and hiring managers. It includes functions such as sourcing, selecting, screening, and interviewing the candidates.

The popularity of recruitment software started growing in 1990 when hiring a candidate for a job shifted **from newspaper to online**. The best recruitment software can only be built on the best recruitment technology stack. The selection of stack provides you with the required features and saves money from getting wasted.

So, let’s look at how you can use the most basic, inexpensive, or even free recruiting tools to compete for talent with organizations using much more sophisticated software.

<Baner name={hrm-software} />

### What is a Recruitment Technology Stack?

A recruiting technology stack is a combination of technologies used to find, attract, and hire the best talent. It will help improve the business impact on recruitment activities and connect and hire more qualified candidates. Only with the best recruitment technology stack can a business outperform its competitors in the war to hire the best talent.

<ReadMore> Read also: [Top 6 HR Software Trends To Watch In 2021](https://selleo.com/blog/top-6-hr-software-trends-to-watch-in-2021) </ReadMore>

## Types of Recruiting Software

![Img](https://a.storyblok.com/f/86602/870x334/267fbe4f53/types-of-recruiting-software.jpg)

There are 7 most common types of recruiting software, but depending on your needs, you can consider various recruiting software tools. We will talk about the 7 types of software here:

### #1: Job boards

Job Boards is a recruiting service that connects businesses with candidates. Many software solutions can help enterprises to automate external job postings on popular job sites. Many job boards pre-screen applicants on the company’s behalf and emphasize a candidate's potential based on their database resumes.

These boards have the option to **advertise jobs** based on salary range along with job descriptions. Applicants can reach out to the company with questions or directly apply to the Job Board’s open position.

### #2: Candidate Assessments Software

There is software that can screen the right candidates for a business based on its eligibility criteria and job requirements. This software provides **custom or pre-made assessments** that you can assign to each applicant to confirm their proficiency level for required skills. Candidate assessment or testing tools are mostly used by technical fields such as computer science. It can still be used for various other jobs such as writers, editors, analysts, and others.

### #3: Chatbots

Artificial Intelligence Chatbots are commonly used to **increase interaction between the company and interested candidates**. It can be integrated with the company website or any popular job posting site so that anyone who visits your job posting can be prompted with a chatbot to interact, encouraging them to apply for the posting. These chatbots can also automate responses to the most common questions, schedule interviews, and set reminders.

### #4: Interviewing software

Interviewing software is more helpful either for remote hiring or a high volume of candidates. With this software's help, businesses can pre-design basic questions, and candidates can record the answer to those questions and **submit via text, voice, or video**. It is more like a pre-screening process that will help recruiters to determine which candidates you want to learn more about through an in-person interview.

### #5: Applicant Tracking Systems (ATS)

Application Tracking System helps businesses collect candidate information from different platforms at every step of the hiring process. It helps businesses automated resume screening by **searching keywords** in resumes, cover letters, and other application materials. Using an ATS, multiple company members can see which candidates have been processed, improving company-wide communication.

### #6: Candidate Relationship Management (CRM)

CRM helps a business to work alongside ATS software to develop interaction with candidates in the database. A CRM keeps a **record of all past applicants** and provides matches with relevant job postings. It helps businesses to emphasize the candidate experience and make the company more attractive to top candidates by contacting them at the right time for the most relevant job postings.

### #7: Mobile applications

This is the era of gadgets and not laptops or desktops. Therefore a mobile-compatible application system helps applicants to apply for a job via mobile, allowing a business to capture more interested professionals. People who browse through mobile apps and social media for job postings, if the application system is not mobile-friendly, your company might lose the perfect match for the job. A mobile-friendly application helps prevent this from happening and guides the applicants through the hiring process simply and easily. In short, a mobile-friendly job posting has more potential for **attracting and engaging potential candidates**.

<Baner name={hr} />

## Benefits of Recruiting Software

![Img](https://a.storyblok.com/f/86602/870x334/3ad7c9b071/benefits-of-recruiting-software.jpg)

There are numerous advantages of using recruiting software in your company. Some of the main benefits are listed below.

### Increase Productivity

Recruiting software increases productivity by saving your time from collecting, screening, and interviewing qualified candidates. Much of that software is hosted on the cloud, giving you the ability to review potential job seekers on your mobile device. You can find the candidate’s resume, cover letter, and references all in one place. You don’t need to dig through different folders and files to **find relevant information** about one applicant.

### Data Management

Through recruiting software, you can collect valuable data such as how many people have visited your job posting and how many of them have applied. This data will help you to optimize your job postings for the future.

### Hiring Qualified Candidates

The main objective of any hiring application is to find a suitable candidate. Since a recruiting software tailored the list of qualified candidates based on your specific requirements and criteria, you only see a list of qualified applicants and not waste time with nonstarters.

### Posting Jobs on Right Platforms

Businesses don’t know where to look for the right talent, but using a talent acquisition platform can analyze different job posting forums' potential and get suggestions from these portals to improve their postings to attract more candidates.

### Create Attractive Job Posts

Recruiting software can also write interesting and attractive job postings, which can attract and engage more candidates to apply for the job.

Quality hiring platform can boost your hiring process's **effectiveness and efficiency**, giving you a central hub for all your recruiting efforts and candidate information.

## Top Features You Need To Consider In a Recruiting Software

The success of implementing recruiting software depends a lot on having the right features in place. To help figure it out, here are 5 features that you need for great recruiting software.

### Automate Hiring And Onboarding Workflow

Many recruiters are the CEO or Managers with no time or workforce to review all the applications received for a particular job posting. Recruiters will be even more strapped for time this year as LinkedIn reports hiring volume is up. In such a case, having software that can automate the hiring workflow, from screening, sourcing, and interview scheduling is a blessing in disguise.

You can list all the tasks taking the unnecessary time of your job and offload those tasks to the recruiting software.

### Passive Candidate Management

Passive Candidates are the ones who are **sourced from other sources** like internal employees or anyone with a link to the manager. It is the second biggest source of hiring. The ATS sometimes fall short with passive candidate management. Recruitment software must have the ability to manage contacts from both whether they are sourced internally or externally.

### Easy Integrations

Many recruiters are not tech-savvy. They need easy-to-use and straightforward software that can easily be integrated with other company software and databases. Therefore much-recruiting software comes with open API and partner marketplaces full of complementary software. This complimentary software saves time and money to find software best fit for a business’s requirements.

### Intuitive and User-Friendly Interface

In the past, many recruiters complained about the recruiting software as being too crowded, clunky, and ugly. Learning from the previous mistakes, the modern versions of the recruiting software tend to be more intuitive and user-friendly and have a more attractive UI.

These UIs have more customization options, a drag-and-drop function, and data entry to automate the process as much as possible.

### Analytical Dashboard and Reporting

![Img](https://a.storyblok.com/f/86602/870x498/c3efb2a576/analytical-dashboard-and-reporting.jpg)

Recruiting is now data-driven, which means that recruiting software should have the ability to gather all data in one place and provide analytical reporting that makes sense.

To improve your recruitment processes, you need to analyze data such as your candidates' source, the company’s hiring velocity, time to fill an application, cost per hire, and the application-to-screen conversion rates.

By analyzing these figures, you can easily understand what is going better and what needs improvement in the overall workflow. It will also help you to justify investing in better software tools for an underperforming recruiting function.

### Other Key-Features of a Recruiting Software

There are additional capabilities that a recruiting software must-have so you get the most out of your investment. When investing in recruiting software, you should look for these functionalities as well.

* There should be **flexibility** on job-posting on the specific job boards that the company wants to use.
* It should be **mobile-friendly** for both candidates and recruiters.
* Applying for the job process should be **fast** and that lets candidates apply in minutes.
* A **quick** training and implementation period
* **Flexible pricing** means the software doesn't make you pay for features you don't need
* **Scalability** to grow with your business
* Ability to ensure and **manage your compliance** with hiring laws (e.g., [Equal Employment Opportunity regulations](https://www.businessnewsdaily.com/15826-stay-eeo-compliant.html), data retention and privacy laws)

## How to Choose the Right Recruiting Software

![Img](https://a.storyblok.com/f/86602/870x333/7c40382bce/how-to-choose-the-right-recruiting-software.jpg)

When choosing the right recruiting software for your business, always do remember this wise quote from Dean Iacovetti, president and founder of [Vanta Partners](https://www.vantapartners.io/). He said:

*“Choosing the right recruitment software entails looking for something that aligns with your business's needs. Your business is unique, and so are your recruiting needs.”*

Here’re some pointers you should consider before choosing the right recruiting software:

### Analyze your Company Needs

Ben Eubanks, the principal analyst at [Lighthouse Research & Advisory](https://lhra.io/), said:

*"The best recruiting software is going to depend on the size of the company, the industry, and the specific recruiting strategy it is pursuing.”*

It is important to **understand the needs of your company**. You should know better why your company needs recruiting software, does the recruiting software suits your industry or niche, and you will be able to hire people via recruiting software for your company? All these questions need to be answered first before making any other decision.

### Decide on the list of required Features

If you decided after analyzing your business's overall condition to go with recruiting software, the next step is to decide on the list of features you need.

This includes considerations like whether you want to conduct video interviews or focus on social recruiting, Eubanks explained. Some platforms are built for these specific approaches, while others completely lack those features.

### Choose a Ready-Made Or Build A Custom One

There are thousands of recruiting software on the shelves, but not all of them can meet your exact requirements. They may not fit into your requirements for many reasons. Based on your requirements, you can compare these available software solutions in the market, and if nothing fits your needs, it’s time to opt for custom app development.

### Analyze ROI of the Software with Outcomes

Who said that recruiting has no KPIs. In this modern business era, every business activity is associated with its outcome for the business ROI. Similarly, when you hire an employee, it participates in the development of the business. The hiring of the employee incurs some cost, which should be compared to the company’s business. Hence, you can link the KPIs to business-related outcomes.

You can also link the ROI of the recruiting software with your business outcome by analyzing the time and work it saves from filling the form, screening the resumes, contacting the applications, and scheduling the interviews.

## Summary

As your business grows, human resources and recruiting becomes more critical and more complex. Recruiting software is a popular solution for businesses that need to coordinate hiring tasks. Consider implementing these recruiting software tools to improve hiring processes at your company. It will help your business in increasing efficiency and bringing qualified candidates for the job.

If your required features are not available in the ready-made software or you don’t want to pay for the features you don’t need, you can always opt for custom-built software. It might have a higher cost at first, but later it will be more profitable for your business.

Are you confused about deciding which software to go with? Don’t worry. Experts at Selleo are always available to answer any questions you have and guide you for what is best for your business.

[Contact the Selleo experts now.](https://selleo.com/contact)

Are you wondering how to hire rock stars with recruitment software? You can find the answer to this question in this article.

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