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Need Better HR Tech?
Here's How To Get It

During the early days of the pandemic, HR leaders struggled to gain approval for new technology as spending shifted to building a remote-work structure. Now, many organizations are choosing to keep remote or hybrid work structures in place.

In this modern workplace, HR professionals need new and upgraded tech to support, engage and recruit staff -- as well as tools to maximize productivity and efficiency.

What kinds of tech tools are used in Human Resources?

  • Administration technology. The need for admin tech should go without saying. Companies need payroll, benefits administration, and time and attendance technology so that HR can focus on people.
  • Talent management technology. 73% of companies use talent acquisition software for recruiting, screening and assessment, performance management, and learning and development. Artificial intelligence and automation platforms are fast becoming must-have recruitment tools. (Recruitment Operations Statistics and Trends: A 2020 Benchmark Report (
  • Workforce management technology. Scheduling shifts, vacations, and medical leaves require tech tools.
  • Data analytics tech. The HR department possesses a tremendous amount of valuable employee data. Tools that can interpret this data improve performance and productivity for the company.
  • Cyber protection. With the move toward remote work, there is an increased risk of cybersecurity threats. Since HR handles so much sensitive data, they need programs and strict protocols to protect employee information.

To get buy-in from the leadership team, the value of HR technology must be explained in terms that benefit the business. Here are a few tips to craft a winning pitch:

Compare goals. When making a pitch for a new investment, it helps to know what's important to your audience. HR and business goals should complement one another. Before approaching decision-makers, ask yourself:

  • What goals do you have in common?
  • How do those goals connect to the technology investment?

Emphasize quantitative benefits. Chief financial officers and chief investment officers will be interested in the ROI and financial savings of the new tech. Speak in terms that are relatable to these stakeholders by emphasizing how the investment can improve the company's bottom line. For example, explain how investing in an automation platform will reengage candidates already in the database and lower the cost-per-hire.

Link HR tech investment with a similar tech investment. Sometimes other departments, such as finance, have already invested in a similar type of tech platform. If this is the case in your company, pairing up with that department can give you a valuable ally in your quest for new tech. You'll also share:

  • Support resources
  • Smooth integration between the two applications
  • Common data elements

Make a business case for qualitative benefits. Sometimes an investment offers value that can't be easily explained in dollars and cents. In this case, explain how the new or upgraded tech will benefit the company in other ways, like improving talent sourcing, increasing candidate satisfaction, or integrating data with less touches.

Provide data. It's all about the numbers. Use data to persuade key stakeholders of the need for tech adoption.

  • Research the costs involved in purchasing and implementing the new tech and be honest and realistic about the support and training that will be necessary for successful integration.
  • Provide statistics, case studies, and projections about cost savings that support your need for the tech investment. If you need help understanding the ROI of the new tech you're considering, the provider should be able to supply information to strengthen your pitch.
  • Track your success by documenting processes and KPIs before and after adopting the new technology. Showing value might secure approval for future investment.

New and improved HR tech can't replace great leaders in human resources, but it can make their jobs easier. It can also provide the C-suite with much-needed data about the people in their workforce. Explain the value of HR tech in terms that make dollars and sense -- saving money, allowing teams to be more efficient and productive, and supporting and engaging employees in this still-changing workplace -- to attain leadership buy-in for the new investment.

Another way to improve your performance and efficiency in HR?

Partner with a qualified staffing agency. We're here to help make you more successful in your job. Give us a call to start a conversation.