A Look at HR Tech Integrations

Today’s HR Departments have a vast array of technology to help streamline workflows and automate mundane everyday tasks. There’s a lot to manage in human resources. Luckily, there’s technology available for every aspect of the employee lifecycle. Solutions range from all-in-one suites to “best-of-breed” stand-alone solutions.

No matter which solution is chosen, it is likely that additional integrations will be needed. This article gives a broad overview of HR tech integrations and benefits.

HR technology has exploded in recent years due primarily to the pandemic. Software from spreadsheet-based systems to giant human resources management systems (HRMS) stand ready to help companies with processes ranging from candidate searches to onboarding - all the way through employee retirement. This technology, often cloud-based, helps optimize HR processes and ensure business continuity and recovery. 

What are HR integrations?

HR software integration is the process of connecting separate software programs or components together. The connection allows the two individual programs to function as one and share data back and forth. Software integrations are the different components a company chooses to implement as part of its many processes.

For example, an HR department uses an applicant tracking system (ATS) for talent acquisition. If the ATS has been used for several years, it may not have the most up-to-date technology. Lack of technology can hurt a company’s ability to find, attract, and reach candidates, especially in a super-competitive labor market. The company may decide they need a texting solution to get candidates faster.

Rather than look for a new ATS, a more accessible, less expensive solution is to integrate a third-party texting program. When the integration is complete, the recruiter or hiring manager can text candidates directly from their ATS. Because the ATS and Texting programs are connected, data flows freely between the two programs, allowing text messages to be sent and saved in the ATS. Candidates simply know they are communicating directly with their recruiter or future manager via text. 

Other examples of HR integrations throughout the employee life cycle are job board integrations for candidate searches, background checks, forms processing during onboarding, payroll, and later, training and development.

What are the benefits of integrations?

HR tech integrations provide endless opportunities for companies to improve their HR processes across the board. Integrations help organizations optimize investments in HR infrastructure, reduce costs, and create efficiency. For services such as background checks, drug tests, I-9, and WOTC, integrations can be critical for a smooth hiring process. This is especially true in the high volume, hourly hiring environment. Here are three significant benefits of integrations:

  • Reduction in errors

Integrated components that share data help reduce errors and duplication by ending the manual transfer of data between systems. Sharing data improves accuracy. Data is entered once and transmitted across systems, ending inconsistent data reporting from different sources.

  • Improved candidate experience

Integrated AI or machine learning can help managers select candidates faster by sorting through applications first. Integrated texting solutions enable instant contact with candidates. Integrated video interviewing, background checks, and onboarding processes help speed time to hire.

  • Increased Productivity

Integrated automation eliminates daily tasks, freeing time for employees to focus on more critical tasks, team building, upskilling, and other performance development.

Implementing Integrations

The implementation process for software integrations requires some planning. After identifying technology needs and deciding to integrate new software, it is crucial to bring all affected company departments together as a team. The team will meet with and plan the implementation with the HR tech vendor. Your software vendor is your partner in the implementation process.

Your HR tech vendor should be adept at integrating with your current platform. Most HR tech companies partner with other software providers to enhance their products and bring added value to customers.

Implementation is crucial. Your new software may not perform to expectations if implemented incorrectly. Best-of-breed systems are by nature less complex than all-in-one suites and are usually designed to be easy to implement.

Conclusion

HR departments unhappy with their current technology can add integrations to improve their existing processes. Integrations offer a way to get additional capabilities at a lower cost than revamping an entire system. Implemented correctly, they operate seamlessly in the background like a part of a central system, enhancing processes and improving workflows, and ultimately business.

At Cadient, we focus on managing and facilitating third-party HR software integrations. Our secret weapon? Our data exchange platform: Cadient Connect. A bridge connecting Cadient Talent Acquisition to other tools and services, Cadient Connect enables a seamless hiring process for our clients.

Learn more about Cadient and Cadient Connect.

 

 

Kristin Worrell

Marketing Communications Manager