Buying Strategies

Just about every company in the world has a software system that is used to track and manage their employee data. But, why did every company decide to adopt an HRIS, or similar system, and what are the business impacts of having the right HRIS in place?

Most people wouldn't consider themselves experts at researching, evaluating and implementing HR software platforms. This is something that HR Leaders take on, when needed, but isn't their core area of expertise. This lack of expertise can lead to unforeseen challenges, however. This article breaks down the value of using a consultant when buying HRIS

With how quickly enterprise software changes, it can be tough to keep track of what is even possible within large software platforms, such as an HRIS. In this article, we dive into the capabilities one can expect from a robust HRIS system

Many buyers enter an implementation process unprepared for what it about to take place. Implementation doesn't have to be challenging, but understanding what to expect can help companies better plan their time & resources to make the most of their HRIS implementation.

Every HRIS vendor that you'll meet with will have a different way of quoting and packaging their services. With how similar every vendor can look in a demo, it can be challenging to compare and contrast proposals. Here's a helpful guide:

Going through an HRIS selection process can feel like an exhausting effort, but savvy businesses know that picking the right vendor is only half the battle. Getting that new system implemented and brought to life as intended is where companies can really drive operational efficiency and improve their bottom line.

With all of the recent buzz surrounding AI large language models, such as ChatGPT, it is important to ask the question: How will this impact the future of HR technology, especially the HRIS systems we all rely on. Read on for more:

One of the key responsibilities for any HR organization involves ensuring that the company is staying compliant with all federal, state and local employment requirements. A great HRIS system will automate much of this process for businesses, ensuring that they are able to focus on building their business

The HRIS industry is not immune to data security issues and companies should prioritize a full security audit when they're evaluating and selecting new HRIS partners. Even if you're not a data security expert, there are easy steps you can take to be safer with your employee data:

The HRIS market is always changing with new companies coming to market and others getting acquired. In 2022, these are the best HRIS systems for mid-sized companies in the market today.

When trying to find the right HRIS platform, one critical evaluation point is to find a system that is a strong fit for your company's size and growth trajectory. If the system is too robust for your needs, you may be paying for more functionality than you need. And if the system is too limiting, you will have manual processes outside of the system inhibiting your efficiency.

Based on over 100 solution searches that we've managed this year, we looked at the buying trends from progressive HR teams

It's never a good idea to shop for new HRIS systems, purely based on the look-and-feel of the platform. However, the user interface (UI) of a system is also not something to ignore. A great UI can drive more employee utilization, lower compliance risk and better reporting & analytics. Learn more about how UI can impact an HRIS:

The Professional Employer Organization (PEO) model is becoming increasingly popular, but it is not a fit for every business. When it comes time for companies to leave a PEO, the task can feel very daunting. This guide walks you through the steps required to leave a PEO

More businesses than ever before are embracing a global employment strategy. With the advent of remote work and the talent scarcity in the US, businesses are happy to hire great talent wherever they can find it. But managing a global workforce requires a global HRIS and not every buyer knows what a global HRIS entails.

After assisting with over 150 HR software purchases in 2019, here are the key HR tech buying trends we learned from our clients

There are over 60 HRIS platforms listed on G2 and even more viable options across the internet. How can one person or one team be tasked with finding the right one? Having the right strategy for your HRIS search is critical:

HRIS stands for Human Resources Information System and is considered to be the foundational system for managing a company's people and pay. Learn what features are included in an HRIS, the benefits of an HRIS and how to find the right one.

Not sure what an HRIS is? This article covers all the basics you need to know, including: when businesses invest in an HRIS, what functionality you can expect, and how to find the right one for your needs.

HRIS is an acronym that stands for Human Resources Information System. The HRIS is one of the most foundational enterprise systems that a company uses and is considered the 'source of truth' for managing a company's staff and recording employee data. Learn what features are commonly included in an HRIS.

HRIS is an acronym meaning Human Resources Information System. The HRIS is the primary HR & Payroll solution that companies use to manage and pay their employees. In this article, you'll learn what features are included in an HRIS, the benefits of an HRIS and how to find the right one.

Integration is the biggest buzz word in software buying. And yet, most buyers have no idea what it means or how they work. This guide will help you understand integrations and make better buying decisions

An HRIS is no longer considered a transactional tool for ensuring employees get paid properly and compliance reports are tracked. With modern workforces, HRIS's are the first substantial tool your employee will interact with when they apply for a job, onboard and begin building their employee experience. The HRIS also is the place where employees go to understand their role in the organization, how they're performing and how they're compensated

Finding the right HRIS system requires buyers consider many factors: costs, features, service, etc. However, the most important factor can often be the hardest to identify: Size Match. Learn more about which vendors work best for which sized companies

Discover how HRIS can revolutionize employee onboarding and offboarding processes, making them more efficient and engaging for everyone involved.

As more mid-sized companies go global, it is important to understand what solutions exist for expansion, global hiring and global payroll

Whether you're investing in your first payroll platform, or trying to leave your current payroll vendor, it is important to know what options exist in the market and which are best for your business

As companies scale and their People Operations teams evolve, they have different demands from their HR Tech stack. This article describes the different priorities companies have at each stage of their lifecycle and the tools best equipped to meet their needs at each stage.

Some companies are still wondering if they should make the jump to a cloud-based Human Capital Management (HCM) system. This article can help you understand the benefits of having a cloud HCM system from recruiting to compliance to the employee experience

Everyone wants their enterprise systems to be well integrated, so that they can have more accurate and real-time data available with less manual intervention. This article walks through the different ways to integrate your HRIS & Payroll systems.

Before going to market and evaluating various HRIS vendors, it is important to understand what functions an HRIS can serve. Once you know what is possible, then make a decision on which features are most critical for your business

Since the vendor broker model is new to the HR space, we decided to share the five most important ways that having a vendor broker can save your HR team time and money.

When buying a new HRIS system it is important to decide if you want an all-in-one HRIS system or want a best-in-class HRIS system. Each approach can have it's pros and cons

Many buyers feel that they aren't properly prepared when they meet with software salespeople. Having the right questions to ask can make a world of difference in revealing which LMS platform is right for you.

As you look to hire talent internationally, a global PEO can make the hiring process painless. But finding the right provider isn't easy. Here's the questions you should ask to find the right fit

How to make the business case for your new HRIS: Learn what your IT, Finance and C-Suite cares about, how to speak their language and how to anticipate their objections.

Many companies are flying blind when buying new software systems and it can be difficult to accurately project costs until a purchase is made. In this article, we'll talk about all of the different charges you can expect with a new HRIS, how those HRIS software prices are calculated and what prices you can expect to pay

One of the first steps in buying a new HRIS is establishing your functional requirements. This process can be challenging for businesses that don't know what functionality to look for, however. OutSail now makes it easy with a self-service tool

This quick guide can help you understand what pricing range you should expect form every major HRIS vendor and what features each can offer

Companies are prioritizing data security more than ever before. And given the sensitive nature of employee data that is stored in an HRIS system, it's natural that HRIS buyers have some of the highest security expectations. Learn more about why data security matters and how to identify vendors who prioritize it.

Every buyer wants to have their HR software systems more integrated, but creating an integration between systems is never easy. In this article learn how to talk about integrations, when they are useful and how they can be built.

Buying a new HRIS is a large project for organizations. Before committing to the process, it can be helpful to have a clear idea of what steps are involved and how long the project should take.

Our observations of the HR Tech space after spending three days at the national HR Technology Conference

Employment will be forever changed by these past 12 months, and there will be major advantages to the businesses who lean into the upsides and minimize the downsides of this new working world.

The International PEO industry is one of the fastest growing segments of the HR tech industry. Many buyers are learning about these solutions for the first time. This is a guide to selecting the right vendor

The buying process doesn't have to be overwhelming. These easy-to-borrow steps can help you be deliberate, thorough and efficient.

As we head into an economic slowdown, it can be important for software buyers to ensure that they aren't paying too much for their annual software subscriptions. With how expensive an HRIS system can be, this is an obvious system to look at initially. Here's how you can renegotiate your agreement for better terms.

Evaluating and selecting HR software can be a very high-pressure and time-consuming effort for businesses. HR software effects the entire employee population and is often a big investment. Selecting the right vendor and seeing a positive ROI is possible, as long as businesses take a very structured approach to the process.

Trying to find the right HRIS partner can be challenging work. There are so many quality vendors on the market that can all present polished sales presentations. This makes it difficult to show up to a demo and expect to be able to discern the good from the bad. A little preparation goes a long way when it comes to demo meetings.

Companies that want to dive into the global talent pool should know their options for hiring people abroad. This is a guide to selecting the most suitable form of international hiring for your business.

Almost all HR software buyers avoid negotiating their agreements. This is a missed opportunity. Negotiations don't need to involve deception or deceit. Instead, here is an approach we recommend

Building a business case at the end of a long HRIS evaluation process can be a daunting task. This article will provide a guide for how to build a strong business case and how to make the process manageable

There are hundreds of HRIS vendors in the market today and it would be impossible for one company to evaluate all of the potential options. This article will walk you through some of the planning steps you can take to limit your focus on vendors that are a great fit for your needs.

The right performance management and engagement software can bring great value to businesses, especially as workplaces and demographics change. But many buyers have never purchased these types of solutions and need some guidance on how to make the right choice

“Wait a second -- Did someone just have a brilliant idea?” What early adopters are saying about OutSail.

One of the fastest growing segments of the software industry are no-code platforms that allow non-technical users to build custom workflows and automations. No-code capabilities are coming to the HR Software industry and could be a game changer

Want to better understand how long it takes to buy and implement a new HRIS? Here is a quick look at the estimated timeline and necessary steps to migrate to a new system

Many buyers shop from the top-down. They look at user interfaces, buttons and features, hoping the things below the surface 'just work.' A more successful framework is to build upward from the database-level. Here's how:

Finding the right HRIS partner can be a challenging and time-consuming process, especially when so many vendors can look similarly promising. But, understanding the right questions to ask throughout the process can help a savvy software buyer make better decisions. Here are 5 questions OutSail recommends asking:

Companies are more open than ever before about hiring employees outside of the US. Talent is often hard to find locally, and with the advent of remote work, companies are opting to expand their recruitment efforts overseas. However, employing a global workforce requires having the right global employment tools, such as a global payroll system and a global HRIS. Learn more about what you should look for if you're building an international workforce:

An HRIS is often only as good as the processes that it is set-up to automate. We asked six industry leaders how they've leveraged their HRIS to create time-saving workflows for their business

When buying a new HRIS system it is important to decide if you want an all-in-one HRIS system or want a best-in-class HRIS system

The hardest part of an HRIS transition is the implementation process. Companies get very excited about their new system during the buying process, but once it comes time to implement the system, many frustrations can emerge. Here are some best practices to avoid mistakes during implementation:

For most HR software buyers, the implementation process can be a black box. Salespeople don't like to talk about implementation during the sales process, since it can distract from closing the deal. Once HR teams sign a contract, they enter the new world of implementation with little context. Here are the key things you need to know about HRIS implementations:

When buying a new HRIS, it is important to determine what features and functionality will be critical to the projects success. This article will speed up your requirements building process, by showing what functionality is available in the marketplace

Before buying a new HCM system, learn how to ask the right questions to ensure you end up with a product that is aligned with your goals

The HRIS is the foundation of any company's HR tech stack. And while many buyers are focused on the sticker price, there are other hidden costs that need to be factored in when considering a system investment. Learn more:

There are simple skills and processes that can help buyers be more effective when purchasing HR software. However, those processes are rarely taught in HR programs or SHRM continuous learning lessons. Here's a quick guide:

Many customers that we work with experience increased anxiety as they finish their buying process and move into implementation. Much of the anxiety that surrounds HRIS implementations comes from the fact that most HR professionals do not know what is coming next, since the implementation process is often under explained in the sales process. Here is a brief overview of what you can expect as you transition into implementation:

Although an HRIS is the foundational system for businesses to manage and pay their employees, some companies are still hesitant to invest in the right system. These are the benefits companies can gain by investing in an HRIS.

There are unique challenges that cannabis or cannabis-adjacent companies face when evaluating payroll solutions. The federal restrictions on cannabis have led many leading payroll companies to avoid working with cannabis companies. Finding the right provider in a narrow pool of options can be a challenge for businesses. Here's how you can make the most of your evaluations.

Sharing a few tips and tricks we've learned as we've spent an entire year getting to know the HR software landscape

The right HRIS can have a strong effect on your employee's day-to-day experience and can increase retention, engagement and productivity. The wrong HR systems can do the opposite. Here's how it might look if your HRIS system isn't working for your business:

Selecting the right finalists for your HRIS evaluations can save businesses countless hours. But what is the best way to ensure you have the right finalists selected?

Buying a new HCM system requires a wide range of skills and knowledge. If you are starting an HCM buying process, here are some of the key challenges you'll face and the ways that OutSail can ease those challenges:

Human Capital Management (HCM) systems are becoming increasingly important for businesses of all sizes, as they provide a centralized platform for managing all aspects of the employee lifecycle. From recruiting and onboarding to performance management and payroll, an HCM system can streamline HR processes and improve overall efficiency. In this post, we'll highlight 10 key features to look for when evaluating an HCM system for your organization.