You could ask OutSail for help and our free services will speed up this process. But you're a self-starter and want to develop these skills yourself. So here's how to do it:
1.) Size Match & Scalability
The number one reason that businesses fail or succeed on an HRIS platform is because they end up with a platform that wasn't the right fit for their size and needs.
Either the technology was way too robust and they could never take advantage of the features, or the technology was too limiting and incapable of mapping to their needs.
In order to find out which vendors are the right fit for your company, you need to learn about their average customer size.
The challenge with this is that most vendors are not advertising their average customer size and most salespeople are willing to say 'Oh, we work with businesses like yours all the time.'
So the best way to find this information (aside from asking us) is to use software review websites. When you visit sites like G2 or Capterra, they will tell you what sized companies are reviewing the technologies.
For instance, almost 90% of all reviewers of Gusto have less than 50 employees, so you can infer Gusto is an SMB solution
Additionally, almost 90% of all reviewers of Workday have more than 1000 employees, so you can infer Workday is an enterprise solution.
Finding a system that is the right fit for your organization is the easiest way to ensure success and remove irrelevant vendors
A third and final way to remove unqualified vendors from your shortlist is to research their market presence.
This doesn't mean that the largest companies in the world are necessarily best equipped to meet your needs. However, there is a certain threshold of funding, employee size, customer reviews and buzz that you should expect from a vendor that will become the foundational platform for your HR operations.