A decade ago, the role of typical CIO was only related to IT infrastructure. They have been the major player in the implementation of new technology in the enterprise architecture and guiding adoption within the functions of any organisation. However, implementing a cutting-edge technology is a concept no longer related to IT departments.

An HR department is no exception.

The trend reflects a major shift, when vendors designed Human Resource Management Software primarily to streamline HR administration, improve record-keeping, and help redesign HR processes. Today, cloud based HR technology solutions are transforming nearly every aspect of HR, from sourcing and recruiting to talent and performance management focusing more on employee productivity and better experience.

This current technology wave has one primary implication for CIOs- How they create opportunities for increased HR-IT partnership as HR leaders seek cloud HR Software selection and technology integration advice from CIOs.

To gain more insights on what concerns besiege the leadership teams when they are looking at HR technology solutions, we gathered inputs from some of the most respected CIOs- who are also our clients- on what their top 3 questions are when they deploy any cloud based HR solution:

1. The ‘Why’

‘Human Resources’, earlier seen as a cost-centre with zero impact on profit, is now a proud contributor to overall revenue.  This evolution has been possible only because organizations became cognizant to the enormous change, technologies can bring in transforming the way they fundamentally work.

When it comes to using future-ready HR technology, it can give any company, significant leverage by having a sound Human Resource management platform for essential processes like talent management, employee on-boarding, exit management, recruitment etc.

Forging collaboration with all functional heads including the Head of HR, the CIOs have the unique opportunity to be the custodian of all digital deployment that can create value streams for the firm.

2. The ‘What’

Any HR technology that is easy to use, scalable, has a very strong digital architecture, provides best-in-class data security and encryption and is easy to merge with existing software platforms is the most ideal product to invest in.

An authentic HR SaaS Solutions providers will always have authentic and relevant certifications to manage data integrity and network infrastructure. A CIO will need to look for platforms that are supported by a different access layer with Tripe AAA Implementation for Web, Network, Database, application & Infra.

The best network infrastructure to choose is one that is enabled with host intrusion detection systems to manage the network security and undergoes VAPT (Vulnerability assessment & penetration testing) every six months

Another thing to check off the list is the maintenance and the disaster recovery plan. Any vendor that demonstrates a very methodical approach of mitigating risk as part of disaster recovery protocols, has high monitoring standards and systematic product update release plans is the one to partner with.

3. The ‘How’

So how do you go about choosing a product that is just right for your firm? And once you have identified it, how do you implement it?  Below is a snapshot of the process that most companies follow:

• Collaborate with the HR chief in identifying and documenting an exhaustive list of requirements before starting the project.
• Prepare for technology integration: Smooth the way for all software transitions and interfaces between existing technology and the new SaaS platform
• Draft a Digital Architecture: Create a technology architecture that ensures that data stays secure, keeps the end user in mind and makes it easy for information to be extracted from various data centres and aggregated at one place.
• Create a strong, back-end technology Centre of Excellence: The CIO’s direct team needs to serve as the technology COE for the whole enterprise, offering services like integration skills, a help-desk for cloud solutions etc.
• Identify core fundamentals of the platform: Capitalize on the technology platform’s scaling capabilities to envision how they creatively build cost efficiencies and reach future objectives.

CIOs the world over have their work cut out of them; they cannot escape from the fact that their role has become even more complex than before. A CHRO may tell them what they want, but it is the CIO who will tell them how to do it and identify the best solution.  They are the ones who have the critical mandate of steering all technical innovation, creating revenue-centres for the firm and making the enterprise future-proof.

Every organization would like to continuously evolve and register growth every year to remain valid in the competitive landscape. Knowing where you are and where you need to be in terms of talent- and the commensurate technology that can take care of those needs- will go a long way in influencing the way a company readies itself to take the next leap forward.

PeopleStrong’s Recruitment Technology (Alt Recruit) is a smart, scalable and one-stop recruitment solution for hiring the top talent. It is not merely an Applicant Tracking System (ATS), rather is AI-enabled, Unified, Intuitive and Intelligent recruitment platform which powers end-to-end hiring processes of 100+ organization across the globe. It is integrated with 50+ candidate sourcing channels, processes over 1 million candidates per year and rolls out 60,000+ joining offers per year.

Get in touch with our recruitment solutions executive to know more about Alt Recruit and how we can manage your Recruitments better.

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