We’ve entered a new decade of technological advances and cutting-edge toys for HR teams. Some of the main questions for HR tech in 2020 are as follows: Is it time to consolidate our tech integrations or branch out? Will trends transfer to reality, or will they fall short of our expectations? As the owner of a background screening company, and as an expert in HR and hiring for over 30 years, I have five tips to see you through the decision-making process as you refine your HR technology suite for 2020 and beyond.

Secure The Core Four

There are some systems our HR teams can’t live without. The “core four” are integral to a robust, streamlined HR strategy. HR professionals need systems for recruitment, human capital management, benefits management and learning management. Having these four systems in place will help your recruitment and retention strategies to succeed.

Unemployment is low, and the labor market is tight. Applicant tracking systems (ATS), background screening systems and recruitment software ensure you can secure top candidates quickly. My experience gives me a unique perspective on the recruitment process. What’s clear is the power of connecting your ATS and screening program. This integration can move mountains, shaving days off your hiring turnaround time.

Employee retention is just as important as getting new employees hired and onboarded. All HR managers and directors understand the value of a human capital management (HCM) and benefits manager, especially when the job market is tight and recruitment strategies are so important. Learning management systems (LMS) offer discounted or free resources to your existing employees, promoting development that benefits both the individual and the company. They’re great tools to inspire loyalty and appreciation, improving your retention rate in the process.

Secure these core four pieces of HR technology, and you’ll be ready to take on 2020.

Single Suite Or Integration Nation

This is one of the biggest debates in HR technology. Is it better to entrust HR technology processes to a single provider, or should you utilize only the best of each service and integrate across platforms? Celebrated HR influencer Steve Boese wrote on this not too long ago when he outlined the pros and cons of both options.

My answer is to expect more from your providers’ integration capabilities. Companies can put in the work for your business, so don’t rule out a combination of the best of the best. Your partners should be willing to work together to make your processes easier.

Tried And True Or Shiny And New

I recommend selecting an experienced vendor, rather than choosing a new player on the field, especially when it comes to HR technology. The best part about working with an industry expert is that they understand when to innovate, when to stick with tried-and-true methods, and how to get the job done.

Companies like IBM and ADP run their prospective industries because they design new products and have the experience to back up their decisions. My recommendation here is to choose a tried-and-true provider if the company is open to and striving for consistent technological innovation.

Budget Versus Build It

There are times in business when, no matter your dreams and inspiration for the perfect suite of services, cost will always take priority. When it comes to your applicants’ and employees’ experiences, invest. Employees stay where they’re cared for; finding the right technology to assist you in taking care of your team should take priority.

This applies to the hiring process, benefits management, payroll, worker’s comp and more. It’s the little things that add up, and a streamlined process will elevate your company’s reputation. Build your technology suite. You won’t regret it when you’re attracting top talent.

The Immediate Versus The Ultimate

Partnerships should be built to last. I’ve seen how technology partners can come and go after only a couple of years because they end up not being the right fit. Decision-makers need to consider immediate need versus ultimate partnerships. Prioritize partnerships over immediacy when you can. This isn’t a decision based solely on capabilities and cost, but it’s a question of customer service and brand loyalty. This will be a partner you rely on in times of turmoil, and their customer service team must be able to provide for your people. Cultivating the right partners keeps your company stable, your employees and candidates happy, and your customers satisfied.

HR tech’s offerings are only going to continue to grow. Keep a keen eye on your end goals and ultimate needs when the time comes to build your suite. It’s worth a second, or seventh, look.