What are the best tools for HR?
There is a wide variety of HR tools available. We’ve chosen to do the hard work for you because it can be tricky to keep up with all the new HR tools that come out. We have compiled a list of 29 HR tools that all HR professionals should be familiar with in this article.
Recruiting
The bulk of human resources tools are likely to be located in the recruiting domain. Here are five categories of recruitment tools to get you started:
- Tools for sourcing
- Methods for making your job ads stand out
- Pre-employment evaluations
- Tools for onboarding
Tools for sourcing
There is no longer any need for manual sourcing, which involves seeking, selecting, and maintaining relevant social media channels, job boards, and platforms.
Human resources programmatic solutions let hiring managers and recruiters target the correct candidates with the right message through the right sourcing channel at the right time.
A handful of the companies that offer programmatic job advertising:
- Recruitics
- Golden Bees
- Appcast
Methods for maximizing the effectiveness of job postings
As we’ve mentioned previously, the words and phrases you use in your job ads can attract or repel specific kinds of applicants.
In order to determine why some job advertisements are highly effective while others are not, AI-powered writing tools examine key language patterns. Predictions made by the technology will improve in accuracy as it processes more text.
- A few companies offering augmented writing solutions:
- Gender Decoder for Job Ads
- TapRecruit
- Textio
Tools for pre-selection
When dealing with (hundreds of) thousands of applicants, the process of preselection can quickly become tedious.
Prescreening candidates is a great way to boost speed to hire and quality of hire, two key recruitment metrics. Some of these pre-employment evaluation methods concentrate on certain (technical) abilities, while others evaluate cultural fit and personality traits, and yet others evaluate all three factors simultaneously.
The program compiles information about potential employees and then utilizes it to make predictions about how well they will do in a certain position. Consequently, this information can help recruiters and hiring managers make better judgments.
This area features the following vendors:
Tools for onboarding
Using an onboarding tool can help you save time and ensure that your onboarding program is well-structured. From the time an applicant signs an employment contract all the way through their first day on the job, the system can handle all of the paperwork, (virtual) tours of the office, and introductions to potential coworkers.
Some businesses that provide software for self-onboarding:
If you’re on a tight budget but still want a well-structured onboarding program, try Talmundo, Enboarder, or Trello.
Managing People and Talent
While hiring new employees is an important part of human resources, what about other critical roles like managing employee performance, facilitating professional growth, and handling administrative tasks? It goes without saying that these tasks also have solutions. We can examine a few of them.
System for Managing Talent
The term “talent management system” refers to an all-encompassing software solution that handles all aspects of managing employees, including hiring and onboarding, performance evaluations, training and development, pay and benefits, and even succession planning.
Modules are a common component in talent management systems. Every module stands for a different facet of human resources. For example, there is a module for recruiting, another for performance management, yet another for learning management systems, yet another for pay and benefits, and so on.
Automating and optimizing your organization’s complete suite of talent management processes is the primary goal of using a talent management system.
It gets very difficult, if not impossible, to personally keep track of every employee’s status and situation, especially for firms of medium to big scale. With the use of a talent management system, human resources can keep tabs on and oversee the hiring, training, and advancement of both current and future staff.
Here are some vendors to consider:
- Talentsoft
- Saba
- Cornerstone OnDemand
HRIS
The HR industry’s go-to program is the HRIS, or Human Resources Information System. Typically, an HRIS will have all the essential features required for full-fledged HRM. Aside from time and attendance, it has a method for hiring, managing performance, learning and development, payroll, and more.
“So, how is it different from a Talent Management System?” you may be wondering. Whereas conventional HRISs are more concerned with processing and administering transactions, talent management systems are concerned with creating an employee-centric solution to assist businesses and HR in reaching their long-term business objectives.
Everyone involved—the company, HR, and the employee—stands to gain from implementing an HRIS. When you have 30–50 employees, using an HRIS starts to get interesting. Simple processes, like authorizing staff holidays, require standardization, and basic data management in Excel becomes tedious at this point.
Just a few examples of vendors:
- BambooHR
- Namely
- Optimum HRIS.
Learning
New methods of working, constantly evolving employment legislation, shifting expectations from candidates and employees… Human resources must adapt to a dynamic environment. Then there are the ever-emerging HR tools and technologies.
Therefore, more than ever before, there is a need for lifelong learning. Many (new) sectors need constant monitoring, particularly for HR generalists. Fortunately, there are also numerous (new) ways to stay informed, gain knowledge about current events, and improve your skills as an HR professional. To illustrate:
- Listening to HR podcasts: This is a fantastic (and simple) method to keep abreast of all the newest happenings in the field. For example, HR podcasts can range from brief, information-packed episodes of around 10 minutes to more in-depth interviews with professionals in the field discussing their experiences with a particular HR-related problem at their company. Everything in between is also within the realm of possibility, considering the abundance of excellent HR podcasts.
- Reading material: This is a great choice if you prefer to read than listen. Whether you’re a seasoned HR expert or just starting out, you’ll find something useful in both classic and recent books.
- Blogs: You can’t mention podcasts and books on human resources without including mentioning HR blogs as a way to keep up with the newest news in the field. Numerous blogs cover a broad range of topics related to human resources, including but not limited to: digital HR, general HR, employee wellbeing, legal matters, and recruiting and onboarding.
- Courses: As part of your commitment to lifelong learning, you will be required to enroll in formal classes on occasion. The good news is that you can earn high-quality HR degrees without leaving your house (or wherever else you like) thanks to the abundance of excellent online HR courses available.
Communication
A specialized Internal Communications (IC) team or individual may not exist in every company. Consequently, human resources usually needs to handle this on top of the rest of their duties. For those who are just looking for useful tools to keep your team in touch and up to date, take a look below:
- Slack: The original intent of Slack was to serve as a team messenger. But now it’s a popular software for teamwork, where employees can save time and work together thanks to the centralized location of all company-related messaging, tools, and data.
- A weekly summary—or, more simply put, an email once a week: Simple yet effective. HR announcements regarding employees, recent closed agreements, and team-related news (such as the marketing team’s charity half-marathon, for example).
- SnapComms: If you’re sick of sending out weekly emails and wondering why no one is reading them, SnapComms is a great way to make sure that all of your employees hear the message from HR. Consider interactive screensavers, full-screen emergency notifications that work on all devices, or noticeably large pop-up messages.
- Online Forms: Feedback and internal communications are complementary. One possible solution is to use Google Forms if you need to make a short survey. It’s free and easy to use.
Productivity
With so many HR-related responsibilities, it is essential that you maximize your own productivity. Tom Haak, a professional at HR Trend Institute, outlines a number of apps that help him maintain order in his list of ten tech tools for HR professionals:
- Asana: A versatile tool that may serve as your primary organizational system, a tool for managing your personal and professional to-do lists, and even an agile project planner (if applicable).
- Evernote: With Evernote, you can save anything from cool apps to interesting people to follow to restaurant recommendations to blog post ideas to flight numbers and more. You can keep any kind of material that you think might be helpful at a later time in Evernote. It also works for taking notes in meetings. With Evernote, you can easily capture websites or screenshots on your mobile device or desktop, and it also has excellent search capabilities.
- Brainspace: To change gears a little, there are apps like Headspace that facilitate meditation. Scientific research has shown that regular meditation practice, such as first thing in the morning before work, can help you concentrate better and block out distractions, resulting in greater performance.
In sum
With the right HR software, you can streamline your processes, increase your output, and better assist your staff and the company as a whole. When deciding on HR solutions, take your demands into account, create a shortlist, and begin testing out your choices. That way, you may be confident you’re picking the most useful equipment for the job.
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Amit2025-03-28 04:24:272025-03-28 04:24:29What Is a Pay Stub and Why It Matters for Employees and Employers
