Select an HR Technology

Many organizations struggle to realize the full value of their HR technology investments. Over half report difficulty achieving clear business outcomes from their current systems (ISG, 2023).
Selection processes are often lengthy and inefficient, with too many RFPs to evaluate effectively, vendor demonstrations that obscure true capabilities, and decisions driven by intuition rather than data.
The rise of AI adds complexity, requiring careful consideration of governance, ethics, and bias mitigation.

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Our Advice

Critical Insight

Selecting the right HR technology is not about finding the flashiest tool on the market; it is about prioritizing organizational and HR fit. Successful selection requires an intentional assessment of HR and organizational priorities to ensure the technology selected enables long-term impact.

Impact and Result

A structured, strategic selection process that includes cross-functional collaboration, clear governance, and user-centered design.
Enhanced ability to assess organizational needs, gather requirements, and evaluate vendors.
Selection of technology that improves user adoption and satisfaction through careful consideration of end-user needs.
Long-term alignment of HR technology with organizational strategy, enabling continuous improvement and innovation.

Select an HR Technology Research & Tools

1. Prepare for requirements gathering

Determine the use cases, outline a potential list of vendors, and set metrics.

2. Gather requirements and prepare an RFP

Conduct requirements gathering sessions, create evaluation criteria, and develop an RFP.

3. Select an HRIS vendor

Evaluate RFP responses, select a solution, and set metrics to measure process improvement.

About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

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Get the help you need in this 3-phase advisory process. You'll receive 12 touchpoints with our researchers, all included in your membership.

Guided Implementation 1: Uncover Organizational Needs

Call 1: Discuss the strategic rationale for selecting new HR technology, including benefits and pain points. Review organizational strategies and how HR technology can enable broader goals.
Call 2: Discuss the current state of HR technology, identifying strengths, weaknesses, and integration needs.
Call 3: Define objectives and metrics for HR technology selection.
Call 4: Determine resourcing needs (people, time, budget) for selection and implementation.
Call 5: Prepare the business case for new HR technology to senior leaders.

Guided Implementation 2: Define Requirements

Call 1: Gather and prioritize functional, technical, support, and user experience requirements.
Call 2: Evaluate whether an all-in-one solution or multiple point solutions best meet organizational needs.
Call 3: Build and review the RFx package to ensure clear, relevant vendor responses.

Guided Implementation 3: Select an HR Technology

Call 1: Discuss vendor responses to the RFx package.
Call 2: Plan vendor demos, including script development and evaluation criteria.
Call 3: Guide the final vendor selection and prepare for contract negotiation.
Call 4: Discuss a change management plan to support user adoption and successful implementation.