When our clients look for human resources software applications, they are often confronted with a choice between generalist HRIS applications (that include pay, training and recruitment, for example) and “best of breed” solutions that are unable to offer complete coverage of the entire employee career path.

The choice is easier for small and medium-sized companies because they rarely use integrated systems.

However, for larger companies, we have observed that selection criteria focus on the following points:

• On the one hand, there are operational needs since, by definition, recruitment is an external process. It is necessary to integrate applicant documents in different formats and publish job offers on Internet sites that are continuously changing. The more a client needs to call on outside resources, the more the process must be flexible. In a situation like this, a “best of breed” solution is more appropriate.
• However, if workflow between different applications is the priority, in particular as concerns mobility, talent management and remuneration, an integrated solution is necessary, whether or not it is based on Enterprise Resource Planning.

François de Boutray
Aktor Group Director