Have you ever felt dizzy from so-called vendor blur? With so many talent management solutions available today, it's become much more challenging to tell the differences between them all.

1. Get Savvy:
Your Guide to Evaluating
Talent Management Solutions
Have you ever felt dizzy from so-called “vendor blur?” With so many talent management solutions
available today, it’s become much more challenging to tell the differences between them all.
So what’s a smart buyer to do?
Get savvy to the sales mumbo-jumbo and start asking the real questions:

2. 1
Integration
How many user interfaces are there? A truly integrated
system will have a single user interface with one login,
not two or three. Users should be able to go to one place
to login and access all information.
Does the system offer more than good looks? Some
providers are quick to offer a pretty interface that disguises
a slew of messy components.
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Find out what’s really underneath by taking a closer view of the
data and software architecture. This is a great time to bring in
your IT team for an expert opinion.
Is the system intuitive? An interface that requires neverending clicks—and induces carpal tunnel—to access data is
a nightmare. What good is talent management software if no
one wants to actually use it?
Reporting
How easy is it to view the data you need in the format
you want? Reporting is the lifeblood of your organization.
Quick access to your data—in a sensible, logical format—
is critical to driving better business decisions, in less time.
Can you segment and sort down to organizational
units (OUs)? Accurate reporting is dependent on being
able to slice and dice data based on how your business
and employee framework are structured, down to brand,
location, state, function, and department. For example, a
large retailer needs to be able to see how different divisions
are performing—without any clicking shenanigans.
Get Savvy: Your Guide to Evaluating Talent Management Solutions
Is data in several databases or just one? Reports should
seamlessly integrate data from all modules. Is it possible
to see learning, performance, and other metrics together
and in relation to each other? Ideally, data should be neatly
housed in one powerful database.
Is data normalized or is it inconsistent? A comprehensive
system will allow you to enter a simple field in one place,
like hire date, and automatically modify it anywhere else,
so your data always tells the same story.
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3. 3
Support
What does the customer service framework look like?
Vendors interested in long-term partnerships will connect
you with a dedicated account manager. The really good
ones will also provide a success manager whose sole focus
is to help you get the most out of the system and evolve
your talent strategy over time.
Who implements the system? Implementation should be
always be handled by the vendor or the vendor’s trusted
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partners. Beware the company that farms implementation
out to the highest bidder, a decision that favors the vendor,
not your success.
How long will it take to get answers to your most
pressing questions? Waiting days—or weeks—for answers
from support is a disaster for productivity. Having access
to one dedicated care team is critical to both user adoption
and a consistent return on investment.
Flexibility
Is the system truly configurable? Your business is
unique. So why use a talent management system that
assumes you’re like everyone else? A truly configurable
system adapts to your strategy and maps to your existing
processes—not the other way around. And keep in mind,
configurable is not the same thing as customizable, which
is where vendors charge you an arm and a leg for changes.
Get Savvy: Your Guide to Evaluating Talent Management Solutions
How difficult—and expensive—is it to change things
down the road? Change happens, companies grow and
shift. What happens if you need to alter your process?
Ask what the cost will be if you make changes down the
road. The best vendors will be flexible enough to grow
with your business. Be wary if you hear the murmur of
additional dollar signs.
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4. 5
Upgrades (Releases)
Are releases free—and pain free? Releases can be
a double-edged sword: more capability is great, but
sometimes extra power comes at a tremendous time and
financial cost. Releases should be seamless for your IT
team and your wallet.
Is feedback considered when making improvements?
Smart vendors will engage clients in improvements.
Make sure the vendor will consider your feedback on
upcoming changes.
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Will there be regular releases? There’s nothing worse
than implementing a system only to discover the product’s
headed for the software graveyard. Make sure your vendor
can share a roadmap of anticipated releases.
What is the vendor’s product focus? A vendor focused on
managing multiple HR/ERP products could spell trouble.
Numerous, disparate products may result in your talent
software getting less attention specific to improvements
and customer service. Note this as well: an update in their
ERP software might adversely affect their talent bolt-ons.
Focus and Viability
Is the vendor focused on product acquisitions or their
customers? A vendor focused on gobbling up companies
to expand market share can’t simultaneously concentrate
on your needs. They become too distracted with juggling
multiple products and teams, causing reporting and
integration issues to sprout under the surface.
Make doubly sure you do your due-diligence here.
The right talent management solution will put your
success as priority one.
Get Savvy: Your Guide to Evaluating Talent Management Solutions
If the vendor is in the process of an acquisition, what’s
the scoop on their executive, sales, and R&D teams?
During acquisitions, these teams are either terribly in flux
or have their hands tied, which means your improvement
requests and support tickets are put on ice. Consider, too,
if any major auditors, the CFO, or members of finance
have resigned recently as change-ups in leadership can
point to instability.
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5. 7
Sales Process
How many teams does the vendor bring to calls? How a
vendor handles the sales process is a sign of what’s going
on beneath the surface. If the process is disconnected and
unorganized, it likely indicates the entire company isn’t on
track. A cohesive company and product will rely on a single
sales team.
Does the vendor push other products that aren’t relevant
to your needs? Beware the pushy rep who insists you
need the whole kitchen sink. A great vendor won’t suggest
irrelevant add-ons just to increase their sale.
Does the vendor listen to what you really need? Sales
should do more listening than talking to ensure they
understand your challenges and how to address them.
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Price Gouging
Were prices dropped too eagerly? Companies that quickly
slash their prices during negotiations are usually just
after your good looks, i.e., they just want your logo on
their website. But flattery can’t help you solve your talent
management challenges, especially if the software isn’t
what you really need.
Is the software “free”? You get what you pay for. Sure,
“free” may cost you nothing in product fees but it’s
guaranteed to cost you dearly in time, labor, and energy.
Vendors who want your business solely to boost their
cloud market share aren’t really interested in your success.
Outstanding customer support, integrated functions, and
ongoing innovation—things that cost money—are keys to
developing, executing, and managing your strategy.
Cornerstone OnDemand is a leader in cloud-based applications for talent management. Our solutions help organizations recruit, train, manage and connect their employees,
empowering their people and increasing workforce productivity. For more information about Cornerstone, visit:
csod.com
© 2013 Cornerstone OnDemand, Inc. All Rights Reserved.
csod - Get Savvy: Your Guide to Evaluating Talent Management Solutions -11/2013