Useful check-list before you chose another HR Solution. I would add another use case.
How many people analyse the unstructured text in an exit interview? The ones that say " I just cannot get on with john Smith my unit manager who is crass, backward looking and just doesn't listen".
I don't mean skim through, but actually ingest the information, turn into structured data and analysed over time.
Same goes for performance reviews- that hidden comment that blamed the lack of strategy, communication or highlighted barriers to success.
Add to the KPIs to analyse and visualise in the article below and you will really begin to unlock HR Analytics
If you get really specific with HR tech vendors and state that they must be able to produce the baseline reports and KPIs that you are interested in to run your business, then this means that the technology you are evaluating can or cannot do what you need it to do. That being said, you must get specific with your requirements here and imagine how you will not only review these reports but think carefully about the different ways you might want to cut, filter (or pivot), on them. Or simply, as a starting point think about the fields in the ATS/CRM that you want your recruiters (or candidates) to fill in; then, look at whether those fields already exist in the ATS/CRM or not.
http://www.eremedia.com/ere/bad-hr-tech-implementations-its-not-the-tech-its-you/
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