Hiring for experienced and skilled HR Information Systems (HRIS) candidates is a regular challenge for many hiring managers. The technology is advancing far quicker than the skills needed to really leverage it within larger organisations but there are things that you can do to help yourself attract good candidates. Here are (a few) of my tips:
Competitive Compensation and Benefits
Given the high demand for HRIS skills, competitive salaries are essential. It sounds like a no-brainer but are you really competitive on salary for your area? Sites like Indeed offer decent benchmarking tools, however if you really want to know if you’re competitive then you can always drop me a note on LinkedIn. However, it’s not all about the money, flexible working hours, remote or hybrid options, professional development, and wellness programs can also make a role more attractive. Again reach out on LinkedIn if you want some ideas about benefits which can help make your offer stand out..
2. Feed the thirst for continued learning
Candidates with HRIS expertise often look for roles where they can continue learning and advancing. Clearly communicating the potential for advancement, including training in specialized HRIS tools and the opportunity to work on cross-functional projects, will appeal to experienced professionals. Consider offering funding for additional certifications and training, such as those in advanced data analytics or emerging HR tech..
3. Tech Flex
HRIS candidates value roles where they can work with cutting-edge technology and innovative systems. Highlight your organisation’s use of leading HRIS tools, data analytics capabilities, and any AI-driven HR technology initiatives.
4. Be specific in your job description
Again, this might sound like a no-brainer but I see so many job adverts that make this mistake. Job descriptions for HRIS roles need to be specific with regards to the tech already being used. Clearly list the technical skills required (e.g., proficiency with specific HRIS software like Workday, SAP SuccessFactors, or Oracle HCM) and describe any innovative projects or strategic responsibilities they will have. Well-crafted descriptions help candidates assess if they are a good fit and show that you understand the complexities of HRIS roles.
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