Human Resource Information Systems (HRIS) professionals are in demand and are growing more crucial by the month. These individuals aren’t just valued members of HR teams; they’re also experts at managing software critical to HR operations across the scope of the business. As more companies digitize HR operations and evolve the role of HR to accommodate changing standards, HRIS professionals are at the center, serving as catalysts for positive change that benefits everyone.
HRIS recruitment: Understanding the role of HRIS professionals
Over the past few years, the human resources department has fostered an explosion of new abbreviations used to describe an increasingly diverse scope of positions related to workforce management. HRIS is one of them.
The role of an HRIS professional is to help an organization leverage technology for the benefit of managing human capital. This can range from a Total Rewards platform and recruiting and onboarding software to attendance and scheduling platforms and beyond. An HRIS expert acts as the bridge between traditional human resources and the many technologies designed to aid in its administration.
Beyond setting up and overseeing technologies, HRIS professionals also use the data generated by these systems to advise on policy decisions affecting an organization’s workforce. This might include staffing decisions, benefits planning, or compliance training.
Ultimately, the role of an HRIS professional is to establish systems that generate data and then use that data to improve workforce operations.
HRIS recruitment: Essential skills for HRIS success
HRIS professionals sit at a unique crossroads. They need the quantitative, data-driven mindset of a technologist as well as the qualitative, empathetic perspective of an HR generalist. What results is a highly specific smattering of skills that can be difficult to hire for:
- Interpersonal communication skills
- Compliance- and regulatory-minded thinking
- Analytical and problem-solving skills
- Organizational and hierarchical skills
- Process creation and improvement skills
- Project management and delegation skills
Identifying this diverse scope of skills in a single person necessitates a more complex vetting process for organizations seeking to fill (or create) an HRIS position.
When hiring in-house, many companies often focus on keyword matching. They flag concepts like compliance, HRIS technology, HRIS administration, and more, alongside keywords relevant to the industry’s major HR administration platforms, like ADP or Paycor.
Unfortunately, this approach doesn’t shed light on how a prospective HRIS professional connects the dots between technology and the workforce. To find success in HRIS recruitment, teams must seek candidates with a mind for both sides of the equation — technology and people — and a keen eye for how the former can help the latter.
HRIS recruitment: Hiring an HRIS professional poised for success
The decision to make HRIS a cornerstone of an organization’s human resources department means hiring someone who understands the fundamental purpose of the role. That individual needs to have a mind for data and analysis, as well as the forethought to apply findings in a way that positively benefits the company, its culture, and its workforce.
This is why many organizations are entrusting the job of HRIS recruitment to a staffing agency. Reputable staffing agencies understand the long-term potential of HRIS in evolving organizations and see an HRIS professional as a long-term investment in the success of HR operations. And while it’s possible to upskill and train internal staff, working with a staffing agency helps organizations put HRIS professionals in a position to succeed quicker — and, often, at a more manageable cost.
Because a staffing agency can effectively evaluate hard and soft skills and clearly see the potential fit of an HRIS professional in an organization, it’s hard not to see the value of partnering with one for all HRIS recruitment efforts.
Living up to the expectations of an emerging role
HRIS is a growing part of many organizations’ management operations. Whether it’s keeping track of Total Rewards benefits, managing a decentralized team, or coordinating HR operations across different business units, there’s no substitute for a capable professional at the helm. One part HR generalist and one part IT administrator, HRIS professionals fill the role perfectly — especially when they possess a set of exemplary skills.
Learn more about in-demand HRIS skills and ways to find them at searchsolutiongroup.com.