Now that you’ve got your RFP document in tip-top shape, it’s time to send it out—in accordance with the process you’ve established—and then wait for vendors to send back their proposals.
Once you’ve done your due diligence as an RFP team to outline the full scope of the project, solicit input from key stakeholders across the organization, establish simple rules of engagement to guide the process from start to finish, and build clear criteria by which you’ll review each vendor submission objectively, you will be one step closer to settling on new HR software that will propel your talent management efforts into the future.
Building a strong and effective HR software RFP takes time, cross-functional collaboration, and thoughtful contributions from everyone involved in the process. Going through each of the steps of this process correctly is a guaranteed recipe for success. Of course, how you go about it will vary based on the specific needs of your organization. We’ve outlined some general best practices here, but this is definitely not a one-size-fits-all activity.
The time and energy you put into creating a rock-solid RFP will help you land the right HR software vendor for your business. Remember, these solutions touch your entire organization, so this is not the time to cut any corners, ever.
