The way we work is founded on a very simple belief.
That, given enough information about an organisation, HR software vendors have a better understanding than the buyer, of the fit of their solution vs the rest of the HR tech market.
given enough information about an organisation, HR software vendors have a better understanding than the buyer, of the fit of their solution vs the rest of the HR tech market.
When you think about it this makes sense. The vendor probably gives multiple pitches every day and has done for years. It’s their job to know the market, who the competitors are, what each type of buyer needs and what they will respond positively to.
The buyer on the other hand, throughout their entire career, might only be involved in a handful of system selections and implementation projects. And the project is not the only thing they have going on. They’re trying to juggle dozens of other responsibilities on top of this.
One additional truism is that the vendors, and their sales teams, are motivated to sell as much of their solution as possible. That’s why software vendors spend hundreds of thousands, if not millions of pounds on their sales and marketing activity. They advertise in industry magazines, run webinars, employ PR agencies, pay to get to the top of Google and exhibit at industry trade shows.
And, until they get a definitive “NO!”, pretty much every salesperson in the world will try to convince you that their solution is the right one for you.
The buyer is at a disadvantage. At the very least, the buyer is going to waste a lot of valuable time exploring options that are not the best fit for them. Worse, there’s a chance they’ll end up buying an HR system that is a terrible fit.
So, if we accept all of the above, what’s the solution, and how can we deliver this in a way that costs the buyer nothing?
At System Shortlist we believe in getting the vendors to put their money where their mouth is. We find as much information out about the buyer and present this anonymously to the entire ecosystem of vendors. The vendors then bid to get their pitch seen by the buyer. If the vendor knows they’re a great fit for the buyer the lead is more valuable to them so they’ll bid more. If the vendor knows they’re a terrible fit and unlikely to turn a lead into a happy, long term customer, the lead is worth less and therefore the vendor bids less (if they bid anything at all).
It’s all designed to make the initial process of selecting a shortlist of HR systems as quick and easy for the buyer as possible.