How to Sell HR Software Part 1

Why is it difficult for sales of software for human resources?

In general, I think the only issue is the sale of human resources software so hard, is that people sell are generally those who have the ability to approve the final purchase. With other types of sales that sold to the person who can make the final purchasing decision. Sales of human resources does not work that way. HR to do ultimately, they are sold and then sell the solution to another person.

Many sales managers of human resources will disagree with me on this concept, but I base my opinion on 15 years of experience in selling these systems. Finally, you work for a sales manager who will insist that you try and involve the purchase decision-makers in the process. It's a bit of a dangerous road. If you are unable to contact the manufacturer directly, they will probably tell you it's the RH, so that your contact with them. Or is it likely that you can check via HR behind his back to the decision maker. Be careful with this process. My approach was to work directly with HR HR and ask if those making the final purchase decision to be involved in the process, or a demonstration, but rarely do they want to get involved. Instead, the vast majority of the time I worked directly with HR on the process, and then worked to help support the decision of senior management.

I recently received a comment from the sale of a Human Resources representative, who said the problem with some of the tracks he received was that many people lower contacts of human resources. Importantly, this person's background was primarily in the sale to pay, rather than HR. The two work differently. With the list, you can drive decision making for the purchase, but only human resource systems, which will rarely be the case. My advice to this individual would be that there is a "low level of human resources" in the process. The HR assistant has not decided to investigate these systems on their own. It is likely that the Assistant Human Resources was asked to start the process by the Director of Human Resources, which then is likely to become more involved in regard to the later stages of the process or the show.

Obtain approval of the HR software system also depends on how valuable the HR is considered to be those who hold the purse strings. If the leadership believes that HR is important for achieving the future goals of the organization, the system will have the best chance if you get the approval of senior management believes that HR is largely clerical position, or cost more than income the central place. How to tell the difference? If you are dealing with the HR professional with a degree and is certified, it is more than likely dealing with an organization that believes in the value of human resources. If you are running on the spot demonstration of how Human Resources personnel. The national average is one of the HR people per 100 employees. If you have two HR, 500 employees, the organization can not see a lot of valuable human resources. If they are, they probably have already invested more HR resources.

Being more of a consultant to a sales person

The trick to selling HR software is to show that the HR department and organization, how your system can help HR managers and employees in their daily work and make all makes them more productive in their work. To determine exactly how your system can achieve this goal, you must have a complete understanding about the objectives of the HR department, the needs and organizational goals and objectives. During your first meeting with a prospect, you must perform a detailed needs analysis to determine what their needs are for a system and if your product meets those needs. Our HRIS selection tool, provides an initial needs assessment, as you can ask other questions for clarification of perspective. The needs analysis, you need to find as much information as possible about the pain points of the customer and the existing needs. Find out how they are currently monitoring their HR data and the problems they have.

Are there any potential problems that your software can not solve? Find exactly the kind of reports they need to create or systems they need to link HR software solutions. You will also need to determine the objectives of the HR organization. If, as an organization, management wants to see lower income or to improve the capacity of internal promotion, then you will also want to take note of these elements for the demo. It is very likely that these goals were created by the person approving your decision, it is extremely important to find out this information.

You can not give the customer an option unless you know their needs and problems. Later, when you run the demo, demo address ranges to support how the system responds to customer needs and organizational objectives. If the client has very specific reports they need, in the demo, showing them how to create reports from scratch.

The seller is only going to show the customer what their system can do. Consultant will bind capabilities of the product to the specific needs of their customers. It 'very important to understand the difference. The seller may be slippery lines or methods of sale, the consultant did not. So what will it take to get this new car? Do you want a red or blue? If this is your idea of ​​selling, you might want to continue selling used cars or action of time, as opposed to a software professional human resources.

What if your system can not meet certain requirements prospects?

They can not ignore the problem. Just informing the client, you get credibility as a person attending to their needs rather than just be another seller. In your past sales training, you've probably been trained in handling complaints. A necessary feature that your system does not, it's a little over an objection. It is important to know how the subject is and whether it is a deal breaker. If so, do not be afraid to move away from the sale and move to the next convention. Before leaving, I would do a little research on the issue of rupture. I will ask the customer directly, if the problem is a deal breaker. Find out why the subject is important. You may want to determine if there are options to third parties or custom programming options available to meet the need. If it's an opportunity, give a view of the potential cost of the solution and whether the need is at that price. In making this additional study, you may find that the current agreement to break the problem is not one.