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4 Questions HR Should Ask When Evaluating Integration Providers

Posted August 9, 2021


Communication skills. Finance skills. Multi-tasking ability. Human resources professionals need these skills and many others. Integrations can help alleviate some of HR’s burden by reducing the manual work and compliance risk that comes with every employee hire, status change, and departure. 

Kyle Reese, who is director of business development at Employee Navigator, discussed on our Benefits Buzz podcast how integrations can help your business address pain points and reduce HR’s work on. Keep reading to find out four questions Reese suggested an HR team should ask when evaluating a potential integration partner, or watch the entire episode below.

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What problems is the employer trying to solve? 

The size of the employer can have a big impact on the type of problems that need to be addressed. Having clarity on the issues is vital to measuring success with any integration. 

“Employee Navigator has 150 employees and WEX has thousands of employees,” Reese said. “Our HR managers are probably dealing with different problem sets.”

What is the cost of the integration?

You can’t conduct a proper cost-benefit analysis without cost. The price of the integration will help an employer determine whether its impact is the best way to address a problem or if other solutions should be considered. 

Will the systems work well with this integration? 

Integrations rely on automation. To really feel the effects of a hands-off approach to any element of HR’s jobs means that the integration is dependable. Asking some basic questions can help the employer determine if their system will work well with the one they’re integrating with. Potential questions to ask are: 

  • How long have you been integrated? 
  • How many companies are using the integration? 

Are there any major pain points? 

Reese said it’s really up to organizations like WEX and Employee Navigator “to provide sound guidance to the HR and not oversell them on anything.” That way the employer has clear expectations on what to expect so the relationship and the integration are rooted in a strong foundation. 

The information in this blog post is for educational purposes only. It is not legal or tax advice. For legal or tax advice, you should consult your own counsel.


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