When considering most purchases, we often have the thought, “When should I buy?” At the grocery store, we determine when to buy apples based on the season; generally, the best time to buy is fall. When we are shopping for cars, the end of the month is usually a good time to buy because dealers will need to meet their month-end quota. The best time to buy Halloween candy is, of course, the day of Halloween or the week after. And have you ever asked a clothing sales clerk when the next sale is happening?
There are thousands of examples of deciding the best timing for a purchase, so why should HR technology be any different? An HR team’s decision to transition to a new technology takes an abundance of planning and about four to six months for the implementation process. Therefore, it doesn’t make sense to implement such a system before one of the busiest times of the year for HR employees: open enrollment.
Would you consider purchasing an entertainment system the day of the big game? Probably not. That’s because there’s a chance of not having the installation kinks sorted out before kickoff.
We believe a good time to select an HR technology vendor can be prior to year-end. This allows for the implementation to begin mid-January. Therefore, by the time open enrollment rolls around, your HR team will be using an established, well-oiled machine.
In this infographic, we explore what an off-cycle timeline might look like, including general timing and helpful tips. Additionally, we explain the advantages of choosing an off-cycle timeline to implement a new benefits administration system, including:
- Reduced competition for vendor resources
- Less stress – both the vendor and your HR staff can breathe easier
- Access to the best implementation team
We’d love to hear your thoughts and comments below.