During an HRIS replacement, managers request faster recruitment turnaround and eight technicians will be hired before implementation. What should the HR director do in response?

• A. Change the HR business process
• B. Hire contractors only
• C. Revisit the budget and sign off
• D. Delay the implementation

Answer: (A)

When replacing an HRIS, the work process itself must be redesigned to fit how the new system operates and what it can automate. If managers want faster recruitment and eight technicians will be hired before the system is live, the HR director should reengineer the recruitment workflows so they align with the new technology’s capabilities, data fields, and approval paths. This means outlining the end-to-end hiring process in the new system, creating streamlined requisition and approval templates, defining clear ownership for each step, and establishing consistent interview and offer templates. It also involves planning how those pre-implementation hires will be captured and tracked during the transition, ensuring data quality and smooth migration to the new platform when it goes live. By redesigning processes now, the organization can achieve faster turnaround without sacrificing data integrity or system effectiveness.

Temporary fixes like hiring contractors or delaying the implementation don’t address the need to align operations with the new system, and revisiting the budget doesn’t solve the underlying workflow and data-structure changes required for a successful replacement.