Don’t Let HR Tech Integrations Be the Duct Tape for HR (Part 1)

HR technology seems to be ever changing and as of late is becoming increasingly sophisticated. With that sophistication comes ease of use and the ability to do our jobs quicker and more effectively, assuming that all the different pieces are able to interact and communicate with each other. When they don’t, all that fancy technology can very quickly become more work than it is worth. Your data, systems and information need to be allowed to communicate with one another.

Why You Need Application Programing Interface

As HR professionals, the technology we use is constantly changing and developing. On top of that, there may be countless different applications or programs out there that do the same things. It is virtually impossible to end up with a collection of programs that all successfully communicate with each other. Thank goodness for application programming interfaces (API). An API works with all of your applications and programs and makes sure they are communicating and utilizes the capabilities of each individual program to benefit the others where available. There are a lot of reasons APIs are a necessity.


Your time is important to you. Therefore having an API system that speeds your processes up and makes them easier is always of great benefit. When you only have to input info into one piece of software and it appears accurately across your application spectrum, it eliminates the need for redundant, brainless data entry and you have more time use your brain on things that require active thought

Better Data & Metrics

When everything is centrally located or collected, it allows for the elimination of redundancy. When data and metrics are needed, or information needs to be analyzed or compared, the information can be quickly obtained and analyzed. You don’t have to waste time rounding up the information you need or worry if something was missed or left out in the process.

Pattern Evaluation

Most API programs will not only collect information for you but also conduct evaluations of that data for you as well. The time saved along with the accuracy of the analyzed data will continue to save you time as well as allow for better human capital decision making.

Not using an API or planning poorly for integration between your Human Capital Management (HCM) systems such as your applicant tracking system, HRIS, expense management, your LMS  and so on, is a sure-fire way to end up with a disaster on your hands. It’s like using duct tape to fix a leaky pipe in your home it may work for a short time but when it stops doing what you want it to, you’ll likely end up with a far larger mess.

Take a good account of the HCM systems you use and pick an API that will do what you need it to do. It is like replacing that leaky pipe with a newer better pipe before it is able to cause any damage to the rest of your home. Don’t wait until you have a problem to solve it. Be proactive and do what you need to do on the front end to be successful as you continue on down the line.

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Jessica Miller-Merrell

Learn more about Jessica Miller-Merrell, SPHR, SHRM-SCP, the founder of Workology, a workplace HR resource, and the host of the Workology Podcast. More of her blogs can be found here.

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