How to Select HR Technology

Selecting the right Human Resources (HR) technology is one of the most strategic decisions an organisation can make. HR systems touch every employee, shape the employee experience, and directly influence how effectively an organisation can attract, develop, and retain talent. From payroll and benefits administration to performance management and learning, the right HR platform provides the foundation for modern people operations.

The challenge is that the HR technology landscape has become increasingly complex. From comprehensive Human Capital Management (HCM) suites that cover the entire employee lifecycle to specialist point solutions for recruitment, engagement, or workforce analytics, the range of options can feel overwhelming. Making the right choice requires a clear understanding of your organisation's needs, careful evaluation of vendor capabilities, and a strategic view of where your people function is heading.

This guide is designed to help business and HR leaders understand the key factors to consider when selecting a new HR system. Viewpoint Analysis acts as a 'Technology Matchmaker' and we help HR leaders to find and select new software. You might want to check out our HR Technology page for lots more information about the different vendor options and much more.

What is an HR Technology System?

Human Resources technology (often referred to as HR systems, HRIS, or HCM platforms) is software designed to help organisations manage their workforce more effectively. Instead of relying on spreadsheets, paper files, or disconnected systems, an HR platform provides a central place to store employee information, automate administrative tasks, and enable better people decisions.

At its simplest, HR technology acts as a system of record for employee data - capturing who works for the organisation, their role, compensation, and employment history. At a more advanced level, modern HR systems provide powerful capabilities across:

• Core HR and payroll – managing employee records, processing pay, handling tax and compliance, and administering benefits.

• Talent acquisition – attracting candidates, managing the recruitment process, and onboarding new hires.

• Performance and development – setting goals, conducting reviews, tracking learning, and planning succession.

• Workforce planning and analytics – forecasting headcount needs, analysing turnover, and providing insights to inform strategic decisions.

• Employee experience – enabling self-service, facilitating engagement, and providing tools for collaboration and communication.

  
  

In short, HR technology helps organisations build better workplaces, make smarter people decisions, and free up HR teams to focus on strategic work rather than administrative burden.

An HR Technology Selection Process

Different companies have different approaches to running technology selection - from the standard RFI and RFP process, to more sophisticated and modern processes that put more emphasis on solving a specific business need and inviting the vendor teams to showcase and sell their approach (our preferred approach).

At Viewpoint Analysis, we run Rapid RFIs, Rapid RFPs, and 30-Day Selection Processes - all with the aim of moving quickly and getting on with the real project - delivering a HR solution. In all cases, we run the entire process - from requirements gathering, document write-up, vendor sales outreach, hosting calls, helping with scoring....to final decision.

Whichever approach is chosen, there is going to be an important decision to take - what are the key factors that will be the most crucial ones in determining which HR solution to select? This document outlines the top 20 factors that we believe, from our experience of running HR technology selection processes for companies of different sizes and industries, should be weighed up to make the final vendor decision.

20 Critical Factors in Selecting an HR Technology Vendor

Here are our top 20 critical factors to assess when selecting a new HR solution and vendor (in no particular order):

1 - HR Solution Size and Fit

One of the most common mistakes in HR technology selection is choosing a platform that is either too sophisticated for the organisation's needs or too limited to support its ambitions. An enterprise-grade HCM suite may offer impressive functionality, but if the business lacks the processes, resources, or maturity to use advanced features like workforce planning or talent marketplace capabilities, the investment becomes wasted spend and complexity.

Conversely, selecting a lightweight, entry-level system without considering future growth can lead to frustration and costly platform changes within just a few years. As the workforce expands, regulatory requirements evolve, or employee expectations increase, the limitations of an underpowered system become painfully apparent.

The key is to balance current needs with realistic growth plans. Start by defining your immediate priorities - is it getting payroll right, improving the recruitment experience, or enabling better performance conversations? Then assess which capabilities will become essential as the organisation matures. By matching requirements to vendor offerings thoughtfully, HR leaders can avoid over-investing in unnecessary sophistication while ensuring the platform has the capacity to scale alongside the business.

2 - User Interface (UI) and Usability

Even the most feature-rich HR system will fail if employees and managers find it difficult or frustrating to use. Unlike systems used only by specialists, HR technology must serve everyone in the organisation - from new starters logging in for the first time to senior executives reviewing team performance. If the interface feels clunky, requires extensive training, or adds unnecessary steps to simple tasks, adoption will suffer and the system risks becoming an underused administrative burden.

Usability in HR technology goes beyond aesthetics. It is about how intuitively employees can complete everyday activities: submitting time off requests, updating personal details, accessing pay information, or enrolling in benefits. For managers, it means being able to approve requests, conduct performance reviews, and view team insights without needing IT support. For HR teams, it means configuring workflows, generating reports, and managing employee data efficiently.

When evaluating vendors, involve real users from across the organisation in hands-on demonstrations. An employee's ability to navigate the system confidently on day one is often a strong indicator of long-term adoption. The best HR platforms feel intuitive because they are designed with the user in mind - not just the HR function. Making usability a priority turns the system from a compliance tool into something employees genuinely engage with.

Our experience - and no doubt yours too - is that the user interface is make or break - when we see vendors demonstrate to a new client, they win or lose the deal on the first screen.

3 - Flexibility and Scalability

HR technology is not a short-term purchase. For many organisations, it becomes the central platform for people management and remains in place for a decade or more. Over that time, workforce strategies evolve, employment regulations change, and employee expectations shift. A system that meets today's needs but cannot adapt to tomorrow's priorities will quickly become a barrier rather than an enabler.

Flexibility means the platform can be configured to reflect your unique policies, processes, and organisational structure without requiring expensive custom development. Whether it is adjusting approval workflows, adding custom fields, or tailoring dashboards, the system should allow HR teams to adapt it as the business changes.

Scalability ensures that as the organisation grows - whether in headcount, geographic presence, or complexity - the HR system can expand alongside it without performance degradation or the need for a wholesale replacement. This includes handling increased transaction volumes, supporting multiple legal entities, and accommodating diverse workforce models such as contractors, part-time employees, and global teams.

When assessing vendors, ask not only "does this meet our needs today?" but also "will it support us in five or ten years' time?" A platform that can grow and evolve with your organisation protects your investment and ensures the HR function can remain strategic rather than constrained by technology limitations.

4 - R&D Investment

Linked to flexibility and scalability is the vendor's commitment to research and development. The HR technology landscape is evolving rapidly, with new capabilities emerging around artificial intelligence, employee experience, skills-based workforce planning, and analytics. Vendors that invest significantly in R&D are more likely to keep pace with these changes and deliver long-term value.

When evaluating options, ask vendors to disclose what percentage of their revenue is allocated to R&D and where that investment is focused. This matters particularly for vendors offering multiple products - it is important to understand how much of the investment specifically benefits the HR platform you are considering, rather than being spread across unrelated product lines.

A strong R&D commitment signals that the vendor is building for the future, listening to customer feedback, and continuously improving the platform. It also reduces the risk of selecting a system that becomes outdated or unsupported as market priorities shift. By choosing a vendor with a clear and consistent R&D strategy, organisations can feel confident that their HR technology will remain relevant, competitive, and capable of supporting emerging needs.

5 - Product Roadmap

While R&D investment provides reassurance about a vendor's commitment, the product roadmap shows where that investment is heading. A clear, customer-informed roadmap demonstrates that the vendor understands market trends, listens to its users, and is actively developing capabilities that will matter in the years ahead.

When reviewing vendors, ask to see their roadmap and understand the priorities driving it. Are they developing new functionality in areas such as employee wellbeing, skills management, or inclusive talent practices? Do they have a plan for improving mobile access, enhancing analytics, or expanding integrations? Just as importantly, are they investing in core platform improvements such as performance, security, and user experience?

A vendor with a transparent and compelling roadmap provides confidence that the system will continue to grow in value long after implementation. By contrast, a provider with limited or vague plans may leave the organisation facing another costly replacement sooner than expected. Aligning your selection with a partner committed to continuous innovation ensures your HR investment remains relevant and future-proof.

6 - Business Stability and Futures

A strong roadmap and significant R&D investment are only valuable if the vendor remains a going concern and continues to prioritise the HR technology market. Not all technology companies are profitable, and market dynamics can shift quickly. It is important to assess the financial health and strategic focus of any vendor under consideration.

Start by reviewing the vendor's audited accounts for the past three years and conducting a credit check. While this cannot guarantee future viability, it provides a useful indicator of financial stability. Also consider the vendor's level of commitment to HR technology. Is it their core business, or does HR represent a small part of their overall revenue? Is there speculation about potential exits, acquisitions, or strategic shifts?

These questions matter because selecting an HR system is a long-term partnership. If the vendor exits the market, significantly reduces support, or pivots to other products, the organisation may be left managing an orphaned platform. By choosing a vendor with strong financial health and a clear commitment to the HR market, you reduce the risk of disruption and protect the long-term value of your investment.

7 - Integrations & Vendor Ecosystem

An HR system rarely operates in isolation. It sits at the centre of the people function, drawing data from recruitment tools, feeding information to payroll providers, and sharing insights with finance, IT, and other business systems. The value of an HR platform depends heavily on how well it integrates with the wider technology landscape. Poor integration leads to data silos, manual workarounds, and duplication - exactly the problems an HR system should solve.

Evaluate how easily the platform can connect to your existing applications and those you are likely to adopt in the future. Look for vendors offering open APIs, pre-built connectors, and active marketplaces of third-party add-ons. Strong integration capability not only reduces implementation costs but also enables the HR system to become a genuine system of record across the organisation.

Closely linked to this is the strength of the vendor's ecosystem. The most successful HR platforms are supported by a network of complementary technology providers - covering areas such as benefits administration, learning management, employee engagement, and workforce analytics. This ecosystem provides flexibility: if a new requirement emerges, you can leverage trusted integrations rather than building custom solutions from scratch.

A robust ecosystem also signals market confidence in the platform. Vendors that attract strong partner networks tend to be market leaders with proven technology and long-term viability. By choosing a platform with rich integration capabilities and a thriving ecosystem, you ensure the HR system can adapt as business needs evolve.

8 - Implementation Partner Breadth and Depth

While HR vendors develop and maintain the software, the actual deployment is typically handled by systems integrators, resellers, or specialist implementation partners. The strength and availability of this partner network directly impacts the success of your project. An impressive platform means little if there are no skilled partners available to configure it, migrate data, and align it with your processes.

When evaluating HR solutions, assess the breadth and depth of the partner network. Are there multiple credible partners available, providing choice and reducing dependency? Or is the network limited to one or two firms, leaving you exposed if relationships break down or the partner exits the market?

Depth is equally important. Do partners offer the full range of services you will need - from technical integration and data migration to change management, training, and ongoing support? Or will they need to subcontract parts of the work, adding complexity and risk?

A strong, diverse partner ecosystem increases confidence that the project can be implemented effectively and that ongoing support will be available for years to come. When combined with a proven platform, a reliable partner network turns HR technology from a risky project into a manageable investment.

9 - References

References are one of the most valuable sources of insight when selecting HR technology. Speaking with organisations that have already implemented the system provides practical perspectives on performance, vendor support, and the realities of day-to-day use. The more references a vendor can provide - particularly those who have been live for several years - the stronger the signal that the platform is proven, stable, and capable of delivering long-term value.

Industry alignment can be helpful, particularly when considering regulatory requirements or sector-specific processes such as shift management, union agreements, or public sector pay scales. That said, organisations often place too much weight on finding a near-identical reference. In reality, a strong reference from a company of similar size, complexity, or workforce profile is often just as valuable. The goal should be to learn from real-world experience - understanding what worked well, what challenges arose, and how they were resolved.

Well-chosen references provide confidence not only in the technology but also in the vendor's ability to support customers over time. They turn marketing claims into tangible proof points, making them a critical part of any HR selection process. Importantly, seek references for both the vendor and the implementation partner to gain a complete picture of what the project experience will be like.

10 - Artificial Intelligence (AI)

Artificial intelligence has become a prominent feature in modern HR platforms, with vendors highlighting capabilities such as intelligent resume screening, predictive attrition models, personalised learning recommendations, and chatbot-based employee support. However, when evaluating solutions, it is important to look beyond the marketing and ask: does the vendor have a credible AI strategy, and will it deliver tangible benefits for our organisation?

A meaningful AI approach should be embedded in the platform in ways that genuinely improve how HR and employees work. For example, helping recruiters identify top candidates faster, enabling managers to receive early warnings about flight risks, or providing employees with relevant development opportunities without manual searching.

The value lies in practical outcomes, not features that sound impressive but are rarely used.

When assessing vendors, ask how they collect and train the data that powers their AI, how transparent their models are, and what measurable results customers have achieved. Do they have a clear roadmap showing continued investment in AI, or are they simply rebranding existing functionality to keep pace with market trends?

Vendors that can demonstrate a thoughtful, long-term AI strategy - backed by real customer outcomes - are far more likely to deliver value. In an area where hype often exceeds substance, a grounded, evidence-based approach to AI is a differentiator worth prioritising.

11 - Global and Multi-Country Capability

For organisations operating across multiple countries or planning international expansion, the HR system's ability to support global operations is critical. Managing a dispersed workforce involves navigating different employment laws, tax regimes, payroll cycles, benefits structures, and cultural expectations. A platform designed primarily for a single market may struggle to accommodate this complexity, leading to workarounds, compliance risks, and poor employee experiences.

When evaluating vendors, assess how the system handles multi-country requirements. Does it provide localised payroll and tax calculations for each jurisdiction, or will you need separate providers? Can it manage multiple languages, currencies, and time zones seamlessly? Does it support diverse workforce models - such as permanent employees, contractors, and agency workers - within a single system?

Also consider how the platform balances global standardisation with local flexibility. While consistency in processes and reporting is valuable, some markets will require specific adaptations. The best systems provide a global framework with the ability to configure country-specific rules, approvals, and compliance requirements.

For truly global organisations, choosing a platform with proven multi-country capability from the outset avoids the complexity and cost of managing disparate regional systems. It enables consistent reporting, streamlined operations, and a better experience for employees regardless of location.

12 - Mobile Capabilities and Usability

HR technology is no longer confined to office desktops. Employees, managers, and HR teams increasingly expect to access information and complete tasks from their mobile devices - whether approving time-off requests, checking pay details, or accessing learning content. For organisations with frontline, field-based, or remote workers, mobile access is not just convenient; it is essential.

A strong mobile experience ensures employees can interact with the HR system as easily on their phone as they can on a laptop. This means more than simply shrinking the desktop interface to fit a smaller screen. The mobile app should be purpose-built, responsive, and optimised for the tasks people perform most frequently while on the move.

When evaluating vendors, test the mobile application in realistic scenarios. Can employees quickly find the information they need? Is the interface intuitive without training? Does it support offline access for areas with limited connectivity? Can managers approve requests in seconds rather than minutes?

Ensuring the HR platform is genuinely mobile-friendly increases adoption, empowers employees, and makes the system a natural part of daily work rather than a barrier to productivity. In an era where flexibility and employee experience matter more than ever, mobile capability is no longer optional - it is foundational.

13 - Data Security and Compliance

HR systems hold some of the most sensitive information an organisation manages - from personal identifiers and bank details to health records, performance data, and disciplinary history. Protecting this data is not only a legal obligation but also critical to maintaining employee trust. A vendor must therefore demonstrate the highest standards of data security and regulatory compliance.

At a minimum, expect strong encryption (both in transit and at rest), robust access controls, secure authentication methods, and regular independent security audits. These safeguards protect against breaches that could damage employee confidence, expose the organisation to legal risk, and harm reputation.

Equally important is compliance with relevant regulations. Depending on your industry and geography, this may include GDPR, data localisation requirements, ISO 27001, SOC 2, or sector-specific frameworks such as NHS Data Security and Protection Toolkit. Ensuring the vendor has the right certifications and can evidence their compliance processes provides reassurance that employee data will be handled responsibly.

During evaluation, ask vendors to detail their security architecture, compliance credentials, incident response processes, and data residency options. A credible provider will be transparent about their approach and willing to share independent verification. By making security and compliance central to your selection, you protect both the organisation and its employees.

14 - Payroll Capability and Integration

Payroll is one of the most critical - and most sensitive - areas of HR technology. Getting pay right, on time, and in compliance with tax and employment law is non-negotiable. Mistakes can damage employee trust, create regulatory risk, and consume significant time to resolve. That's why it is essential to evaluate how the HR platform handles payroll and whether it aligns with your organisation's needs.

Some vendors offer integrated payroll as part of their HCM suite, providing a single system for HR and pay processes. This can simplify administration, reduce data duplication, and improve reporting accuracy. However, not all integrated payroll solutions are equal - some may only support certain countries, lack the sophistication needed for complex pay structures, or require extensive configuration.

Other organisations prefer to use a specialist payroll provider, either because they operate in markets where the HR vendor does not offer payroll, or because they have established relationships with trusted providers. In these cases, seamless integration between the HR system and payroll becomes critical. Poor integration leads to manual data transfers, reconciliation challenges, and increased risk of errors.

When evaluating options, consider whether the vendor's payroll capability (or their integration with third-party providers) can handle your requirements - including multiple pay cycles, complex benefits deductions, statutory reporting, and pension auto-enrolment. Test the integration thoroughly during demonstrations to ensure data flows smoothly and accurately between systems. A well-managed payroll process is foundational to HR success, so this factor should never be underestimated.

15 - Employee Self-Service and Manager Tools

Modern HR systems should empower employees and managers to handle routine tasks themselves, reducing dependency on HR teams and improving speed and accuracy. Employee self-service enables individuals to update personal details, view pay information, request time off, enroll in benefits, and access policies - all without needing HR intervention. For managers, the system should provide tools to approve requests, view team data, conduct performance reviews, and access insights about their people.

Strong self-service functionality shifts HR from transactional administration to strategic work. It also improves the employee experience by providing instant access to information and faster resolution of queries. However, self-service only works if it is genuinely easy to use. A system that requires multiple clicks to complete simple tasks, has a confusing interface, or provides incomplete information will frustrate users and result in avoidable calls to HR.

When evaluating vendors, test the self-service experience from both employee and manager perspectives. Can someone who has never used the system complete common tasks without training? Is the interface mobile-friendly? Do employees receive clear confirmation when they submit a request? Can managers quickly access the information they need to make decisions?

The best HR platforms make self-service so intuitive that it becomes the default way employees and managers interact with HR. This not only reduces administrative burden but also creates a more responsive, modern employee experience.

16 - Reporting and Analytics

One of the primary reasons organisations invest in HR technology is to gain better insight into their workforce. The right platform should provide access to accurate, timely data that informs strategic decisions - whether that is understanding attrition trends, analysing compensation equity, forecasting headcount needs, or assessing learning effectiveness.

However, not all HR systems offer the same level of reporting capability. Some provide only basic, pre-built reports that limit flexibility. Others offer advanced analytics, customisable dashboards, and the ability to combine HR data with information from other business systems. The level of sophistication you need will depend on the maturity of your HR function and the complexity of your workforce.

When evaluating vendors, assess the reporting tools carefully. Can HR teams create their own reports without relying on IT? Are visualisations clear and easy to interpret? Can data be segmented by department, location, or other relevant dimensions? Does the system support ad-hoc queries as well as scheduled reporting? Can reports be shared easily with stakeholders?

Also consider whether the platform supports predictive analytics - for example, identifying employees at risk of leaving, forecasting future skills gaps, or modelling the impact of workforce changes. While not essential for every organisation, these capabilities can provide significant value for businesses looking to take a more strategic, data-driven approach to people management.

Strong reporting and analytics turn the HR system from an administrative tool into a source of competitive advantage, enabling better decisions and more proactive workforce management.

17 - Commercial Model

While cost is always a consideration in HR technology selection, it should not dominate the decision too early in the process. That is why commercial factors appear further down this list - not because they are unimportant, but because they should be evaluated once you are confident the solution meets your business, technical, and operational needs.

HR system costs typically include both one-off expenses (such as implementation, data migration, configuration, and training) and recurring costs (licences, support, hosting, and future development). Understanding the balance between these is essential. A platform that appears affordable on licence fees may carry significant hidden implementation costs, while another that seems expensive upfront may offer lower long-term ownership costs.

Also recognise that in every procurement process, pricing will vary significantly. Some vendors will be far more expensive, while others may seem suspiciously cheap. Most buyers ultimately choose an option that delivers the critical capabilities at a sensible, justifiable price point - even if it is not the lowest quote. In many cases, paying slightly more for a system that is secure, scalable, well-supported, and proven delivers far better value over the long term.

18 - Total Cost of Ownership and Return on Investment

When evaluating HR technology, it is important to look beyond headline licence fees. The Total Cost of Ownership (TCO) includes implementation services, data migration, integration work, user training, ongoing support, and any future customisation or development. These elements can add significantly to the overall cost and should be factored into decision-making from the outset.

Equally, cost alone should not be the deciding factor. An HR system is an enabler of better employee experiences, more effective people management, and strategic workforce planning. That is why it is essential to assess Return on Investment (ROI) alongside TCO. The right system can reduce HR administrative burden, improve compliance, decrease attrition, accelerate recruitment, and enable better talent decisions - benefits that often far outweigh the financial outlay.

In practice, this means asking not only "what will it cost us?" but also "what will it deliver back to the business?" An HR platform that aligns closely with your strategy, drives adoption, and creates measurable business outcomes will often justify a higher investment than one that is cheaper but less effective. Taking a balanced view of both TCO and ROI ensures the final decision is grounded in long-term value, not just short-term cost.

19 - Support Options and Customer Success

Once an HR system is live, the quality of vendor support becomes as important as the software itself. Issues will inevitably arise - whether technical problems, configuration challenges, or questions from end users - and how quickly and effectively they are resolved will shape confidence in the system.

Key questions to ask include: what levels of support are offered, and what coverage is available? For example, does the vendor provide 24/7 global support, or only business-hours coverage in a single region? Are different support tiers available, and what response times are guaranteed under each? Understanding these details upfront ensures there are no surprises when you need help most.

In addition to reactive support, many vendors now offer proactive services such as dedicated Customer Success Managers (CSMs). A CSM can act as an advocate for your organisation, ensuring you get the most value from the platform, sharing best practices, and helping to plan for future growth. Some vendors also provide online communities, knowledge bases, and training portals, which can be invaluable for self-service and continuous improvement.

Strong support is not just about solving problems quickly - it is about ensuring the organisation continues to get value from the system over time. By evaluating support options during selection, you can choose a vendor that will be a true partner, not just a software provider.

20 - Cultural Fit and Trust

After weighing up functionality, cost, scalability, support, and every other consideration, the final question is simple: which vendor do you trust?

Trust is not about a feature checklist or a contract clause - it is about confidence.

Confidence that the vendor will deliver on their promises, that they will support you when challenges arise, and that they are genuinely invested in your success over the long term. It is also about instinct: which vendor feels like the right partner for your organisation?

Cultural fit shows up in subtle but important ways. Does the vendor listen carefully and adapt to your way of working, or do they push a one-size-fits-all approach? Do they demonstrate transparency and openness in discussions, or do you feel you need to work hard to extract information? Are their teams responsive and collaborative, or more transactional in nature?

In most HR technology selections, the gut choice is rarely wrong. If all the critical boxes are ticked, and your instinct tells you that one vendor genuinely understands your needs, listens to your concerns, and demonstrates a commitment to partnership, then that is almost certainly the vendor you should select.

Every successful HR technology project is built on trust - trust in the technology, and trust in the people behind it. Making your final decision with this principle in mind gives you the best chance of choosing not just a system, but a partner for the next decade or more.

Conclusion

Selecting an HR technology platform is a significant decision - one that will shape how your organisation manages its people, supports employee experience, and enables strategic workforce planning for many years to come. This guide has outlined the key factors to consider, from usability and integration through to vendor stability, support, cost, and ultimately, trust. Each plays an important role in ensuring the HR system you choose is not only the right fit today but continues to deliver value as your organisation evolves.

The HR technology market is complex and often overwhelming, but a structured approach to selection makes the path clearer. By focusing on what matters most to your organisation, testing vendors against real-world requirements, and balancing cost with long-term return on investment, you can move forward with confidence.

The most successful HR technology projects do not just deliver software - they deliver a partnership that helps your organisation succeed. With the right choice, your HR platform will become more than a system of record; it will be a foundation for better employee experiences, smarter people decisions, and sustained organisational growth.

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If you are soon to start looking at the HR market, why not let Viewpoint Analysis help with your process? We have a range of services for every step of your journey:

• Not sure whether to move away from your current HR platform? Our 'Stick or Switch' review will help your team to decide whether you can improve what you have, or if the grass is really greener on the other side of the fence.

• Is your current provider ok, but you know they can improve and you'd at least like to try to see if that's possible? Our IT Service Improvement approach could be perfect and sort the situation out.

• If you are set on changing your HR technology, and want to look at the market options to get ideas, take a look at our Innovation Series and Matchmaker Services.

• And finally - our Rapid Selection Services help you run the full (and quick) technology selection process.