When you’re in the market for HR software, the demo phase is one of the most critical steps in your decision-making journey. It’s the moment when potential becomes practical—when you get to see the system in action and evaluate whether it meets your organisation’s unique HR needs.
But not all HR software demos are created equal.
Knowing what to ask during an HR software demo can help you cut through the sales pitch and get to the real capabilities of the platform. In this article, we’ll break down what to expect, the 10 essential questions to ask, and the red flags to watch out for—so you walk away with clarity, not confusion.
What Happens During a Typical HRIS Demo?
An HRIS (Human Resource Information System) demo is usually a 30 to 60-minute session (either live or pre-recorded), where a representative walks you through the system’s features. You’ll get to see key modules like onboarding, payroll, performance management, compliance tracking, and reporting in action.
It’s your chance to:
See the user interface
Understand workflow logic
Ask technical questions
Test use cases relevant to your team
The goal isn’t just to be impressed—it’s to assess whether this solution will actually solve your problems and scale with your business.
10 Must-Ask HRIS Demo Questions
To make the most of the session, come prepared with a list of targeted, scenario-based questions. These aren’t just about functionality—they’re about fit, flexibility, and future-proofing.
1. Can you walk me through a typical onboarding process for a new hire?
This helps you see how intuitive and efficient the system is for your most frequent task.
2. How customisable are the workflows, forms, and approval paths?
Every organisation is different. You need to know if the software will bend to your processes—or force you to adapt to it.
3. What level of integration is available with our existing systems (e.g., payroll, accounting, time-tracking)?
If the HRIS can’t “talk” to the tools you’re already using, you risk creating more silos—not fewer.
4. How does your system handle compliance with Fair Work and other local regulations?
This is especially important for Australian businesses who need to align with complex legislation.
5. Can you show me what reporting and analytics looks like?
Don’t just accept “We offer powerful reporting.” Ask for specific examples—like turnover dashboards or diversity metrics.
6. What does the employee self-service experience look like?
Great HR software should empower your employees—not flood HR with minor requests.
7. What support is included post-implementation?
Understand what kind of onboarding help and ongoing customer service you’ll receive. Is it live chat? A dedicated manager? Or a knowledge base?
8. Can you show me a real-life scenario of performance review tracking?
Drill into features you know you’ll use. Don’t be distracted by flashy add-ons that won’t serve your goals.
9. How scalable is the platform? Will it work if we double our headcount in 12–18 months?
You’re not just buying for now—you’re buying for what’s next.
10. Can you provide references from similar organisations in our industry?
Credibility matters. If they can’t back up their claims with real-world results, that’s a red flag.
Red Flags to Watch Out For
🚩 The demo feels overly scripted or high-level
If the rep won’t deviate from a canned presentation or glosses over your specific use cases, they may be hiding limitations.
🚩 They avoid giving you a price estimate
Vague pricing often signals hidden costs down the road. Be wary of “custom quotes” with no ballpark figures.
🚩 Limited reporting or analytics capabilities
If reporting isn’t dynamic, real-time, or exportable, you’ll end up stuck in spreadsheets—and that’s exactly what HR software should eliminate.
🚩 Poor UX for employees and managers
If the system looks outdated or complex, adoption will be low. A sleek UI isn’t a luxury—it’s essential for engagement.
🚩 “That feature is on the roadmap”
Translation: It doesn’t exist yet. And it might not ever. Press for timelines and alternatives.
Final Thoughts: Get the Most Out of Your Demo
A good HRIS demo should leave you feeling empowered, not overwhelmed. It should speak to your needs today and your vision for tomorrow. With the right questions and a discerning eye, you’ll separate the real solutions from the sales noise.
At EmployeeConnect, we believe in delivering demos that are transparent, tailored, and hands-on. No jargon, no fluff—just a clear picture of how our platform will solve your HR pain points.
For more relevant posts:
- www.employeeconnect.com/top-10-features-to-look-for-in-hr-software/
- www.employeeconnect.com/what-is-the-best-hr-software-for-small-to-mid-sized-businesses-in-2025/
- www.employeeconnect.com/7-signs-your-business-has-outgrown-its-hr-spreadsheets/
- www.employeeconnect.com/5-ways-hr-software-boosts-employee-engagement-and-productivity/