behind the curtain: real-world hr tech implementations and what you need to know moderator: bon...

Behind the Curtain: Real-world HR Tech

Implementations and What You Need to

Know

Moderator: Bon Idziak, CEO, Applicant Insight, Inc.

Panelists: Ray Schreyer, Global Recruitment Technology & Enablement Manager, IBM Corporation

Mike Seidle, Founder, Work Here

Val Tsvetkov, VP of Implementation Services, IQ Navigator

Ingolf Teetz, CTO, Milch & Zucker

Ray Schreyer

HR Technology Conference

Las Vegas, NV 2014

Majority of Issues “Baked in The Cake” before contract signed

Key Themes:

HR not understanding the technology ecosystem

Not understanding the tech industry’s future direction

Responding to Industry Hype

Price vs. Cost Pressures

HiPPO

Thesis:

Need to Understand Tech Ecosystem

Understand Future Direction

Respond to Industry Hype

Price Pressures

HiPPO

Highest Paid Persons Opinion

Build the best diverse team of individuals: HR & Tech Experience in corporate & industry Ecosystem knowledge

Must be Respected by Line Respect gives latitude to invest & choose

solutions Respect lessens hype-cycle fire-drills

Rely of Industry colleagues for advice & counsel

For Vendors: Trust, but verify… i.e. research, research, research Frontstage Backstage

Stay abreast of industry developments & emerging market trends

Know when to jump vs. wait on a new tech. solution….

Before Signing Contract:

Mike SeidleWork Here

Geomarketing powered mobile recruiting.mike@workhere.inBoard of Directors, HR Open Standards Consortium

workhere.in

Building HR Solutions

Two Challenges in the past year:

How do you get 50 governments to agree on how to do anything?

How do you bring a new hr tech product to market in 90 days or less?

workhere.in

50 Governments

● Worked for DirectEmployers. We ran the National Labor Exchange.

● 2013: New regulations require employers to prove they delivered jobs to State Workforce agencies.

● Needed a way to get receipts from all 50 US Workforce Agencies.

● Difficulty: 50 governments and 28 different systems.

● We had 60 days to go live.

workhere.in

New Product

● Building for web & mobile. ● Need way to store position openings and

candidate profiles.● Compatibility critical to product success.● Need to have MVP quickly to secure funding.● Goal: 90 days.

workhere.in

Solution: Standards

Instead of reinventing the wheel, I went with a standard one.

In both cases, the entire project was completed inside what would normally be the “requirements gathering” phase.

In business, Done > Wishful Thinking

workhere.in

www.hropenstandards.org

50 Governments

● HR-XML 3.2 Recruiting● Government LOVES XML● No arguments about what to call fields● No meetings about “taxonomies”● Had many states online in 60 days● Bonus: Often didn’t require developers

workhere.in

Starting Up Quickly

● HROS Lightweight JSON Standard● Works with web● Reduced database design from weeks…

… to about 10 minutes. ● Prototype was up in days.● Much more robust solution than we would have

had.● We’re in business :)● Bonus: compatibility

workhere.in

HR Tech Implementations

IQNavigator’s Journey From Custom To Standard IntegrationsVal Tsvetkov

October, 2014

About IQNavigator• IQNavigator is the leading independent technology provider of Vendor Management System (VMS)

software for Global 2000 companies. IQNavigator’s products enable enterprises to intelligently manage and optimize complex services procurement and contingent workforce programs.

• Since 1999, IQNavigator’s products have been delivering procurement visibility and predictability, helping corporate leaders around the globe increase profitability, mitigate risk and compete more effectively.

IQNavigatorSupplier Company

Standard Contingent Workflow

Buyer Company

7. BuyerInvoice

3. Worker On Boarding

6. Time / Expense

8. SupplierInvoice

1. Requisitions(Job Opp.)

4. WorkerInformation

2. Candidate

s

5. Worker Updates

STANDARD Vs custom integrations

CUSTOMSTANDARD

Lack of agreed upon standards complicates the process

Expedites requirements gathering due to a predetermined set of standards

Depends on development resources to write code for every integration

Subject to strict development guidelines which makes it tough to quickly react to changing business requirements

Same constraints and dependencies exist when changes need to be made after go-live

VS

Cycles and resources dedicated to custom code maintenance

REQUIREMENTS

Allows for business teams to operate without dependencies on development

Provides flexibility to react to changing business requirements

Focus on innovative new features and frameworks

Ongoing maintenance reaps the same benefits as initial rollouts

RESOURCES

QA & UAT

MAINTENANCE

RELEASES

Developer.IQN.com

milch & zucker

THEMA: behind the curtain

DATUM: October 2014

Ingolf Teetz (me)milch & zucker AG

Education: Physicist (Justus Liebig Universität Giessen)Profession: CEO milch & zucker AG

Founded milch & zucker AG 1998

Products: BeeSite Recruiting (ATS)BeeSite TRMBeeSite JobHub (multiposting)BeeSite Global JobBoard

Member of HR-OpenStandard since 2003Member of the board since 2006

HR integration projects for Deutsche Telekom (t-mobile), Deutsche Bank, Daimler and many more ....

To deliver a better candidate experience when a lot of partners are involved.

A “lingua franca“ of hr-tech is needed to save time and money when connecting all of the partners.

When connecting various ATS, useHR Open Standard as:

- Starting point for your interface discussion

- Very good documentation

- Easy to validate and test interface

- The XML structure to save time and effort

You can use different protocols to transport the HR-XML files:- REST- SOAP- File transfer

When connecting to candidate Frontend services, HR Open Standards “Lightweight recruiting” web services (JSON) will help you to easily,

- Connect to your CMS

- Be integrated in your mobile App

- Give you flexibility to integrate where ever it is necessary

HR Open StandardsHR-XML SEP 3.3 makes job board connection less dramatic.

Using different transportationlayer like:- SOAP- REST- File transfer

The structure of the job ad data is fixed. With the separation of layout and data (xsl/xml) you can easilychange your brand on job boardsin a short period of time.

Thank You!

Moderator:

Bon Idziak, CEO, Applicant Insight, Inc.,

bidziak@ainsight.com

Panelists:

Ray Schreyer, Global Recruitment Technology &

Enablement Manager, IBM Corporation,

schreyer@us.ibm.com

Mike Seidle, Founder, Work Here, mike@snapat.us

Val Tsvetkov, VP of Implementation Services, IQ

Navigator, vtsvetkov@iqnavigator.com

Ingolf Teetz, CTO, Milch & Zucker,

i.teetz@milchundzucker.de