HR Tech Advisor Blog Posts By: Andrew Belton

Ward Christman

Are you passionate about HR Tech? If so, you will enjoy our

HR industry related blog posts.

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review, product feature review, competitor analysis, etc.• Build, Buy or Partner? We help your CEO answer this question and

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new alliances, and develop channel sales opportunities.

The following slides feature a summary of blog posts from the HR Tech Advisor Blog.

ARI Enhances Global Recruiting Strategy with the iCIMS ATS

Erin Weaber, MS, GPHR, Manager, Global HR Operations for ARI

• “Learn how ARI achieves great results, like less than average turnover in the first year of a call center new hire, with the help of a great ATS partner”

• “ARI is a global vehicle fleet management organization that has more than 2700 employees but still retains an incredible family-oriented culture”

• “Our upcoming challenges and opportunities mostly involve our exciting global expansion”

• “Using iCIMS has allowed us to operate our recruiting team more efficiently”

• Click here to view the post

By: Ward Christman

Two Key Trends Uncovered From New TrustRadius Buyer’s Guide to Core HR Software• “HR software buyers are showing a shift in requests from features to usability. More and

more users are looking for a better user experience”• “Reviews on the TrustRadius site show a growing importance of UX in purchasing

decisions in the HR space. In reviews of core HR products, end-users commonly mention intuitiveness and ease of use as strengths or areas needing improvement”

• “A lot of HR tools are evolving from being specialized to becoming talent management suites by adding broader functionalities from other adjacent HR categories”

• “I’m seeing a huge shift towards partnering to meet customer and market needs. This path is becoming easier thanks to better standards and connectivity via APIs and data interchange hubs, with additional “alliance building” resources coming soon to support this need for collaboration”

• Click here to view the post

By: Ward Christman

SpringRole: Bringing Crowdsourcing & Gamification To Recruiting• “SpringRole leverages ease of use and actionable recommendations to make recruiting fun”• “SpringRole enables anyone to monetize what historically would be regarded as an idle asset:

the value of their social capital; their personal relationships” • “SpringRole is a crowdsourcing recruiting platform that enables anyone to quickly and easily

receive cash rewards ranging from $25-$150 or more by referring their friends and acquaintances for job openings”

• “SpringRole uses an advanced algorithm to provide users with suggested people to refer for posted job openings”

• “SpringRole is a cheap, fast, very easy to use, and prospectively cost-effective way to crowdsource a candidate pool for job openings”

• “SpringRole is designed to be simple, quick, easy, and transactional”• Click here to view the post

By: Evan Herman

Recruitifi – Bringing Crowdsourcing & Gamification To Recruiting• “Recruitifi launched in December 2013 and was recently named the 2014 HR

Product of the Year from Human Resource Executive Magazine”• “Recruitifi is a crowdsourcing recruiting platform that provides employers a cost

effective way to source talent by letting them select and post jobs privately to up to 250 “expert” recruiters”

• “RecruitiFi capitalizes on the work already done by an expert recruiter who has recently conducted a comparable search for what an employer may be targeting”

• ”Recruitifi is an interesting business, technology, and approach to recruiting”• ”Recrutifi could be a valuable RPO for smaller companies who lack the resources to

hire both external search firms and develop their own internal recruiting teams”• Click here to view the post

By: Evan Herman

Top 20 Reasons to Hire a Vendor Selection Consultant• “Buying tech for your company is never easy, and the stakes are high, so use the

highlighted tips to secure the funding needed to hire a vendor selection consultant”• “Building a valid business case that your executives will approve and support is never

easy, your consultant can help map your project’s goals to business drivers that will show results”

• “Historically 50% of IT projects “fail” – lower your risk and improve your chances for success greatly by bringing in an expert”

• “With thousands of HR tech vendors adding new features every day and new ones coming online every week, your only hope of keeping up is by leveraging a consultant’s market knowledge to help you arrive at a better decision, faster”

• “Taking on vendor selection in house would require FT effort to do it even close to right”

• Click here to view the post

By: Ward Christman

Becki Graff shares how GNSI excels in recruiting thanks to ATS partner iCIMS

Rebecca Graff, HR Generalist at GlobalNet Services, Inc.

• “GNSI is a mid-sized technology firm based outside of DC”• “We use the iCIMS Social Distribution add-on to make that fast and

easy. We love it and want to use it even more. It’s only been a few months, but as we push jobs to Facebook, Twitter, LinkedIn, etc”

• “The iCIMS offering allows employees to make referrals directly to our HR team and the friends of our employees can express interest in the jobs shared by employees”

• “ iCIMS also makes it so easy to post to other online sources like job boards. The auto-repost feature is awesome, it helps keep our jobs looking fresh on the job boards, one less thing to worry about”

• “iCIMS is a great system; if anyone is considering an ATS they should seriously consider iCIMS because they really are a best of breed”

• Click here to view the post

By: Ward Christman

Joe DeMaio Transforms Jefferson’s HR Service Delivery via a Centralized PeopleSoft Hybrid Technology Stack• “Once we get you, we want you to stay. Some of

the tech will drive career plans, career paths and strategic succession plans”

• “You’ll first need leadership commitment or you’re not going anywhere. You must have a good strategic plan in HR that aligns with the overall enterprise strategic plan”

• “Soon employees will be able to see how they can progress from one job to another based on skills and competency matching and apply to a job in any of the Jefferson business units”

• Click here to view the post

By: Ward Christman

Joseph DeMaio, Director of HRIT & HR Shared Services at Thomas Jefferson University and Hospitals

Ray Schreyer & the Power of SEO – Driving Results for IBM Recruitment MarketingBy: Ward Christman

Ray Schreyer, SEO Recruitment Marketing Expert

• “SEO is the lowest cost solution but it takes time to develop, typically years, to make the first page. SEO must be part of our strategic plan”

• “Companies will have to invest in the new age of social and the big cost is in people’s time to truly manage the process to ensure success. With more companies catching onto SEO it’s only going to get more expensive in the future as CPC and CPI rates continue to climb”

• “The future is leveraging referral networks for getting the right job to the right person with the right skills”

• Click here to view the post

Is Your Employee Referral System Being Trumped by Your Culture?• “All the catchy names, monetary rewards, tchotchkes, and award ceremonies in the world

won’t save your ERP if your company is a place people don’t enjoy working”• “Cultural issues that create an unpleasant work environment are as many and varied as there

are companies”• “Some people are quite happy staying in a job they like and do well. But most people crave

opportunities to do something bigger and more challenging”• Everyone wants to know that their employer appreciates what they’re doing. When people

don’t get “pats on the back” and/or they don’t understand how their work contributes to the organization’s performance, morale suffers”

• Click here to view the post

By: Pat Schaeffer

Kevin Fretz Drives Business Results for STS with New Global HR Technology• “Standardizing our processes and normalizing our HR

data are the two key elements of the project that delivered award winning business results”

• “You really have to understand your internal requirements and what your biggest issues are before you start on your search, if you start looking at systems before you know your needs you’re going to buy something that doesn’t work for you”

• “Our parent company was using SAP and it worked great for them, but based on our defined requirements it wasn’t right for STS”

• “Don’t buy a system because other people use it, buy the system that’s going to work for you”

• Click here to view the post

By: Ward Christman

BountyJobs: Crowdsourcing Contingent Recruitment• “A marketplace since 2006, BountyJobs shines for employers wanting one place to manage their contingent

recruitment efforts”• “BountyJobs provides a marketplace for contingent recruitment by connecting companies with job openings

with a network of over 10,000 recruiters. A privately held company, BountyJobs is backed by Accel Partners, Greylock Partners, and RPM Ventures. BountyJobs was named to the Inc. 500/5000 list of fastest growing private companies in both 2011 and 2012”

• “BountyJobs is an online marketplace that is intended to address inefficiencies in procuring recruiting services from third party firms and individuals BountyJobs’ calls “headhunters”. BountyJobs provides companies with a cloud-based vendor management technology that centralizes third party recruiter communications, performance metrics, and contracts into a single platform”

• “BountyJobs is free for both employers and recruiters to join the BountyJobs marketplace. BountyJobs earns its revenue by taking a percentage of the fees paid to “headhunters” on the platform”

• Click here to view the post

By: Evan Herman

David Schaaf & Penn Medicine Success Profile on Video Interviewing• “A few years ago we did a pilot with a video interviewing tool and usage grew

organically because word got out it was saving the hiring managers a lot of time which freed them up to do their main job”

• “As we have implemented various HR technologies, we found the key to be how each solution integrates into our everyday process and how the different system integrate with each other. We still have some work to do in these areas, but our vendor partners continue to evolve and make these types of things easier all the time”

• “Be sure to learn in advance they can meet your business requirements, and also check around with their clients, not just supplied references, to get a real measure of their customer service”

• Click here to view the post

David Schaaf, Associate Director, Talent Acquisition

By: Ward Christman

Tech We Take for Granted – HR Lessons Learned in Pakistan• “Now imagine a world in which businesses can’t count on the electricity

supply. During peak demand times, a business may have one hour on, one hour off—or worse. Electricity supply is a technology we, in the US, take for granted, when large parts of the world cannot”

• “Employee development is equally challenging when our underappreciated laptop, projector, teleconferencing equipment and internet access disappear. Blended learning and computer based training disappear as do the lights, fan and air conditioning”

• “Work does get done without the technologies we in the West have come to rely on so heavily. It just takes longer and more effort”

• “The next time you go to the printer or pass a copier, give it a little pat of thanks”

• Click here to view the post

By: Clare Novak

By Clare Novak, PresidentNovak and Associates

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