hepastyearhasbroughtmuchmoreinnovationintotheHRindustrywhereHRpersonnel
Tmadegreateffortsincraftingabetterworkenvironmentandalsoinvestedheavilyin strategiestorecruitandretaintoptalents.‘Culture’and‘engagement’aretherecent buzzwordsthatarereadytomakesignificantinroadsintotheHRvertical.Thiscurrentyearis expectedtobringmuchmorefascinatingtools,techniquesandproceduresthatwillhavethepotential tomakeamuchmorepositiveimpactonHR’sdailyoperationsinamuchenhancedway.According tooneresearch,65%ofHRexecutivesareplanningtoinvestheavilyindigitaltools.HRbeingan importantandcorepartofanyorganization,playsacrucialroleinthesmoothfunctioningofits businessoperation.Buthistorically,HRpersonnelhavebeenboggeddownbytimeconsuming administrativetaskandarenotabletofindenoughtimeinthedecisionmakingandstrategyplanning process.WiththeadventofITtechnologieslikeartificialintelligence,bigdataandtechniqueslike HRanalytics,keyfunctionoftheHRcanbeautomatedthroughdifferenttoolsandsoftwaresolutions andthusitcanprovideHRpersonnelmuchmoretimetospendoncraftingkeystrategiesthatwill ultimatelybenefitanorganizationtogrowinupwardtrajectory
TherearemanyburgeoningtechnologiesthatarechangingthefaceoftheHRindustry,thattoowith fasterpacethatanyonehaseverimagined.Theapplicationofvirtualandaugmentedrealityinon boardingandtraininginindustrialenvironmentisabigboonforHRpersonnelwhereemployeescan usethisforanythingrangingfromoff-siteassignmentstocorporatetraining.Theroleofadvanced machinelearningisalsosomehowfascinatingtheHRindustrywithitspotentialbenefits.Machine learningapplicationsassistHRprofessionalsinpredictiveanalysisandinmaintainingtalent relationship,mostlyintherecruitmentprocess.Althoughtherearemanygrowingnumberof technologiesapartfromwhatenlistedherewithmuchmorefeatures,butwhatanenduserwantsis
thewiderangeofHRtechnologysolutionprovidersthatfulfilltheirneedsandassistthemin
enhancingtheirexistingproductivityandefficiency.Therefore,inthisissueof“The10Best
PerformingHRTechnologySolutionProviders2018”,wehavebroughtthoseorganizations thathavemadeathumpingimpressionallacrosstheglobewiththeircutting-edgeHR technologysolutions.
Onthecoverwehavehighlighted“Infomart”whichisaglobalidentityandbackground screeningcompanywithalmostthreedecadesofexperienceinprovidingcompaniesthe informationthattheyneedtomakeinformedbusinessdecisions.
Appical isagrowingcompanyofHRtechnologyspacethatprovidesinnovativesolutionfor easypre-boarding,on-boarding,retentionandoff-boardingofanemployee. INCENTCO offers aninternetbasedglobalperformancemanagementsolutionforthecustomersandemployeesof domesticandinternationalenterprises.
Star Culture isastate-of-the-art,prescriptiveleadershipdevelopmentsystem,combining anonymousemployeefeedbackassessmentswithleadershiptraining,allwhilesupporting sustainabilitywithapersonalizedcoachingexperience. Fidello hasspecializationinimproving humanperformance.Throughtheirproductsandservicestheyhelpclientsdesign,develop,and implementstrategic,integratedHumanResourceprocessesandsystems.
Honey isasimple,beautifulintranetplatformthathelpscompaniesshapetheirculture,manage internalcommunications,andmaintaintransparency,especiallyduringperiodsofhigh-growth.
TalentAdore isempoweringrecruitersandcandidateswiththeircutting-edgerecruitment solutionwiththeadvantageofhumantouch. Synapse isaplatformthatautomatesthe instructionaldesignprocess. Everwise and Quintela aretheotherprominentfirmsofHR technologyspacethataregainingpopularityamongclientswiththeiradvancedHRsolutions. Everwiseconnectsemployeeswiththepeople,resourcesandfeedbacktheyneedtobemore productiveandsuccessfulateverystageoftheircareer.Quintelahasexpertiseincreating solutionsfordigitalinterviews,pre-posthireassessmentsandmore.
Togiveindustryinsights,wehavebroughtoneexclusivelywrittenarticlebyanindustryexpert Adam Gordon, CEO and Founder,Candidate.IDwhichistitledas“Talent Demand Generation: The Sophisticated New Way to Pipeline Talent.”
“The Rise of Gig Economy”,“People Analytics: A Magical Crystal Ball for HR Fraternity”and “Customer experience management is the Key to Create a Long Lasting Impression”aresome masterywrittenarticlesbyourin-houseeditorswhichyouwill findcaptivating.
So,doflippagesandenjoyreadingaboutthefascinatingthingsofHRindustry
Ashwini Deshmukh
Marco Piovesan CEO
Thehiringlandscapehastransformedinthelastfew decadesastheglobalizedworkforce,thegig economy,andincreasingconcernsoverthesecurity ofpersonaldatahascomecenterstage.Withtheeconomy growingandemploymentopportunitiesspanning continents,itisajobseeker’smarket.Candidateshave moreoptionsforhowandwheretheywouldliketowork, andthatdecisionbeginsduringtherecruiting,hiring,and onboardingprocesses.Thecandidateexperienceisatthe centerofeveryconversationastechnologyandprocedures aredevelopedtoprovideapositive,simplifiedexperience forboththebusinessesandthecandidates.
InfoMart,aknowninnovatorinthebackgroundscreening industrywithahistoryofpositivedisruption,hasstepped
uptoanswerthecall.Overtwenty-eightyearsago, InfoMartenteredthefield.Withafocusondesigninga moreintuitiveprocess,theydevelopedtechnologythat modernizedbackgroundscreeningandstreamlinedhiring. Now,backedbynearlythreedecadesofexperience,the companyhasrisentomeetthedemandforseamless onboardingonaglobalscale.
TrailblazingLeadershipFocusedonInnovation TammyCohen,InfoMart’sFounderandChiefVisionary Officer,isthedrivingforcebehindInfoMart’ssustained success.Thetechnologywetakeforgrantednowwas nonexistentwhenshefirstbeganand,realizingthe inefficienciesofthebackgroundcheckworld,shesetoutto providebetterservicebydeployingthemostnascent technologyofthetime.WithTammyatthehelm,InfoMart ledthechargeindevelopingtheprocessesstillinplacein theindustrytoday,andshecontinuestopushherteamto cultivateinnovativetechthatanticipatesandremediesthe inadequaciesofonboardingonaglobalscale.Shewas instrumentalincraftingInfoMart’saward-winning companyculture,andherinfluencecontinuestotouch everythingInfoMartdoes;herunyieldingpassioniswhat invigoratesherteamtodobiggerandbettereveryday.
Shewasavisionarythenassheisnow.InfoMartcontinues toreleasefirst-to-marketsolutionsthatkeepaheadofthe
rapidlychangingpaceoftechnology.“You canneverstopinnovating,”Coheninsists. “Notonlyforyourownsuccessbuttobenefit thecustomer TheinsufficienciesIsawthirty yearsago?Thosewereourjumpingoffpoint. Butnow,we’resolvingnewproblems.We’re focusedonthegigeconomy,onglobal mobility,onutilizingourexpertisetoassist peopleinsecuringtheiridentities.”Cohenis unafraidofanyriskthatmightresultinbetter servicetohercustomers,whoshetreatslike family
Withaneyeonthatgoal,Cohenpartnered withMarcoPiovesan,anexpertinglobal dataandcompliance.AsInfoMart’sCEO,he contributeshisexpertiseindesigningglobal informationandtechnologyproductsand services.Hispassionisdevotedtohelping peopleestablishtheiridentitiesthrough technologyinordertograntthemaccessto basicfacilities:education,jobs,healthcare, credit,andallformsoffinancialinclusion.
He’sdedicatedtoseamlessprocessesand productsusingtechnologythathasaglobalimpact.“We’remuchmore thanjustabackgroundscreeningcompany,”Piovesansays.“We’rea keyplayerinacompany’shiringstrategy,butourtechnologyis versatile;ouremerginganduniqueapproachtoidentityserviceshelp peoplegetsjobs,openbankaccounts,andgetintoschoolsalloverthe worldonadailybasis,”assertsPiovesan.
Whiledevelopinginnovativenewproducts,InfoMartalwaysdesigns withonepurposeinmind:tomaketheprocessquickerandsimplerfor theirclients.ASAPIDdirectlyrespondstothisgoal.ASAPIDisa first-to-marketapplicationthatutilizesbiometricfacialrecognition softwaretoanalyzeandcaptureidentityinformation.“Withthis technology,weprovideafullymobilecandidateexperiencethat reducesinaccurateinformation,streamlineshiring,andcanbe deployedanywhereintheworld,”explainsPiovesan.InfoMart understandsthatcompaniesrelyonspeed,particularlywhenhiring acrosscontinents,andASAPIDenablesapplicantstoproviderelevant informationwithease.
Ultimately,that’swhateveryInfoMartproductprovides:trusted, reliableresultswithunmatchedspeed.Theglobalizedworkforce requirestechnologicalsolutionsforworldwideonboarding,and InfoMart’sexperienceandtechnologymakethemuniquelyqualifiedto answerthatcall.WhatmakesInfoMartexceptionalisthatthey understandthattheirprocessisanextensionofeachoftheirclients’ brands.“Whenacompanyonboardsacandidate,theyneedtotrustthat
theyaretakencareofeverystepoftheway,” Piovesanpointsout.Forthisreason,theapplicant andcustomerexperiencesarefront-and-centerof alloftheirproductsandservices.“Ultimately, whatInfoMartbringstotheindustryisa simplifiedexperienceforeveryoneinvolved,” Piovesancontinues,notingthatInfoMartbegan exploringthewaysinwhichAI,blockchain,and biometricidentityauthenticationcouldbeusedto betterthescreeningindustrybeforeitwasontheir competitors’radar.“Weincorporatebiometrics andAIintoourproductsnotonlybecauseit’sthe latesttechnology,butbecausewegenuinely believetheseadvancementspositivelyimpactthe experiencesofourusers,”statesPiovesan.
“Trustedreliability”isoneofInfoMart’score strengths.Theyemphasizetheimportanceofuser experiences,speed,quality,efficiency,and customersupportinordertogaintheircustomers’ loyalty.InfoMarthasmaturedintoaglobal technologycompanycapableofserving customersallacrosstheglobe,butatthecore, theymaintainthesamevitalpassionand dedicationtheyhadasastartupthirtyyearsago. “There’sanenergyforinnovationwithinour companythat’sunmatched,”saysCohen.“We’ve enjoyedthebenefitsofalong-tenuredteam becausewededicatetimetocultivatingour cultureinadditiontogrowinginthe marketplace,”assertsCohen.
InfoMart’strackrecordandlong-standingtenure withintheindustryresultedinmatureprocesses strengthenedbycutting-edgetechnology.Still, despitetheirtime-testedprocedures,thecompany challengesthestatusquoeverydaytoguarantee they’reprovidingthebestpossibleproductto theircustomers.“We’vealwayschallenged ourselvestobethebestatwhatwedo,andthat endeavorinvolveshonest,ongoingselfassessment,”Piovesansays,pointingoutthat they’renotshyaboutadoptingtechnologiesfrom otherspherestoimprovetheirservice.“Fromthe beginning,InfoMarthaslistenedtoourcustomers andwe’vekeptaheadofchangesintheindustry. Ourmissionnowistobefearlessabout everythingwedo,”assertsPiovesan.
TheHRindustryisconstantlylookingforwaystoimprove backgroundscreeningservices,andtherapidadvancementinthe technologyspherewillcontinuetobeaninfluence.International hiringonlyreinforcestheimportanceofacomprehensive backgroundscreeningprogramtomitigatetheriskstoacompany’s peopleandresources.Withoutproperbackgroundchecks,an organizationinvitestroublethatultimatelyimpactsthebusiness’s bottomline.Aneffectivevettingprogramisanecessityinany organizationandwithonboardingcostsestimatedashighas $10,000,noHRdepartmentcanaffordtoignoreit.Assoonasthis year,HRtechwilladjusttobetterintegratewiththeremote workforceandmanageglobalrecruiting.Blockchain,whilestill experimentalinmostspacesoutsidedigitalcurrency,willsee increasedinvestmentandearlyadoptionbybackgroundscreening companies.
HRisalsobeginningtoadoptAItechnologiestotrackeverything fromproductivitytorecruitmentanalytics.Usingthislevelof automationfreesuptimeforHRtofocusonmorepeople-oriented workandallowstechnologytodotheheavylifting.
“Wewerethefirstcompanytointroducemobilebiometric, document,anddataonboardingwithinthreesteps. Groundbreaking!”assertsPiovesan,whoiscertainInfoMartwill playanintegralpartinshapingtheconversationssurroundingHR technologyinthecomingyears.“Wehaveseveralinnovative productsandservicescomingoutthisyear,whichwillcontinueto streamlinevariousprocessesformanytypesofonboarding.We haveamissiontobeaninnovativecontributortoanincredibly diverseandpositiveworldbenefitingconsumersandbusinesses,” concludesPiovesan.
LookingAhead:InfoMartinFiveYears InfoMartwillcontinueitsincrediblejourneytowardbecominga trulyglobalinformationservicescompany Theystrivetobecome synonymouswith“streamlinedonboarding”andtomaintainthe reputationtheyhavedevelopedforpositivedisruption.The companyiscurrentlyinvestedinthedevelopmentofblockchain andartificialintelligenceforthescreeningindustry,ensuringthe latesttechnologiesarebeingutilizedtotheirfullestpotentialin theirfield.MuchlikeInfoMartwasinfluentialintheformationof theindustry30yearsago,inthenextfiveyearstheywillbea motivatingparticipantofthechangethat’scoming;InfoMartwill helpshapethepoliciesandproceduresassociatedwiththe globalizedandgigworkforceswhileremainingatrustedpartnerto companieswithaworldwidefootprint.
Appical
GerritBrouwer Founder&CEO
Everwise
MikeBergelson CEO
AppicalisagrowingcompanyofHRtechnologyspacethat providesinnovativesolutionforeasypre-boarding,onboarding,retentionandoff-boardingofanemployee.
Everwiseconnectsemployeeswiththepeople,resourcesand feedbacktheyneedtobemoreproductiveandsuccessfulat everystageoftheircareer
Fidello fidello.com
Honey honey.is
INCENTCO
ChrisBjorling President&CEO
RachelKaplowitz CEO ChipKellam CTO AlisonMorris VP,CustomerExperience JasonTiernan HeadofDesign
GerryWiatrowski Founder GregSmith Founder
Fidellohasspecializationinimprovinghumanperformance. Throughtheirproductsandservicestheyhelpclientsdesign, develop,andimplementstrategic,integratedHumanResource processesandsystems.
Honeyisasimple,beautifulintranetplatformthathelps companiesshapetheirculture,manageinternal communications,andmaintaintransparency,especiallyduring periodsofhigh-growth.
INCENTCOoffersaninternetbasedglobalperformance managementsolutionforthecustomersandemployeesof domesticandinternationalenterprises.
InfoMart
TammyCohen Founder MarcoPiovesan CEO
Infomartisaglobalidentityandbackgroundscreeningcompany withalmostthreedecadesofexperienceinprovidingcompanies theinformationthattheyneedtomakeinformedbusiness decisions.
Quintela quintela.io
StarCulture
JoelQuintela CEO&Founder
DavidLong CEO
Quintelahasexpertiseincreatingsolutionsfordigital interviews,pre-posthireassessmentsandmore.
StarCultureisastate-of-the-art,prescriptiveleadership developmentsystem,combininganonymousemployeefeedback assessmentswithleadershiptraining,allwhilesupporting sustainabilitywithapersonalizedcoachingexperience.
Synapse
RyanAustin Co-founder&CEO
TalentAdore
SakuValkama CEO&Co-founder
Synapseprovidesaplatformthatautomatestheinstructional designprocess.
TalentAdoreisempoweringrecruitersandcandidateswiththeir
recruitmentsolutionwiththeadvantageofhuman touch.
Everycustomerhasareasonforlovingbrandsthat theyfeelaregreat.Thequalityofproduct,tagline, bettercustomerservice,funwebsite,affordability aresomeofthefactorsthatattractcustomerstowardsa particularproduct.Butoutofallthesevitalelements,the onethingthatlargelydecidesthefateofanorganizationis “CustomerExperience”.Manycompaniesmakemistakeby overlookingcustomerexperience,sincetheyneverinteract withthecustomerface-to-faceandhencesometimesloose existingeminentcustomersandpotential-customersaswell andsufferlosses.Inthiscurrenteraofhypercompetitive globalizedworld,anyorganizationcannotaffordthe consequencesofbadcustomerexperiences,becauseitcould onlybeprovedfatal.Solet’sdigdeeperonhowan organizationcanboostcustomer’sexperiencetowinthe raceofcustomerdelightandmaintainalongterm relationshipbasedtrulyandpurelyonthebrandvalue.
Butbeforewebegin,itisessentialtoknowwhatCustomer ExperienceManagement(CEM)doesnotstandsfor.Itis notsomethingregardingcollectingfeedback,respondingto feedback,orsimplytrackingyournetpromoterscore. Customerexperiencealsodoesnotmeanakindofphysical interactionwiththecompany.Infact,itisavitalinteraction betweenyourbrandandcustomerthathavethepotentialto createanever-lastingimpressiononthecustomersmind.It isarobustcombinationofideologyandmethodologythat makesyourbusinessmoredelightfulamongcustomers.
Accordingtoaprominentresearchreport,CEMmarketis estimatedtogrowataCAGRof23.1%from2017to2022.
Currently,asperlatestdata,the marketsizeofCEMisworth$5.98 Billion(in2017)anditisprojected toreach$16.91Billionby2022.The upsurgeinCEMisprimarilydriven bytheincreasedadoptionof customerexperiencemanagement solutionstoreducethecustomer churnrateacrosstheglobe.Risein theadoptionofsmartphonesand digitizationarealsofuelingthegrowthofcustomer experiencemanagementinthemarket.
ExcavatingCustomersJourneyisVital Customer’sjourneyprovidesvaluableinsightsaroundthe customersexperiencewithabrand.Theyhelporganization toaskrightquestionsattherighttime,therebyhelp companiesinbuildingabrandvalueandtrustthat ultimatelyleadcustomerstowardsthepointofpurchase.It isnotfeasibletotakeasinglepointalongthejourneyto understandyourcustomer;itwillmostlikelybeineffective asyouwon’thaveenoughcontextanddatatomakeasolid conclusion.Howdidthecustomergettothispoint?What aretheylookingfor?Wherearetheyheadingintheoverall journey?Questionlikethesewillonlyhelpcompaniesto excavatevaluableinsightsforbettercustomerengagement withthebrand.
Gonearethedayswhencustomersuseonlybrickand mortarshopstobuyanything.Modernagecustomersuse
variousmethodstointeractwiththecompanythat encompassesawiderangeoftouchpoints-mobile,social, interactivevoiceresponse(IVR),in-store,chatbotsand more.Customerskeepswitchingbetweenthesechannels duringtheirpurchaselifecycle.ThisOmni-channel presenceofcustomersholdsagreatsignificancefor companiestounearthbuyingpatternsortofindexactly whatcustomerswantandmore.Butforthattohappen, companiesneedtofirstmaketheirpresenceavailable wherevertheircustomersarei.e.tobecomingatrulyOmnichannel.Havingrunningthesechannels24/7andmake themworktogetherseamlesslywillassistcompaniesin betterclientengagement.
Nomatterhowgoodtheproductsare,aminuteinefficiencyevenintheservicedeliverysystemcouldgo againstcompany.Therefore,organizationsareobligedto resolvecustomer’squeries.However,only4%of dissatisfiedcustomersactuallycomplainandothersdoesn’t formallycomplainbutsimplyturntowardsotherproducts, thereforeitisimperativetouseOmnichannelpathto ensureconsumersthatyouarelisteningtotheirgrievances.
Differentbusinesseshavedifferentsystemsforsupport. Customerexperiencemanagementensuresthatpoor feedbackbecomesasupportticketautomaticallysothat agentsatthebackendcanresolvetheissueinthequickest possibletime.Regardlessoftheindustry,customer’s supportticketsareapriority Throughtheintegrationof organization’ssystemswithCRMsoftware’s,pointofsale systemsandmore,managementcanaccessandprioritize thesecustomertickets.Easeofintegrationandcontinuous flowofinformationbetweenthesetypesofsystemswillbe apre-requisitetoenableintelligentloopclosurein2018.
Bytakingcognizanceofcustomer’spainpointsand addressingthoseinanefficientmannerwillenable enterprisestowinoverthemforalongertime.Utilizing advancedtools,suchaschumpredictortopredictbad experienceswillassistorganizationinbetterclient engagement.Asuperioranalyticsenginecanboostfinancial returns.Allthesefacetsarevitaltomakecustomer experienceabetterone,butitwillonlybepossiblewhen organizationwouldbereadytoinvestinwhateverittakes toredefinecustomerexperience,sincecustomerexperience iseverything.
Withthemissiontohelpemployersinretaining besttalentsandassistingemployeestobe successfulintheirjobsandfurthercreating valueambassadors,Appicaliscraftingacutting-edgeHR solutionfortheindustry.
On-boardingisanimportantstageinrecruitmentprocess thatpaveswayforasuccessfulcollaborationamong employeeandorganization.Dullclassroomoratraditional e-learningcannotofferagreatcandidateexperience. Therefore,Appicalbringsadvancedapproachthatchange thewaycompaniescommunicatewiththeirnewhires.
Appicalhasseenthatonaverageanewhirespends9.5 hoursinthesolutionbeforethefirstworkingdayandithas loweredadministrativeHRburdenby40%.
Appicalwasfoundedin2012andwithinayearofits inception,itshowedagreatsignofsuccessandwontheir firstdealintheUS.Ayearlater,itmadestronginroadsinto thehealthcareandsemiconductorindustry.Launchoftheir
Appical-Nowplatformwhichisavailableonanymobile devicewasabigboostforcompany’sgrowthwhichthis organizationhascelebratedin2015.
Thecompanysawanimpressivegrowthof350%in revenueandon-boardinglastyearandfollowingthat OnboardAmsterdameventformulawasborn.Inthisyear, theyhaveachievedanothermilestonebylaunching Appical.iocoveringevenmoremomentsofimpactforthe employee,includingoff-boarding.
TrademarkProductanditsUniqueness Appicalistheirtrademarkproductwhichisanemployee drivenon-boardingplatform.Thisplatformprovides360 degreevideo,attractivecontentandgames,andhighly interactiveexercisestothenewhiresandassiststhemto successfullystarttheircareers.Appicalhastransformedthe wayinwhichbusinessescommunicatewithnew employees.Inascarcecandidatemarket,itisimportantto bedistinctive,toretainthebesttalent.Therefore,Appical offertheircustomersreal-timeinsightsintoemployee’s dataandfeedback,andmakeon-boardingafunactivity ratherthanatediousone.IttransformsHRprocessesin followingways.
• Tellingclient’sbrandstoryfromdayone
• Sharingclient’smissionandvision
• Guideanewhiretoproductivitywithcoachingby managerandcolleagues
• Minimizingadministrativework
• Retainknowledgeandculture
• Givingapositiveemployeejourney,alsowhenitcomes tooff-boarding
Appical’sadvancedHRtechnologyproductsandservices havewonmanyheartsandhavereceivedmanyawardsas well.Someincludes:
• BrandonHall:2018: Best Organization in Onboarding Technology
• DutchChamSingapore:2017: Winner of Winsemius Awards for professional services
• Winner of iHR Tech award Europe
CaptainofAppical Appicalconsidersthateachofitsemployeesisaherothat hascontributedequallyinshapingthedestinyof organization.Butashipalsocannotreachtoitsdestination unlessithasavisionarycaptainonit.Andthecaptainof ‘Appical’isGerritBrouwer.HeisoneoftheFounders andCEOofAppicalwhohasbuiltthiscompanyfrom scratch.
Incident that led to the birth of Appical: Onhisveryfirst dayofworkataglobalcorporationintheearly2000s, GerritBrouwer,whencametoknowthathisentireteamis awayforaChristmaspartyandhisjobdescriptionalso havechanged.Hegotfrustrated,andtochangethisbadonboardingexperiences,in2011,Gerritco-foundedAppical, aDutchtechstartupthat’snowamongagrowingnumber offirmsthatofferappstohelpemployerswelcome, support,trainandholdontotheirnewhires.
A thoughtful leader: Gerritisahard-coreentrepreneur, game-changerandanenormoustech-&gadgetfreak person.Hehasaclearpassionforpeopleandtechnology andhasaudacitytotransformacreativeideaintoan attractiveemployerbrand.WithintheindustryGerritis seenasaninternationalthoughtleaderwhohassharedhis viewsandopinioninvarioushigh-levelconferences,and amongjournalistsandoffcoursecustomers.
UniqueApproachthatisbenefittingAppical Appicalhasauniqueapproachthathelpstheiremployersin
creatingasuccessfulbrand.Thisapproachisdrivenby theiruniqueon-boardinggamethathelpstheircustomersto involveallstakeholderssuchasthelinemanager,recruiter, HRandexecutivestothinkaboutthestory,contentandthe resulttheywanttoachievefromtheirnewhires.
Employeesnowadayswantaclearercareervisibilitybefore startingtheirprofession.Thisincludesgettingdetailsabout jobdescriptions,careerpathandmore.Byprovidingthese detailstoacandidatecanbuildupasenseofprideand opennesstowardsanorganizationandcanassistitin retainingemployeesaslongaspossibleespeciallyinITand otherengineeringroles.
Speedyon-boardingforthecontingentworkforceisthe othertrendthatisgainingpopularityintheHRspace. Currently,over55%oftheflexworkersarenottakeninto accountinanonboardingstrategy Thiswillincrease significantlyoverthetimeasemploymentcontractswill becomemoreflexible.
Incurrentyear,Appicalhasanambitiousplantolaunch Appical.iowhichwillhavethecapacitytobecomethe leadingHRretentionplatform.Fromfullyautomatedprehiretooff-boardingwhilereducingmanualHRworkto minimum,Appicalispositiveaboutitsfutureendeavorto helporganizationtoinvestintheexperienceofanewhire thesamewaytheydofortheircustomers.Forthem,it’sall aboutturningtalentintoheroes.
Beinguniqueisalwaysbetterthanbeing,“just liketheothers.”Theuniquepositioningofa companyattractsapotentialclient’sattention andultimatelydrivesmorebusinesstothecompany Thatuniquenessalsonurturesabondoftrustwiththe clientsandprovidestheaddedadvantagesofefficient, reliable,andcreativeservices.Fidello,anestablished companyinthefieldofHRtechnologyspaceisalsoa firmbelieverofcraftinguniquesolutionsforeachofits clientsandhasbuiltastrongreputationbytransforming aclient’sneedsanddesiresintoreality.Fidellobelieves thatnotwoclientsarethesame.Eachclienthastheir combinationofneedsandculturethatwillleadtotheir uniquesolution.Onesolutionmadeforoneclientmay notbeafitforanother.Fidellohasamissionbywhich theywork,thatisempoweringtheirclientsbycreating uniquehumanresourcesolutionsspecificallyfittingtheir needswhileleveragingtheircorporateculture.
Fidello’ssoftwareasaservicemoduleapproachtotheir TalentManagementsuitehasthepotentialtoquickly deliveruniquecustomizedsolutionsforitsclients.The softwareisknownasHRweband,ithasbeenserving theclientssinceitsonlineinceptionin1996.This softwarehasmanymodulesthatsupportonboarding surveys,performancemanagement,competency assessment,successionplanning,learningmanagement, careerplanning,organizationalplanning,exitsurveys, andmore.Eachofthesecomponentscanbetailoredto meetaclient’sspecificneedsandcanbecombinedin wholeorinparttocreateacompleteclientsolution. Theseuniqueclient-basedsolutionsfitthestrategic needsoftheorganizationandmatchorenhancethe organization’sculture.Forclients,notjustwillingto “tic”acheckboxthattheyhaveasolution,butclients thatneedasolutionenablingtheirtalentmanagement visionefficientlyandaffordably,Fidelloprovestobea mostvaluableoption.Theiruniqueapproachhas producedsolutionsforclientsacrosstheglobe.These solutionsandtheirresultshaveevenbeenreferencedby clientsanddiscussedinpublicationssuchasHarvard BusinessReviewamongothers.
Fidellowasfoundedin1987,andinthese30+years theyhaveprovedthemselvesasexpertconsultants
havingexpertiseindesigningsolutionsaround performanceimprovementthataddressesallaspects humanresourcemanagement.TheUSPofFidelloisto identifytheuniqueneedofitsclientsandassistthemin designinganddeliveringvariedhumanresource managementsolutionsthatultimatelygivesitsclienta competitiveadvantageintheirrespectivemarketplace. Fidellohashelpedtheirclientstocreateormodify systemsdesignedtoattract,develop,reward,andretain individualswhocanmeettheorganizationshigh standardsofstrategicperformancewhileembracingand enhancingtheirculture.
Fidellohasbeenapplaudedbyitsclientsforitsagility andentrepreneurialspiritintailoringandupdating systemstomeetthechangingclientdemandsandthe developingtalentmanagementmaturitywithinthe organization.Manyprominentmediahouseshavealso recognizedFidello’scontributiontowardsthefieldof HRtechnology.Ithasbeenlistedamongoneof “The 10 Most Valuable HR Technology Solution Providers 2017” and “Top 10 Talent Management Software Solution Providers 2017” byprominentglobalmagazines.
ChrisBjorlingisthePresidentandCEOofFidello.He believedthata‘one-size-fits-all’approachdoesnotwork inthismoderndayandtobeonthebleeding-edgeofany businessanorganizationmustdevelopuniquesolutions thatarenotonlyinnovativebutcustomizedaswell.It wasinthisbeliefthatFidellotodaytastesthedifferent flavorsofsuccess.Hisabilitytoseeaclearsolution
fromauniquesetofclientvariablesanddistinctculture hasmadeFidelloaleaderincustomsolutions.
Fidelloattractsclientsbecauseoftheiruniqueapproach. Toooftencompetitivesolutionsofferlittlecustomization orarenotabletoleverageanorganization’sunique culture:theselimitsmakeFidelloanattractive alternativetoselectingasolution.Fidellohasmany yearsofexperienceinnotonlycreatinguniquesoftware toolsbutalsoinprovidingconsultinginsupportofthe toolsandprocessesthatallowstheclienttofeelsecure inusingtime-testedapproachesaswellasaddingin trendsettingfocus.
Fidellowillcontinuetoimproveitsabilitytoprovide cuttingarttalentmanagementsolutionsleveragingthe mostrecentadvancesandconformingtotheusage trendsoftheirclient’sworkforce.Theywillcontinueto maketheirproductsandmodulesmoreconfigurable whilenotlimitingtheirabilitytoachievetheirstrategic talentmanagementplan.
sanemployee,ifyouweregivenachancetosellyourskillsonthe
Aglobalstagewithagreatersenseofautonomy,independence,and flexibilityascomparetothetraditional9to5job,whatwouldyou prefer?Asanemployer,ifyouweregivenachancetohireapotential candidateon-demandatyourtermsandconditionsascomparedtoa permanenthire,whatwouldyouprefer?ThisiswhereGigeconomycomes intopicture.Thedaysof‘life-long’careerswithinthesamecompany,longtermstabilityofasignedjobcontract,guaranteedsignificanceoftheskills acquiredinthecollege,andpredictableworkroutinesarelonggone.
Inthisfastpacedglobaleconomicera,thereisagrowingdemandfor independenttalentwhoareautonomousandwillingtoselltheirskillsetson theglobalmarket.Therearemultiplefactorsthataregivingexponentialrise toGigeconomythanevenbefore.Belowaresomeofthesefactorsthatare fuellingthegrowthofGigeconomy,whichisconsideredasthenewand burgeoningtrendintheHRspace.
Accordingtoasurveyconductedon6,247Gigeconomyworkers,57%said theychosefreelancepathtoearnmoremoney.Onanaverage,afreelance workermakes$60,000ayear,accordingtoMBOpartners.Whenaperson worksasafreelancer,heisnottiedtoincrementalsalaryincreases,orlimited tohowmuchyoucanmake.Dependingupontheindustry,skyisthelimit. Andthisiswhatfascinatesmosttothefreelancers. Dowhatyoureallypassionateabout
Peopleworkbecauseitgivesthemthemostimportantresourcerequiredto livei.e.Money.Buthowmanypeopledotheworkwhichtheyreallyfind fascinating;thatisthemilliondollarquestion,andanswermightbeafraction ofthetotalworkforce.Thisisanotherreasonpeoplegetattractedtowards freelancing,asitgivesthemanopportunitytodowhattheyreallyfind interestingandhaveapassionabout.
Gigworkershavefullcontroloftheirworkload,theycanpickandchoose howmuchtheycantakeonandwhereandwhentoworkattheirown convenience.OneLinkedInsurveywhichwasconductedon10,000workers revealedthatmorethan46%valueworkinginsuchafashionbecauseit allowsthemtoworkonflexibletimings.AccordingtoForbes,morethan 35%liketheworklifebalancethatGigeconomyprovidestoitsworkers.
Inapermanentjob,employeeworksforsomespecificjobroleandarebound toworkinthesamedomainiftheywantagreaterhikeorabetterposition. Whereas,gigworkerhavethelibertytochangecareertrackwheneverthey
want.Ifapersonwantstomakesomemoremoney,wantto trysomethingnew,orwantbetheirownboss,thenbeinga gigworkertheycanachievethesegoalsandhavemore controloverwhattodonext.Forabigdreamerwhonever getssatisfiedwithatraditionaljob,enteringflexible workforcemightbearefreshingchangeofpace.
Inmostpartofthecontemporaryworld,employersalso nowgracefullyaccepttheoptionofcontractualmanpower duetovarietyofadvantagesthatcontractworkerbringfor anorganization.
Skill based Hiring: Manyjobsrequireaspecialistonly whenthereisadireneedofit,notallthe365daysayear Then,whytospendextramoneyonafulltimeemployee,is theburningquestionthatarisesinthemindofrecruiters
timetotime.Thisiswheregigworkersfit intothepicturemoreconvenientlythana fulltimeemployee.Whenemployers seekagigworker,theyoftenlookfora specificskillsetamongcandidates. Sinceagigworkerisnotafulltime employeeandhiredtocomplete specificproject,chancesof gettingworkdonemore efficiently,effectivelyandin timelymanneralwaysremains high.
Speedy Hiring and Onboarding Process: Conventional onboardingprocessmanytimes takesweeksorevenmonths. Butindividualsintheflexible workforceareexpectedto onboardmuchmorerapidlyand evenseamlesslyintegratetheir workwiththeteam.Since companieshiregigworkersfortheir expertiseinthesubjectmatterandthere isanocommitmentforafulltime employment,workersdogethiresfrom variousplatformsinaveryspeedymanner withfastonboardingprocess.
Whilealternativeworkarrangementhasbeeninthefashion forlongbutitsusagehasgrownsignificantlyoverthepast decade.Thefractionofcontingentemployeesinthelabor forceincreasedfrom10%to16%between2005and2015, withalternativeworkarrangementsaccountingforallofthe netgrowthinemploymentoverthepastdecade.
Theincreasedapplicationsofdisruptivetechnologieslike ArtificialIntelligence,roboticsandautomationwillshape thefutureofglobalworkforceandwillsignificantlygive risetoso-calledgigeconomy Accordingtoonesurvey,an estimated7.6millionAmericanswillberegularlyworking asprovidersintheon-demandeconomyby2020,morethan doublingthecurrenttotalof3.2millionflexibletaskforce. Gigeconomyisstillatthenascentstage,accordingto researchfirmPwC,gigeconomycovermerea2%ofthe totalrecruitmentmarket.Butby2020,gigeconomywill worth$63billionglobally
platformslikeGoogleDrive,Honeyeffortlessly becomesthecentrallocationforallcriticalcompany information.Themostsuccessfulcompaniesusing Honeytosharethreemaintypesofcontent:
• Announcements -Importantupdatesfromsenior leadership,companynewsletters,andtime-sensitive eventslikeopenenrollment
Rachel Kaplowitz CEO
Byhelpingpeoplebecomemoresuccessfulat workandprovidingclearercommunication channelsbetweencolleagues,Honeyis revolutionizinganddemocratizingthewayfast-growing, savvyteamscommunicate.FoundedatanawardwinningdesignagencyinBrooklyn,Honeygives employeesasimple,centrallocationtofindallcompany informationandupdatestheyneed.
Honey-asimple,modernintranet
Honey isasimple,design-focusedintranetplatformthat helpscompaniesshapetheirculture,manageinternal communications,andmaintaintransparency— especiallyduringtheperiodsofhigh-growth.Companies likeLyft,LearnVest,Huge,andLowe’suseHoneyevery daytokeeptheirteamsconnected.Honeyfunctionsasa companyhive,allowingteamstoorganizeandmanage allinternalcommunicationsinasimpleway.With integrationstochatappslikeSlackandfilesharing
• Resources - Contentlikelogofiles,employee handbooks,companypolicies,andseatingcharts
• Social - Thefunstuff,too!Likeworkanniversaries, newhires,promotions,happyhours,andholiday partyphotos
Morethanjustagreatproduct
Honeyisallaboutreducingfrictionatwork-for employeeswhoneedtofindinformationandfor managerswhoneedtocreateit.Thisphilosophyof makingthingssimpler,easier,andfriendliertranslatesto theircustomerrelationships,salesprocess,internal companyculture,and,ofcourse,theirproduct.Mostof theirgrowthhasactuallycomethroughclientreferrals, recommendedfrequentlyonHRforums,Slackchannels, andLinkedInGroups.Plus-whenHoneyusersmoveon tonewcompanies,theyfrequentlytakeHoneyalong withthem.Asaresult,Honeyhasbuiltloyal relationshipswithitsusers,evenwhentheymoveonto newventures.
Honey’sfreshapproachtothestaleintranetspacehas
notgoneunnoticed.Honeywascrownedthewinnerof the Global Startup City Demos competitionatInternet Week,NewYork,andreceivedthetophonoratthe Ultralight Startup Competition.And,moreimportantly, theyhavethecustomerstovouchfortheirexcellence.
“Honey’s interface is beautiful! I’ve used similar platforms in the past at other employers, and I think Honey does it best.” - DigitalStrategist,fullservice communicationsagency,Philadelphia
“I’m not sure how you guys do it, but I feel like every time I think of something to add to Honey, it’s already in the works. Wow, you guys are amazing” - Executive ProjectManager,mobileadtechcompany,San Francisco
“We did an informal poll at today’s staff meeting about how happy people are with Honey and there were only positive replies. It has cut down on a massive amount of emails, and it is so much more fun. Everyone is very happy with it! Thank you so much” - Operations Director,nonprofitorganization,Denver
Leadershipandtheeventthatgavebirthto‘Honey’
HoneywasfoundedbyRachelKaplowitz(CEO), ChipKellam(CTO),AlisonMorris(VP,Customer Experience),andJasonTiernan(HeadofDesign), whiletheywereworkingtogetheratHuge,adigital agencyinBrooklyn.Aspartofa1,000+personglobal team,theyknewhowharditwasforeverybodytostay onthesamepageandknowwhatwashappeningacross theagency Whentheylookedintobuyinganintranet, theyweredisappointedwiththeoutdateddesigns,the clunkyfunctionality,andthecomplicatedsetup involvedwiththeavailablesolutions.So,theydecided tobuildtheirown.Turnsout,theyweren’ttheonly companystrugglingtofindaperfectsolution!
Honey’svisionisasimpleandpowerfulone-theywant tobethemosttrustedworkproductintheirclients’lives. Fromaproductperspective,Honeyistheplace employeesturntogettheinformationtheyneed,when andhowtheyneedit.Fromacustomerperspective, Honeyisthefirstcallwhentheirusershavequestions aboutscalingtheirinternalcommunicationstrategyas theydoubletheirheadcountorgothroughamajor companyevent.Finally,fromateamcultureperspective, Honeyistheplacewhereemployeeshaveavoice, understandtheirworkmatters,andconfidentlyknow theyhavethesupportandappreciationoftheir colleagues.
It’sbecomingeasierandcheaperthanevertocreateand sharemeaningful,high-qualitycontentforinternal companyuse.Asmorecontentiscreatedanddistributed overchannelsdesignedforquick,real-time communication-likeSlackandemail-itwillbecome imperativeforcompaniestoimplementasolutionfor evergreenandstrategiccontentsotheiremployeescan actuallyfindcriticalinformation!Honey’sintegrations withSlack,email,andfilesharingplatformslikeGoogle DriveandDropbox,positionsHoneyastheclear solution.Asthistrendinhigh-volumecontentcontinues togrow,Honeywillcontinuetobeestablishedasthe must-havetoolforcompanycommunication.
URL: www.sharehoney.com
spacethathasexpertiseinprovidingwiderangeof cloud-basedsolutionsrelatedtoperformance management,employeeengagement,rewardsand recognition,realestatesolutionsandmore.
Employee’sbehaviourandperformanceplaysa pivotalroleindecidingthefateofany organization.Justgettingtherightpeopleonboardisnotenoughthesedays.Nurturingthemforthe challengingfutureroles,evaluatingtheirperformance, givingthemproperfeedback,providingplatformto upgradeskillsets,encouragingthemwithrewardsand recognitionsalsoplaysasignificantroleinemployee retentionandisevenbeneficialfortheiroverall productivity.
Duetothesefacets,organizationsallaroundtheworld arenowtakingemployee’sperformancemanagement softwareveryseriously Thisisthereasontalent managementmarketisahottopicthesedays. INCENTCOisanorganizationthathasbuiltastrong reputeofdeliveringcutting-edgeperformance managementandemployeeengagementsoftwareall acrosstheworld.ItisaleadingnameofHRtechnology
INCENTCO’sproductshavetheabilitytoinfluence employee’sbehaviourthatcanresultinincreased performancewiththehelpofrighttoolsandtechnology TheorganizationoffersgamifiedSaaSplatformtocreate andadministeradvancedperformancemanagementand excitingrewardsprograms.Theirplatformincludes:a robustrewardandrecognitioncomponent,agamified userportalandeasy-to-useadmincontrol,organization setupandhierarchy,performancedashboards,reporting toolsandmore.
Mostofthecompaniesdonotofferallofthefeaturesin onesingleSaaSplatform.ThisiswhereINCENTCO takesthelead.INCENTCO’ssolutionseliminatethe requirementofmultiplevendors’solutionstocater client’sneeds.Theirflagshiptechnologydoesnot requirecomplicatedintegrationandtherebysavesalot ofcriticalITresourcesandreducesimplementationtime aswell.
INCENTCO’strademarkperformancemanagement technologywasoriginallydesignedfortheU.S. apartmentindustrythatenabledmanagerstousepoints insteadoffreerentasanincentive.Thisapproachwas receivedverywellamongthetargetedaudienceandthe word-of-mouthpublicityspreadinsuchamannerthat suppliersinthatspaceapproachedINCENTCOand
startedrequestingtousetheirplatform.Afterthat success,theirtechnologyfoundmanyrecipientsoutside apartmentindustryaswell,andisnowbeingusedin multipleindustriesforbothemployeesandcustomers.
INCENTCO’s‘pay-as-you-gomodel’isahitamong customers
Client’slovetheirplatformduetoitseasy-to-useandno ITintegrationrequirementcapability Their‘payasyou gomodel’isahitamongcustomersthatenables companiesofallsizesandbudgetstocreatetheirown customprogramsbasedontheircompany’sKPI.Itis commonforaclienttostartwithoneprogramandthen expandthescopethroughouttheirorganizationasper theirneed.TheefficiencyandusabilityofINCENTCO’s productledthemtoearnnumerousprestigious recognitions.Themostnotableamongthosewasbeing recognizedbyaleadingtechnologymagazineamongthe Top 25 HR Technology Providers of 2017.
QualitiesthatareassistingINCENTCOtoattract moreclients
INCENTCO’s technologyoffersa ‘one- stop shop’solutionthatprovideHRtechnologiesthatareeasy touse,fasttoimplement,andaffordableforanysized organization.Thiseaseofusecoupledwithoutstanding personalizedserviceiswinningcustomerstrustand helpingINCENTCOtoexpanditsbusinessfootprint.
GerryWiatrowskiandGregSmitharetheFounders ofINCENTCO.Theseleadershavebeenworking togetherforover20yearsandwiththeirshrewd knowledge,creativethoughtprocessandadeptfinancial skillset,theyareguidingthecompanytowardsthepath ofprogression.Thesegentlemenhavetheirspecificroles andresponsibilitywhichtheyfollowreligiously.Gerry
Wiatrowskiisresponsibleforplatforminnovation, marketingandsaleswhileGregSmithmanagesand leadscompanyoperationsincludingITandredemption strategies.
‘Work from home’ isagrowingtrendinHRspace
Theworldhaswitnessedanincreasedmomentum towardspeopleoptingtoworkfromhomeratherthan traditionalonpremisejobs.Manycompaniesprovide flexibilityintermsofworkinghoursandevenallow employeestoworkfromhomeinmanycases.Although thisneedstoberegulatedcarefullyinordertoachieve thequalityofworkwhileallowingworkfromhome.For someemployersallowingthis(remotework)present severalchallenges.ButINCENTCOhasasolutionfor thisconcernaswell,andthisisonereasonthat INCENTCO’ssolutionhasbeenwellreceivedin market.
INCENTCO’sfutureendeavourswillbetocontinueon itspathtoinnovation.Theyarereadytocontinually upgradetheirtechnologywiththesameconsistencyin ordertomaketheirproductseveneasiertouseforboth theirclientsandparticipantswhileprovidingascalable platformthatcanbeusedacrossallindustriesinthe globalmarketplace.
Our technology enables businesses of all sizes to ‘plug and play’, comprehensive performance management or rewards and recognition program in a customizable and gamified environment.
Recruitmentismoreofamarketing activitythaniteverhasbeen.The world’smostsophisticatedmarketers combinetargetedmarketing programmeswithastructuredsales processasaholisticapproachtodrive awarenessanddesirefortheirproducts orservicesandwhendoneina comprehensiveway,thisisreferredto asdemandgeneration.
TalentDemandGenerationisthefocus ofanemployer’smarketingeffortsto raisedesireineveryonetheymight wanttohirenoworinthefutureto wanttoworkfortheirorganisation.
Organisationsarefightinghardfora shareofeachindividual’smindspace. Togetpeoplethinkingaboutworking withyourorganisation,youare competingwithAmazonforshopping,
Facebookforsocialising,Match.com fordatingandNetflixforTV streaming;notwhoyouwouldthinkof asyourtraditionalcompetitors.
Untiltheinternetbecameso ubiquitous,theonlypeopleyouwere reallytalkingtoaboutcareerswith yourorganisationwereactivejob seekers.
Nowhowever,youareableto disseminatesubliminalmessagesto everyone youmightwanttohiretoday orinthefuture.Youcan:
- ConnectwiththematLinkedIn, followonInstagramorTwitter
- Encouragethemintoyourtalent communities
- Usepaidsearchengineorsocial mediamarketingtoadvertiseyour vitalmessages
- Nurture,trackandautomatically scoreeachpotentialcandidate’s engagementwithatalentpipeline productlikeCandidate.ID
Everyemployerwillhavedifferent demandgenerationchallengesand opportunitiesbutsomeofthemost commonmayinclude
- Buildingawarenessofyour organisationasadesirable employer
- Buildingawarenessofyourhiring managersaspeoplecandidates shouldwanttoworkfor
- Positioningtheuniqueselling pointsofyourorganisationasan employer–oftenlinkedtoculture andencapsulatedinanemployer brandandemployervalue proposition
- Changingperceptionifforexample yourorganisationisrenownedfor poorpay,conditionsorculture
Theworld’smostsophisticatedtalent acquisitionteamsapplydifferent
After 3 successful years making placements, Adam moved into recruitment and employee communications with HAVAS and PwC. In 2009 he founded Social Media Search, helping employers use social media for recruiting. After 4 years as a JV with Norman Broadbent plc, Adam undertook a management buy out in December 2016 and formally launched talent pipeline software product Candidate.ID. Candidate.ID enables international employers to drive candidate demand and create genuine, sustainable talent pipelines.
tacticsforhiringthatone-offlegalcounselvacancyversus thepositionsthatarenon-stopconveyorbelthiring requirements.Examplesmightincludesalesandscientist rolesforbiotech,customercontactrolesforcustomer servicesandkitchenmanagersforleisure.
Forevergreenhiring,Ibelieveitisvitaltoidentifyand maintainvisibilitytothetotaladdressablemarket.Thatis everyoneyoumightwanttohirenowandinthefuture.
Howdoyoudothis?You:
- RefreshandenrichthedataonyourATSorCRM
- Undertakeacampaignto‘wakethedead’onyourATS orCRM
- Identifythemonsocialmediaandotheronlinesources
It’slikelyyourtotaladdressablemarketincludesalarge numberofpeople.Toactivateeachpersoninthepastyou neededtocommunicatewiththemall1:1.
Thishoweversimplyisn’tascalableactivityotherthanin theexecutivesearchareaofrecruitingandthisisthereason whyithasbeenextremelydifficultforemployersto generategenuinetalentpipelines.
Nowhowever,technologyhasemergedinrecruitment whichallowsemployerstonurturetheirtotaladdressable marketandbasedoneachperson’sinteractionswiththis nurturecontent,identifywhoiscold,warmand‘hireready’.
Ifyouareabletonurturerelationshipswithpotential candidatesatscale,youcreatemoredemandfor employmentatyourorganisation.
Ateachstagebelow,yourchallengeistodrivemorepeople tothenext.That’stalentdemandgeneration.
1) TopoftheFunnelTalent:Thisisthegroupwhoare merelyawareofyourorganisationasanemployer Mostpotentialcandidateswillstartatthetopofthe funnel.Nurturethesepeoplebysharingskillsand
industryinsightsforexample,ideallyauthoredby hiringmanagers;peopletheymightwanttoworkfor orwhosejobstheymightwanttooccupyinthefuture. Don’tmarketyouremployerbrandandcertainlynot sendjobopportunitiestothesepeople.
2) MiddleoftheFunnelTalent:Thesepeopleare displayingmoresignsthatexpressinterest.Theyhave movedbeyondyourtopofthefunnelcontentandhave movedontoyourcorporateorevenperhapscareers website.Theymayhavelookedatthehiringmanager onLinkedInoryourcompany’sculture,visionand values.Sharetraditionalemployerbrand-typecontent withthem.
3) BottomoftheFunnelTalent:Thesepeopleareorare nearly‘hire-ready’.They’vebeenlookingatyour careerssiteandperhapsspecificjobopportunities. Dependingonthesizeofthispopulation,yournext stepmaybesimplytoarrange1:1conversationsand findoutabouteachperson’scareeraspirations and wherethatmightsyncwithyourrequirements.
Yousimplycan’tdrivedemandifyouaresendingthesame content(particularlyjobdescriptions)toeveryoneonyour database.Youmustusetechnologytounderstandpeople’s preferencesaccordingtotheirbehaviour.
Candidate.IDenablesinternationalemployerstodrive candidatedemandandcreategenuine,sustainabletalent pipelines.
David Long CEO
Everythingrisesandfallswithleadership. Employeescanonlybefulfilledatworkifthey areengagedintheirwork.Thatresponsibility restssquarelyontheshouldersofthatteammember’s directsupervisor Theonlywaytotrulyimpactthe cultureofanorganizationistoimproveleadership.Star Culturesupportsthegrowthofmanagerswithgood intentionsintoleaderswhoknowhowtoengageand motivatetheirteams.StarCulturetransformsmanagers intoleaders.
WhatisStarCulture?
StarCultureisastate-of-the-art,prescriptiveleadership developmentsystem.Thesystembeginswitha diagnostictoclearlyidentifyyourgreatestneedfor improvement.StarCultureusesauniquecombinationof EmployeeEngagementSurveysandExecutive
Coaching.Itcombinesanonymousemployeefeedback assessmentswithshort-burstleadershiptraining,all whilesupportingsustainabilitywithapersonalized coachingexperience.
NothinglikeStarCultureexistsinthemarkettoday Thereareengagementsurveys,andthereareoptionsfor leadershipdevelopment.However,nootherprogram usesengagementsurveystoprescribeaspecific developmentpathforyourleaders.StarCultureisthe differencebetweenbeingbusywithabunchof‘good’ thingsandbeingsurethatyouareimplementingthe mosteffectivesolutionsforyourteam.
Inthebeginning,StarCulture’spartner company, MyEmployees,hadnowayforclients toquantifythesuccessoftheiremployee rewardsprograms.MyEmployeeswantedto provideclientswithemployeeengagement surveysoverthecourseoftheirrewards programsoclientscouldtrackhowthe recognitionwasaffectingengagementlevels. MyEmployeessoonrealizedmostofthe employeeengagementsurveyindustryonly providedleaderswithalistofengagement issueswithoutofferinganysolutions.From there,StarCulturewasborn.
Designingqualitytrainingcontentiscomplicated, timeconsuming,andanexpensivetask.Ittakes weeksandmanytimesmonthstodesigngreat contentduetothemanualinstructionaldesignprocessthat requirespecializedpeopleandtools.Becauseofthis, trainingdepartmentscan’tscaleandconsistentlyfailto meetbusinessneeds.Synapseautomatesandstreamlines theinstructionaldesignprocess.Theircloud-basedplatform letstrainingdepartmentscollaboratetodesign,develop, manage,andscalecorporatetrainingneedsquickly,easily, andeffectively WithSynapse’strainingdesignand developmentsoftware,anyonecanproducequalitytraining contentmuchfasterandatlowercosts.
Designingtrainingcontentisnotaneasytask;many corporationseitherdon’thavethetime,resourcesor expertisetoperformthisworkwell.That’swhySynapse hasamissiontoautomatehowcorporationsdesigntraining content.Theirvisionistobuildsimplesoftwarethat
becomesacorepartofeveryorganization’slearning developmentstrategy.
TheirclientsincludeLearningDevelopmentandTalent Developmentdepartmentsfromsomeofthelargest companiesintheworld.Theyarehelpingthese organizationsstreamlineandautomatehowtodesign trainingprograms.Theirclientsoftendesigntraining contentforperformancesupport,microlearning,on-the-job aids,andforsociallearning.
Oneoftheirclientshadaneedtodesign800Micro learningmodulesinjust4months.Theydesignedan internalcrowdsourcingcampaigntomotivateand encourageinternalsubjectmatterexpertstoparticipatein contentdesignanddevelopmentefforts. Thetraining contentwasscaledacross4countriesinmultiplelanguages tomeetbusinessgoals.Notonlydidtheysave65%ofcosts vs.estimatesfromvendors,buttheyalsoprovidedthe know-howandinformationneededfortheiremployees. Synapselovesuccessstorieslikethisbecauseitmeansthat theyarecontributingininnovation,continuouslearning, andorganizationalsupport.
ADesirableNeedthatLedtotheInceptionofSynapse Synapsehadlauncheditsplatformin2016,althoughthe foundingteamfirstdreameduptheideainlate2015while attheEDGEEdTechacceleratorprograminNewYork. Thecompanywasinitiallyfoundedbythreefounders: Ryan
Austin, Josh Crohn, and Sebastian Leks aftertheygrew tiredofwatchingcompaniesstruggletobuildtraining content.They’vefacedthesesamechallengesthemselves. RyanandJoshhadpreviouslyco-foundedandbuilt corporatetrainingcompaniessuccessfully.Sebastianhad builtknowledgemanagementsoftwaresolutionsforlarge enterprises.Afterwinningmanylearninginnovationawards fromcredibleindustryproviders,Synapseisnowbeing usedtoempowersomeofthebestbrandsintheworld.
• First Place: Learning 2016 by Elliott Masie
• Mobility-X by Daimler Financial
• Runner up Teachers Deliver Award
“Working with subject matter experts just became easy! Synapse enables my learning team to drastically cut the time it takes to produce and maintain content” ---Mori Seriki,VicePresidentofLearning&Development,Envoy Mortgage
RyanAustinistheCo-Founder&CEOofSynapse.Heis acreativethinkerwithdeeploveforentrepreneurship.With hisstrongstrategiccapabilities,leadership,andbusiness judgment,Ryanlikestosolvecomplexproblemsandbuilt productsthatclientslove.Ryancontinuestoworkwith clientsanddrivestrategicvisiontoenableSynapseto developthenewLearningDesignSystemmarket.
Synapsealwaysaimtolistentotheirclients’needsand buildfeaturesthatprovidearealbenefitaroundproblems theirclientsface.Byinnovatingwithclientsandlistening tothemarket,theyaredestinedtodogreatthings.
Synapsehasbuilttheworld’sfirstLearningDesignSystem. Incorporatelearning&development,manytraining departmentsrelyoninstructionaldesignmodelslike ADDIE(analysis,design,development,implement, evaluate).WhilstthereareothersystemslikeAuthoring ToolsandLearningManagementSystemsthatautomate howtodelivertrainingcontent,thedesignand developmentphaseisdonewithmanualprocessesthat don’tscale.The Learning Design System isanew technologythatautomatestheinstructionaldesignprocess, enablingcorporationsandL&Ddepartmentstostandardize bestpracticesacrosstheorganizationatanyscale.Anyone cancontributetodesigninganddevelopingqualitycontent fortheorganizationandautomaticallymeethigh-quality designstandards.
Synapsehasbeendevelopingtechnologyinthreephases. Thefirstphaseistoautomatetheinstructionaldesign workflowprocesswiththeirsoftware.Phasetwoisfocused aroundenterpriseappintegrations.Theyhavejust partneredwithMicrosofttobuildanativeapplicationon MicrosoftTeamsforcorporatetraining.Thelastphaseis focusedaroundintelligence.Synapsehasbeenbuiltonan AIengine,andtheyhavebeendevelopingsolutionsto maketheirrecommendationsenginesmarter
Synapsebelievesthatthisisabigmission,buttheyalways strivetobecomebetteranddomore.Theirgoalistowork withthebestclientsandpartnerwithgreatcompanieswho arealignedwithSynapsemission.
“
The secret of my success is that we have gone to exceptional lengths to hire the best people in the world”
- Steve JobsThesaidquoteitselfexplainsthepowerofrecruiting‘right’ candidate.Arightcandidatehasthepotentialtotransforman organizationfortunetoanewlevel.Arightcandidatebrings qualityandeffectivenessthatbuildsabrandanddevelopsa uniquecustomerexperience,whilea‘wrong’candidatecanlead toalotofextrastressandissuesthatcanhinderthe developmentofabusiness.Butatthecore,hiringrighttalentis important,andthisiswhereHRpersonnelstrugglethemost. Withtheadventofanemergingtechniqueknownas“People Analytics”,hiringrightcandidatewillgeteasythaneverbefore.
Competitionforonboardingtoptalentisgettingfierce, especiallyinindustries,likeIT,financialservicefirms, healthcaresector,andmanufacturing,thataregoingtowitnessa massivetransformation.Evergrowingnumbersofjobseekers, shakeneconomyandneck-to-neckruthlesscompetitionare makingHR’sjobevenmorechallengingtofindrighttalentfor therightjob.Onetechniquethatisseenasasolutionforthesaid problemis“PeopleAnalytics”.Itisanemergingfieldthatis pullingeveryone’sattentionduetoitspotentialtoassistHR peopleinrecruitingtherighttalent.
PeopleanalyticsorHRanalyticsistheapplicationof statistics,mathematics,andmodelingwhichcollectsand processworker-relateddatatoseeandpredictpatterns.This techniqueassistorganizationstopredictwhethera particularpersonfitforagivenjobornot.Duetoitsability toboosthiringandretainingtherighttalent,somepeople havegonesofarthattheyhaveevenstartedcallingitasa “crystalballforHR”.
• Identifyingthefeaturesorvariablesinjobsand employeesthatmatter/countsmost
• Matchingthoseimportantjobvariableswithapoolof applicantsorrecruits
• Predictingthelikelihoodofaworkertostayonthejob foralongtimeorto“churn”
• Andrecommendingsalariesandothercompensationto bolsterlongevity
Therearelotsofimportantquestionsthatariseintothemind ofmanagementpeopleslike:Howcanwefindmoretop performers?Whatdoourmostsuccessfulleadersdoto excelattheirwork,andhowcanwereplicatethatacrossthe organization?Whichpeoplearemostlikelytostayforlong? Whichemployeesarelikelytoleave?Withtheright analyticaltoolinhand,onecangettherightandaccurate answerstothesevitalquestionswhichplaysapivotalrolein shapingcompany’sfortuneandcanassistanorganizationto maintainarobustworkforce.
PowerBI
PowerBIlinkmultiplesourceslikeSQLdatabasewith people’sdata,livetwitterfeed,machinelearningAPI’sand more.Allthesedifferentdatasourcesarethencombined withanaggregationprocesstocreateonelargedatabase.
Theconsolidateddatathencanbeusedtocreatepivottabletoletendusergetaquickinsightinthekeyareasofthe workforce.And,allthesemeaningfulinsightsthentheendusercanseeinauser-friendlymannerwithPowerBI’s dashboardingcapacity
Dealingwithanalyticsrequiressomesortoftechnicalcapabilitytomakethemostofit.Butwhatiftheenduserisnot atechnicalpersonbutstillwantthesameresultswhichcanbederivedfromtheabovetool.Answertothissaid concernis‘SPSS’tool.Withouthavingextensivestatisticalknowledge,anendusercandoanexploratorycorrelation analysisoraquickregressionanalysis.ThismakesSPSSoneofthemostcommonlyusedHRanalyticstoolsinsocial sciences.
Itisapeopleanalyticaltoolwhichisbestsuitedtoprocesshugedatasets.Itprovidesvaluableinsightsthatcanhelp anorganizationtomaintainrobustworkforce.It’spotentialtoletenduservisualizeandstatisticallyanalyzecandidate datawiththehelpofuserfriendlyinterfaceistheprimereasonbehinditspopularity.
ManyrecentstudiesevenprovedtheeffectivenessandproductivityofPeopleAnalyticstechniques.Recently, Deloitte’sBersinfoundthatorganizationsthatusepeopleanalyticstechniquesatasophisticatedlevelreported82 percenthigherthree-yearaverageprofitsthancorporationswithoutproperly-deployedpeopleanalyticsmethods.
Overtheworldmorenumberofschools,colleges,anduniversitiesareopeningupthaneverbefore.Thereisan increasedawarenessforeducationaswell.Morepeoplewanttogetaccesstoqualityeducationtoraisetheirliving standards.Alltheseareresultingintoincreasednumberofjobseekers.Withbusinesscompetitiongoingintensewith eachpassingyear,recruitingrighttalenthasbecometheneedofhourforHRpersonnel.Thepotentialbenefitof PeopleAnalyticswillthendefinitelyassistHRfraternityinrecruitingandmaintainingarobustworkforceifapplied meticulously.
Saku Valkama CEO & Co-founder
Currentrecruitmentsystemdoesnotserve companiesorcandidatestoitsfullpotentialand intentionforwhichitmeantfor Asperestimates, 70%ofresumesareneverevengottouchedbythe recruiter.Thereasonbehindthatisthelargenumberofjob applications.Thenumberofapplicationsinatraditional recruitmentprocessissohighthatthereisalmostnowaya personcanmanuallyreviewthem.Asaresult,when100 peopleapplyforajob,onepersongetselectedandrest99 faceimpersonalrejectionsaftermonthsofwaiting.To changethissystemandrevolutionizetherecruitment process,TalentAdorecameupwithoneuniquesolution knownasVirtualRecruitmentAssistant(VRA).
TalentAdore’s Virtual Recruitment Assistant (VRA) treats everyjobapplicationasimportantasothers.Whatmakes thisassistantauniqueinthemarketisthatitintegratesthe bestpartsofApplicantTrackingSystems(ATS),advanced communicationtechnologies,andintelligentautomation.
WiththehelpofArtificialIntelligence,recruiterscansend personalizedstatusupdatesandfeedbackmessagestoeach jobapplicantandthattoowithnoextratimeandlarge effort.Thissystemempowersrecruitersandgivesthemfull controlofmanagingtheentirerecruitmentprocess:from jobpostingstohiringandevenbuildingdynamicTalent Communities.
VRAsystemputscandidatesbacktothecenterof recruitmentprocess.Evenifcandidatefacesrejectionthey getthereasonbehindthat.Consequently,theirsolutionhas asignificantimpactontheircustomers’employerbrandsas well.Asperdata,whenrecruitmentishandledintheoldfashionedway,around20%oftherejectedcandidates recommendthecompanytotheirfriends.WhenVRA systemisinuse,upto70%ofthemrecommend.Thatis somethingveryfascinatingaboutVRA.
BeliefbehindtheBirthofTalentAdore WhenthefoundersofTalentAdoreidentifiednumerous flawsintherecruitmentprocessespeciallythefactthat candidatesarebeingtreatedasID-numbersratherthan humansbytherecruiters,theypledgedtoprovideasolution thatcanchallengetheoutdatedwaysofhiringandwhich canbringbackhumantouchtotherecruitmentprocess.
ShortJourneythathasseenanImpressiveBusiness ExpansionacrossmanyCountries
TalentAdorewasestablishedin2014bytwoentrepreneurs, SakuValkamaandJoniLatvala.Inlessthanthreeyears sinceitsinception,thecompanyhasgrownto15people andfeelsproudtobeblessedwithanexceptionallytalented
advisoryboard.SuccessofTalentAdorecanbegaugefrom thefactthatsincethelaunchoftheirend-to-end recruitmentsolutioninOctober2016,theyhaveattracted manycustomersacrossFinland,Japan,Norway,Mexico, Canada,USA,SwedenandGermany Also,theyhave receivedcloseto1M€fundingintotalsofar
• Thinkrecruitmentprocessfromthecandidate perspectivealongwithrecruiteraswell.
• Concentrateontherejectedcandidateaswell.
• Providedataandadvancedreportingtothe management.
• Createtalent-on-demandcapabilityforcompanieswith helpoftheirinnovativeTalentCommunityconcept.
• TalentAdorewasnominatedamong top 50 EU startups in 2017 andgotanopportunitytopitchintheEuropean Parliament.
• Won Shift pitching competition, 2017 andwasselected among top 3 startups in Arctic15
• AleadingbusinessmagazineofFinlandnominated TalentAdoreamong top 10 startups in Finland for the year 2017.
“TalentAdore’s VRA has helped us tremendously in taking our talent attraction activities to the next level. Immediately after implementation, the tool improved our conversion rates, process efficiency, and internal collaboration between the hiring teams and managers. The tool has also had a huge positive impact on our employer brand via the outstanding candidate experience it offers. For us, TalentAdore offers the next generation and easy-toimplement solution we have been looking for a long time.”
–SatuMuilu,HeadofPeopleOperations,Tuxera
TorchbearerofTalentAdore
SakuValkamaistheCEOandCo-founderof
TalentAdore.Hehasaprofoundandpragmaticexperience ofover20yearsinhandlingvariousrecruitmentchallenges thatcomeacrossenterprises.Heplayedavitalroleinupscalingcompany’sstrengthandgavepricelesscontribution towardsbuildingasuccessfulteam.Heistheprimereason fortransformingastartupintoaleadinginnovatorinthe HRtechnologysectorthattoowithinveryshortspanof time.
PopularityofTalentCommunitieswillRise Candidateisalsolikeanormalconsumerwhoalwaysina searchofinformationrelatedtojobandalsoreliesheavily onreferrals.Inthenearfuture,candidateswillholdhiring decisionmorethantherecruiters.Hiringisallabout contentmarketingandbrandbuildingwhichneedsa uninterruptedconnectionwiththedesiredpeople,allthe timenotonlywhencompaniesfallshortofrequired manpower.Thisiswheretalentcommunitiescomeinto picture,itsabilitytoprovidedesiredcandidateanytime willmakeitevenmorepopularincomingtime.Stagnant talentpoolswilldisappearinnearfuture.
Currently,TalentAdoreisaddingnewfeaturesand improvingtheproductinanincrementalfashion.Inthe next24monthstheirfocuswillmainlyrelyaroundbuilding robustcustomerbaseinFinlandandaroundtheworld. FormingstrategicpartnershipsandintegrationstootherHR solutionsisalsoontheirwishlist.
Inthelongerrun,theirvisionistocreateamarketplacefor talentwithoutboundaries.InTalentCommunities, candidatescanhelpeachothertofindrelevantjobsand expandtheirskills.Also,theyhaveplanstocreate communitiesnotonlywithin,butbetweencompanies.In thisway,trulyopensourcecandidatecommunitieswill becomeareality-awin-win-winsituationforcompanies, candidatesandthesociety
