Comments for The HR Technologist http://thehrtechnologist.com Random thoughts on HR and Technology Thu, 08 Mar 2012 15:49:55 +0000 hourly 1 http://wordpress.org/?v=3.3.2 Comment on Is Your Talent Management Solution Rotten To The Core? by Mike http://thehrtechnologist.com/?p=404&cpage=1#comment-813 Mike Thu, 08 Mar 2012 15:49:55 +0000 http://thehrtechnologist.com/?p=404#comment-813 Great post Bryon. The point that resonates most is the fact organizations don't have a unified source of employee demographic information. Too many disparate systems - why not bring the core employee information right into the business software? That's where the performance data resides; since people impact performance it would only make sense the people data is housed alongside performance data. Great post Bryon. The point that resonates most is the fact organizations don’t have a unified source of employee demographic information. Too many disparate systems – why not bring the core employee information right into the business software? That’s where the performance data resides; since people impact performance it would only make sense the people data is housed alongside performance data.

]]> Comment on Death to the RFP! by Nathan Shackles http://thehrtechnologist.com/?p=630&cpage=1#comment-800 Nathan Shackles Mon, 28 Nov 2011 22:28:33 +0000 http://thehrtechnologist.com/?p=630#comment-800 Excellent points. As an applicant tracking software vendor, we stopped responding to RFPs about a year ago based on our experience with the process. Having worked for a government contractor in the past I can understand the necessity of RFPs for large government contracts. But when a company is looking to spend a few thousand dollars a year and want a modern ATS it's a waste of time on both sides. Excellent points. As an applicant tracking software vendor, we stopped responding to RFPs about a year ago based on our experience with the process. Having worked for a government contractor in the past I can understand the necessity of RFPs for large government contracts. But when a company is looking to spend a few thousand dollars a year and want a modern ATS it’s a waste of time on both sides.

]]> Comment on Death to the RFP! by kristie http://thehrtechnologist.com/?p=630&cpage=1#comment-781 kristie Tue, 30 Aug 2011 15:10:11 +0000 http://thehrtechnologist.com/?p=630#comment-781 I think I would have to disagree. I agree that RFPs are limited in their ability but - in my view - they should not be used alone but in conjunction with business case analysis and evaluation for outcomes. You are correct that they alone cannot address the areas of ROI, technical risk, or enabling the organization to compete more effectively in the market. That is the job of the the person asking for the money - whether it is HR or some other function. The problem is that all too often, those questions aren't answered by the project team and the internal sponsors. The RFP then is the only "structured" process of analysis that is used in the entire purchasing decision. So I think removing it would encourage the subjectivity of the decision. I have worked with too many clients who have poorly developed requirements, poorly designed strategies and project plans, and burden IT with poor execution to believe that the reduction of structure for HR projects is a good thing. It's like encouraging bad habits. I think I would have to disagree. I agree that RFPs are limited in their ability but – in my view – they should not be used alone but in conjunction with business case analysis and evaluation for outcomes. You are correct that they alone cannot address the areas of ROI, technical risk, or enabling the organization to compete more effectively in the market. That is the job of the the person asking for the money – whether it is HR or some other function. The problem is that all too often, those questions aren’t answered by the project team and the internal sponsors. The RFP then is the only “structured” process of analysis that is used in the entire purchasing decision. So I think removing it would encourage the subjectivity of the decision. I have worked with too many clients who have poorly developed requirements, poorly designed strategies and project plans, and burden IT with poor execution to believe that the reduction of structure for HR projects is a good thing. It’s like encouraging bad habits.

]]> Comment on Death to the RFP! by 5 Recruitment Marketing Articles of the Week 8.20.11 to 8.26.11 « Recruitment Marketing Innovation, Technology and Ideas http://thehrtechnologist.com/?p=630&cpage=1#comment-780 5 Recruitment Marketing Articles of the Week 8.20.11 to 8.26.11 « Recruitment Marketing Innovation, Technology and Ideas Fri, 26 Aug 2011 15:57:24 +0000 http://thehrtechnologist.com/?p=630#comment-780 [...] Death to the RFP by Bryon Abramowitz (@BryonAbramowitz) [...] [...] Death to the RFP by Bryon Abramowitz (@BryonAbramowitz) [...]

]]> Comment on Death to the RFP! by Bryon http://thehrtechnologist.com/?p=630&cpage=1#comment-779 Bryon Thu, 25 Aug 2011 13:55:48 +0000 http://thehrtechnologist.com/?p=630#comment-779 Gerry - thanks for the read and the comment. I would never advocate for death to the RPO - It's a great model that delivers tremendous value to many organizations (unless you're an in-house recruiter who fears redundancy). As for unrealistic outcomes.... that's where consultants can & should be adding value to prevent clients from expecting the impossible. Gerry – thanks for the read and the comment. I would never advocate for death to the RPO – It’s a great model that delivers tremendous value to many organizations (unless you’re an in-house recruiter who fears redundancy). As for unrealistic outcomes…. that’s where consultants can & should be adding value to prevent clients from expecting the impossible.

]]> Comment on Death to the RFP! by Gerry Crispin http://thehrtechnologist.com/?p=630&cpage=1#comment-778 Gerry Crispin Thu, 25 Aug 2011 13:48:50 +0000 http://thehrtechnologist.com/?p=630#comment-778 Semantics. You obviously aren't arguing for RPO's death and, instead, are calling for a change the proposal's focus to performance outcomes. I'm sure your failure to match your title with your text wasn't suggesting we eliminate the ''fair' competition that an RPO is designed to foment( or we would be returning to back room deal making) And so no one could argue with your well thought approach...unless, of course, the client sets the vendor up to fail....not that any client would ever ask for an unrealistic outcome. Semantics. You obviously aren’t arguing for RPO’s death and, instead, are calling for a change the proposal’s focus to performance outcomes.

I’m sure your failure to match your title with your text wasn’t suggesting we eliminate the ”fair’ competition that an RPO is designed to foment( or we would be returning to back room deal making)

And so no one could argue with your well thought approach…unless, of course, the client sets the vendor up to fail….not that any client would ever ask for an unrealistic outcome.

]]> Comment on Analytical Views on Analytics by Mike http://thehrtechnologist.com/?p=609&cpage=1#comment-776 Mike Tue, 21 Jun 2011 20:31:23 +0000 http://thehrtechnologist.com/?p=609#comment-776 Good post Byron. The c-suite is looking for analytics that provide deeper insight about their talent that can be used to inform strategic decisions. For example, if there is a strategic initiative to increase customer service, executives would value knowing how driven their customer service reps are to deliver better customer service. If they are not naturally inclined to provide good customer service, the cost of training will increase and the initiative may not be successful. Measuring headcount tells you how many employees are in the customer service dept but does not tell you whether they are naturally inclined to deliver good customer service. Measuring turnover tells you how many employees left but again does not tell you why. This is just an example but I hope it illustrates the types of insights executives are looking for that most HR vendors currently do not offer. Good post Byron. The c-suite is looking for analytics that provide deeper insight about their talent that can be used to inform strategic decisions. For example, if there is a strategic initiative to increase customer service, executives would value knowing how driven their customer service reps are to deliver better customer service. If they are not naturally inclined to provide good customer service, the cost of training will increase and the initiative may not be successful. Measuring headcount tells you how many employees are in the customer service dept but does not tell you whether they are naturally inclined to deliver good customer service. Measuring turnover tells you how many employees left but again does not tell you why. This is just an example but I hope it illustrates the types of insights executives are looking for that most HR vendors currently do not offer.

]]> Comment on The Perfect Talent Storm by Richard Posey http://thehrtechnologist.com/?p=600&cpage=1#comment-774 Richard Posey Thu, 02 Jun 2011 23:29:45 +0000 http://thehrtechnologist.com/?p=600#comment-774 ... meanwhile, in Texas, we're cutting our education budget. How can you compete when you don't show the dedication it's going to require to have your people among the best and most capable. … meanwhile, in Texas, we’re cutting our education budget. How can you compete when you don’t show the dedication it’s going to require to have your people among the best and most capable.

]]> Comment on The Perfect Talent Storm by 5 Best Recruitment Marketing Articles of the Week: Memorial Day Weekend Edition « Recruitment Marketing Innovation, Technology and Ideas http://thehrtechnologist.com/?p=600&cpage=1#comment-773 5 Best Recruitment Marketing Articles of the Week: Memorial Day Weekend Edition « Recruitment Marketing Innovation, Technology and Ideas Tue, 31 May 2011 14:58:47 +0000 http://thehrtechnologist.com/?p=600#comment-773 [...] The Perfect Talent Storm by Bryon Abramowitz (@BryonAbramowitz) [...] [...] The Perfect Talent Storm by Bryon Abramowitz (@BryonAbramowitz) [...]

]]> Comment on Churn Baby Churn! by Bryan Chaney http://thehrtechnologist.com/?p=557&cpage=1#comment-769 Bryan Chaney Thu, 07 Apr 2011 15:41:49 +0000 http://thehrtechnologist.com/?p=557#comment-769 Okay, I understand that HR/ATS technology is evergreen in theory. But when I hear about Talent Acquisition vendors, I don't think of an applicant tracking system. I think of RPO or recruiting firms. They're under even more pressure to deliver and don't (usually) benefit from a cushy 3 year contract. Mistakes happen, calculations fail. In the end game, it all comes down to service. Most service based companies (re: not the top 5%) are cyclical in their attitudes and empowerment to make clients happy no matter what. That just helps the "fight or switch" conversation when a new HR or TA leader takes office. (@Bill - viscerally agreed.) Okay, I understand that HR/ATS technology is evergreen in theory. But when I hear about Talent Acquisition vendors, I don’t think of an applicant tracking system. I think of RPO or recruiting firms. They’re under even more pressure to deliver and don’t (usually) benefit from a cushy 3 year contract. Mistakes happen, calculations fail. In the end game, it all comes down to service. Most service based companies (re: not the top 5%) are cyclical in their attitudes and empowerment to make clients happy no matter what. That just helps the “fight or switch” conversation when a new HR or TA leader takes office. (@Bill – viscerally agreed.)

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