Comments for The HR TechnologistThe HR Technologist

Comment on This is no April Fools by Elvin

Elvin — Sat, 08 Dec 2012 21:43:01 +0000

Get ready for more of these new services.a0A few years ago, Salesforce.com first stretad using Facebook as a way for its clients to communicate with customers.a0In the next 12 to 18 months, we can expect a wave of acquisitions as the concept of customer experience management begins to mature. SAP and Oracle will go head to head. a0Both recently acquired SaaS providers. Oracle acquired RightNow, which also had one of the earliest Facebook integrations and SAP acquired Success Factors.

Comment on The Cloud Descends Upon Chicago – a HR Tech 2012 Wrap-Up by Best Recruitment Marketing Articles from the #HRTechConf 2012 « SmashFly Recruitment Marketing Technology Blog

Fri, 12 Oct 2012 16:01:08 +0000

[...] The Cloud Descends upon Chicago – A HR Tech 2012 Wrap-Up by Bryon Abramowitz (@BryonAbramowitz) [...]

Comment on Pay the Job Not The Gender (or the person for that matter) by Brandi Cole

Brandi Cole — Fri, 22 Jun 2012 19:44:02 +0000

Great post! I think it is incredibly important to hire and promote people based on their qualifications and not their gender. However, sadly, we seem to still see a bias in the workplace, whether intentional or not. We have a similar post on the SmartRecruiters blog about gender bias in hiring. http://www.smartrecruiters.com/static/blog/mitigate-gender-bias-in-hiring/

It looks like we blog about the same kind of topics. We should do some blogging together!

Comment on Is Your Talent Management Solution Rotten To The Core? by Mike

Mike — Thu, 08 Mar 2012 15:49:55 +0000

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

Nathan Shackles — Mon, 28 Nov 2011 22:28:33 +0000

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

kristie — Tue, 30 Aug 2011 15:10:11 +0000

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

Fri, 26 Aug 2011 15:57:24 +0000

[...] Death to the RFP by Bryon Abramowitz (@BryonAbramowitz) [...]

Comment on Death to the RFP! by Bryon

Bryon — Thu, 25 Aug 2011 13:55:48 +0000

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

Gerry Crispin — Thu, 25 Aug 2011 13:48:50 +0000

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

Mike — Tue, 21 Jun 2011 20:31:23 +0000

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.