The HR Technologist

After many years of going back and forth on whether to maintain my own blog, I’ve come to the realization that in order to expand my audience I need to go beyond Twitter, Facebook, and LinkedIn.  While each of these social media outlets provide terrific avenues to meet different people, share amazing ideas and content, and build a strong network of professional from all corners of the globe, they each have their own unique limitations- primarily limited to individuals who tend to be more technologically savvy than many.  As a result I’ve decided to expand my online persona and start The HR Technologist blog.

While there are others who may post more often than I will, be more creative in how they grab your attention, and/or have more thought provoking content, I have made a personal commitment to provide my readers with fresh, relevant, topical, information on varying elements of the human aspects of business and the technology related to the management of those human aspects.  In short, this blog is about the People, Process, and Technology which drives any organization.

My promise to you:

1.  Provide great content as I am able
2.  Speak openly and honestly about what I’m seeing in the HR Technology market
3.  Provide an unbiased assessment of what is working, what isn’t working, and what is still missing in the space

What I won’t do:

1.  Reveal proprietary information on any of the vendors in the space with which I work
        In order to do the work that I do and provide my clients with the best possible service I at times may have access to information which may not be for public consumption.  For obvious reasons, I need to respect the requests to not disclose certain non-public information

2.  Identify the names of my clients
       Those organizations that chose to engage my employer for services do so with an expectation of a degree of discretion.   Unless they’ve agreed to allow us to use their name and information publicly, we cannot disclose who we work with and the nature of that work.  Often times our work is such that disclosing it would put out clients at a disadvantage when looking to procure goods and/or services in the HR Technology space, or potentially provide their competitors with an unintended advantage.  As a result I cannot and will not disclose who I am working with and what we’re working on.  I can and will write about things in a more general manner based on what I’m seeing in the course of performing my work.


3.  Answer questions which are similar to “Which vendor is the best for talent acquisition for a small company of less than 1,000 employees?”
     The answer this question and a host of others is too important to address through a blog such as this.  The fit of a vendor solution and an organization’s needs is much to complex to determine without the opportunity to more fully understand the specific needs.  If you are in the market for a technology solution and would like some assistance in determining which solution best fits your needs I would welcome the opportunity to discuss this with you in more detail.  

Last but not least – the legal disclaimer

The views expressed on this blog are those of Bryon Abramowitz individually and do not necessarily represent those of my employer, Knowledge Infusion or any other organization with which I maintain an affiliation.