A funny thing happened on the way to the #TChat: I found a new career and home at Ventana Research.
The irony is that on the night that we discuss best practices in evaluating, purchasing & implementing HR/Recruiting technology & software, I had a business dinner to attend.
(wink)
But hey, you had one of the sharpest HR/Recruiting technology & software analysts with you last night in Sarah White. And since I can’t get to the transcript at the moment, from what I can see at least, it looks like there was some great recruiter counterpoint from our friend Glen Cathey and several other key players. Thanks as always for sharing your time with us.
Here are three key pointers that came out of last night’s #TChat:
- Develop business rules, employee workflow processes, employee skill matrices, etc., before you automate your talent management
- Build a business case of needs for HR tech that reach across other lines of business in your organization – work with the COO, CFO and IT to get it done
- Get tons of customer references and call every one of them
- Make sure the IT manager assists with the implementation process and becomes the vendor liaison
Sadly, according to Ventana benchmark research on workforce automation and analytics:
- As for talent management technology, nearly 2/3 of organizations are less than satisfied with what they have
- While only 9 percent of organizations are very satisfied
- Spreadsheets are the technology most commonly used for workforce analytics in 62 percent of organizations
- Nearly half of organizations (48%) are less than confident in the quality of information that is generated by their analytics
We hope our more intimate chat (Many of you have shared with us that you cannot get a word in on #TChat – last night was your chance- smiles) isn’t indicative of the state of HR/Recruiting technology per the above statistics, but with a little help from folks like Sarah, myself and the vendor community, and many other smart industry folks, we can make this HR/Recruiting technology thing work.
Next week’s topic: Developing a Recruiting/Talent Acquisition major at the college level. What would be in the curriculum, etc.? Should be interesting.
Join us every Tuesday night from 8-9 p.m. ET (5-6 p.m. PT) on Twitter via hashtag #TChat. Remember we welcome global input! Join in from wherever you might be. Our live chat is hosted by @KevinWGrossman @MeghanMBiro, @TalentCulture, and @Monster_WORKS. Please Tweet or DM us for more scoop!
- Q1: Where do you go first when researching HR/recruitment tech & software and why?
- Q2: What types of info help your quest for HR/recruitment tech & software and why?
- Q3: What does your HR tech business case entail and who do you include in the planning?
- Q4: How do you narrow the field of vendors? What are your selection criteria and why?
- Q5: How do you decide on whether to select a SaaS solution, on-premise or a combination?
- Q6: How do you manage the implementation process? IT, consultant, vendor or a combination?
- Q7: What kinds of training and support should you receive with the HR/recruitment tech & software?
- Q8: How do you measure return and total cost of ownership on HR/recruitment tech & software?
[...] professionals with a few vendor opinions mixed in. I encourage you to read the recap on the TalentCulture website as I agree with many of the key points Kevin highlights in the [...]
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