New HR technology unveiled, conference co-chair retires

New HR technology unveiled, conference co-chair retires

DAY THREE

LAS VEGAS—The third and final day of HR Executive’s Annual Technology Conference & Exposition wrapped up with sessions on workforce planning, social collaboration, informal learning and recruiting around the globe, and a farewell party for conference co-chair Bill Kutik.

“HR Tech Talks” Tuesday included an HR technology discussion with Kris Dunn, CHRO of Kinetix, Mary Sue Rogers, global managing director of Talent 2m, and R. Ray Wong of Constellation Research.

On Tuesday, six CEOs from around the world showcased what HRE considers the best new technologies for HR professionals for 2013.

Those included new software from:

Jibe: Their Recruiting Analytics provides real-time strategic insight into hiring practices. As a part of its recruiting platform, Recruiting Analytics pulls real-time recruiting data from disparate, unconnected systems and presents it in clean, configurable dashboards.

Hunite: The company’s Founder and CEO Michel Slager described Hunite as “an enterprise mobile-user experience overlay that extracts data from your existing HR systems and combines and contextualizes this data right out of the box.” It works on iPhone, Droid and other devices.

Entelo: It was launched last year and more than 100 companies are using it to find candidates. It crawls the web and finds the best talent across social sites and other places online and uses a patented algorithm called “sonar” to help them discover when passive talent is ready to move. Entelo also unveiled Entelo Inside, a platform that updates the information of those who have previously applied for jobs, but didn’t get them, yet remain inside an organization’s applicant tracking system.

Causecast: Takes corporate volunteerism and philanthropy on their own branded social, mobile and interactive platforms to a new level. Its Community Impact Platform helps organizations manage corporate social responsibility (CSR) campaigns ranging from disaster relief to competitive social fundraising.

Jobvite: Its new platform is Jobvite Engage, which it describes as a centralized system that helps recruiters search for, collect, and cultivate a lasting talent pool.  It helps recruiters scour the Internet, social networks, and resume databases, to line up highly skilled prospects—even passive candidates.  It also announced Jobvite Video, which allows prospects to deliver video answers to screening questions.

cFactorworks: Is a virtual onboarding platform that sort of looks like a new-employee orientation version of Second Life. Companies can use their own video and avatars to create and edit and manage their own information from benefit selection to corporate culture.

Lastly, conference organizers threw a retirement party for HR Tech co-chair Bill Kutik Tuesday night. LRP Publications, which produces national conferences, among other things, announced Kutik’s retirement last year.

HR Educator Steve Boese, who teaches at the Rochester Institute of Technology and was director of talent management product strategy at Oracle will replace him as conference co-chair and technology editor at LRP Publications. Boese is also host of “HR Happy Hour,” a weekly online radio program.

According to a release, Kutik will officially become chair emeritus, while continuing to write his monthly HR technology column for Human Resource Executive, host his biweekly “The Bill Kutik Radio Show,” and moderate the conference's LinkedIn group.

Aliah D. Wright is the author of the best-selling social media book, A Necessary Evil: Managing Employee Activity on Facebook, Twitter, LinkedIn … and the Hundreds of Other Social Media Sites. (SHRM, 2013)

 

 

DAY TWO

 

LAS VEGAS—Day two of HR Executive’s Annual Technology Conference & Exposition began with a plethora of sessions on recruiting, social, analytics, and career development. But last night the conference wrapped up with an interesting new session titled "HR Tech Talks."

Patterned after Ted Talks, those high-level, high-brow 20-minute discussions by speakers the world over on myriad topics, HR experts Paul Sparta, China Gorman, and Yvette Cameron each respectively delivered 18-minute speeches about vendor relationships; competence; and making social work where you work.

Former Society for Human Resource Management technology panelist Elaine Orler, now co-founder and president of Talent Function, led a standing-room-only session titled “The Recruiting Technology State of the Union,” where she helped attendees sift through the many recruiting elements now available, including video interviewing, social-network-powered assessments, applicant tracking, and candidate relationship management systems as well as mobile recruiting technologies.

A former elementary school teacher, Orler helped attendees understand where talent acquisition technologies are right now and how they may evolve over the next decade.

Before you start anything she said, “inventory what you have, then develop a technology evolution strategy.”  She also encouraged audience members to turn on all the features of their recruiting technology platforms, perform the updates, and use the product the way it was intended, and then identify any gaps in what they’d like their recruiting products to do.

Remember, too, “If your career site isn’t mobile optimized now you are behind.”

SHRM published an article on mobile recruiting that addressed that very issue.

What does the future for recruiting technologies hold? Predictive analytics.

“How amazing would it be if when you get a new job to recruit for that it is tied into a succession plan that lists the characteristics of what’s needed, and identifies people within your organization who have the characteristics needed to move into that role?” she asked.

“We can marry succession planning and performance with recruiting,” she said.

The conference ends Wednesday, Oct. 9, 2013.

You can get more up-to-the-minute coverage of the HR Tech Conference by checking out my Twitter stream @1SHRMScribe

Aliah D. Wright is the author of the best-selling A Necessary Evil: Managing Employee Activity on Facebook, Twitter, LinkedIn … and the Hundreds of Other Social Media Sites.(SHRM, 2013)

 

 

DAY ONE
Don Tapscott urges HR tech professionals to embrace transparency

LAS VEGAS—“The world is opening up and it’s a good thing,” best-selling author Don Tapscott told attendees Monday, Oct. 7, 2013, during the first day of Human Resource Executive’s 16th Annual HR Technology Conference & Exposition held in the Mandalay Bay Hotel on the Las Vegas strip.


About 8,000 people, including vendors and attendees, descended on Vegas for the first day of the conference, where attendees from more than two dozen countries can participate in sessions on strategy, social networking in the enterprise, human capital as well as workforce management, recruiting, service delivery, talent management, workforce analytics and planning, and other expert discussions on HR technology.

Tapscott, author of 14 books, including his latest, Radical Openness: Four Unexpected Principles for Success, (Amazon; 2013); co-written with Anthony D. Williams, urged participants to embrace the radical openness created by social media engagement as a new paradigm for work, much like the industrial revolution before it.

The four principles are collaboration, transparency, sharing and empowerment, which create a work environment critical for the future success of corporations operating into the 21st century.

Social media enables self-organization and is creating new business models where innovation, collaboration and tapping the collective intelligence through social crowdsourcing go hand-in-hand.

“Think about opening up with employees,” Tapscott said. “When you open the kimono [of what goes on behind the scenes within organizations] with talent and tell them the truth, you increase trust, loyalty, improve collaboration and innovation. All kinds of good things happen,” he said.

The evolution of technology and the introduction of social collaboration has caused a paradigm shift, he said, and this “paradigm shifts involve dislocation, conflict, confusion, and uncertainty.

“New paradigms are nearly always received with coolness, even mockery or hostility. Those with vested interest fight the change. The shift demands such a different view of things that established leaders are often the last to be won over—if at all,” he added.

Other concurrent sessions today will focus on digital recruiting, workforce analytics, collaborative learning, and strategy.

On Tuesday, six CEOs will present six awesome new technologies for HR.

Stay tuned!

Aliah D. Wright is the author of the best-selling book A Necessary Evil: Managing Employee Activity on Facebook, Twitter, LinkedIn … and the Hundreds of Other Social Media Sites. (SHRM, 2013).



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