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Ultimate Software: Fulfilling a Promise of Putting People First

Ultimate Software logo

Last week, I attended Ultimate Software’s Connections Conference for the first time and to be honest, I wasn’t exactly sure what to expect. Mollie and I travel to about 25 conferences a year. These events keep us up-to-date on the HCM technology space and they tend to cover the same stuff…product announcements, customer success stories, and company updates. And, no surprise, some do a better job than others. But Ultimate was impressive on all three fronts. This provider lives by a mantra of putting people first and it does so throughout both its customer engagements and product enhancements. It is a company that takes customer success seriously – listening to what customers want and innovating across its suite of products.

Here’s what I learned:

Product Updates

Product announcements took three forms: standard updates to address general customer needs, more innovative and forward thinking announcements (Ultimate invests 20% of its revenue in innovation), and new products.

  • Standard announcements include branded notifications and customer referral management to its recruitment solution, crossboarding functionality, mobile enhancements, and web-based adjustments to payroll.
  • Innovation that was announced centers around “Xander”- a people-first AI solution that is embedded in the products to empower managers and teams to improve the decisions they make around their workforce. Xander was inspired by Kanjoya, the disruptive workforce analytics solution that Ultimate acquired last year. It combines statistical data with insight into the emotions and attitudes that managers need to better engage and understand their workforce.
  • New products include the announcement of a Learning Management System (LMS) focused on leadership and a more flexible workforce.

Customer Success

I was surprised to learn that 51% of Ultimate’s employees are focused on services. They want their customers to be successful and offer robust programs for building talent pipelines, certifications, and leadership development programs. In addition to customer service, Ultimate offers activation, consulting, and free access to learning. On average, customers achieve a $3.88 return on every dollar they have spent.

Company Updates

Ultimate is a leading HCM provider. They have demonstrated product leadership, a commitment to customer satisfaction, and breadth in their suite of solutions. Company success includes financial growth and recognition:

  • 27% recurring revenue growth
  • #1 Great Places to Work for technology companies
  • #7 Fortune 100 Best Companies
  • #2 CEO on Glassdoor

Ultimate is fulfilling its people-first mantra through its services, technology, and engagement of its own employees. Mollie’s upcoming Payroll Index Report will provide a more in-depth analysis of Ultimate next month.

 

 

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Why We Do Not Rank Vendors in Our Reports

recruitment marketing index from 2017 displayed on a smartphone

When Mollie and I founded Aptitude Research Partners, we did so because of a massive need in the Human Capital Management market for a more productive conversation between HCM technology users and providers. Our goal from day one has been to move the dialogue beyond feature and function, to what really matters.

The mission of our business is to enable a new conversation where organizations have the insight to better understand their own HCM needs, and providers can clearly highlight their differentiators in order to create stronger relationships and improve the overall employee experience.

The Experience Economy, as we call it, is a delicate balance. Each member plays a distinct role. As far as we are concerned, as analysts, we take on the role of a kind of Sherpa leading both vendors and practitioners up the mountain to new heights.

 (See mountainous logo, etc… now it makes sense!)

It’s a role we take quite seriously.

And unlike the traditional analyst ranking models made popular by Gartner’s Magic Quadrant or Forrester’s Wave,TM  we do things a bit differently. We feel it’s critical to maintain objectivity to truly add value to both parties.

That is why we do not rank vendors in our reports

To-date we have published two Index Reports, one last year on Talent Acquisition Systems and one this month on Recruitment Marketing. The Indexes are an expression of that new conversation.

[Update: Now three Index Reports. Read our latest Index Report on Payroll Solution providers.]

They bring the concepts of the HCM technology landscape (our perspective of the vendor landscape) and an understanding of the buyer’s journey (detailing what matters to practitioners) together. The reports explore key trends, meaningful differentiators, and provide our opinion on how to think about the process of matching organizations with the right provider with a unique look at the top players in the space.

It is NOT a stack-ranked list of providers, or a shopper’s comparison guide. This is important. Instead, it provides an overview of the market and helps companies rethink how they determine their own needs, the evaluation criteria used to select partners, and what providers might meet their unique requirements.

As the market becomes more complex, organizations must take a step back and reexamine what is driving success, and ask new questions around technology decisions. The profiles of providers in these reports describe their attributes along these criteria. The insights are based on survey data from hundreds of technology users, in-depth demos and conversations with providers, and our own experience and expertise in the HCM space.

It is our hope that these reports help to simplify the confusion, and focus in on the real, practical questions users and buyers ask every day as they prepare to evaluate technology.

We’re always listening. Reach out on Twitter and Facebook, on our blog, or by emailing us at hello@aptituderp.com.

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New Research on Recruitment Marketing: The Aptitude Index Report

recruitment marketing index from 2017 displayed on a smartphone

Last year we started our research and analysis of the recruitment marketing space. To be honest, I wasn’t sure what to expect. The market is fragmented. Buyers have misperceptions. And some providers are misrepresenting themselves. But over the past few months, I have learned a lot. I have learned who the leading providers are, how they are differentiating themselves, and what business value they offer to organizations. Most importantly, I learned that recruitment marketing is the key to transforming talent acquisition and organizations that invest in these systems have a clear advantage when competing for talent.

We are very excited to announce the launch of the Aptitude Index on recruitment marketing today. This is a comprehensive study of the leading providers and their unique differentiators. It is not a ranking report. It is not a traditional buyer’s guide. It is not a magic quadrant. Instead, it provides in-depth analysis of the market and provides information that is not necessarily available in a demo or on a website. We spent over 6 months interviewing customers, demoing solutions, getting briefings from providers and we are ready to share our findings.

If you are still unsure about what the Index is or how you can use it, the information below might help.

Who is Included? We looked at the leading recruitment marketing providers including: Clinch, iCIMS, Jobvite, Phenom People, SmartRecruiters, SmashFly, Symphony Talent, Talemetry, and TalentBrew.

What is it? It provides an overview of the market and helps companies rethink the evaluation criteria used to select partners, and what providers might meet their unique requirements. As the market becomes more complex, organizations must take a step back and reexamine what is driving success, and ask new questions around technology decisions. The final section of this report includes profiles of these recruitment marketing providers describing their differentiators along these criteria. The appendix includes a list of providers in the ecosystem that partner with recruitment marketing platforms.

When does it publish? Today!

Where can we find it? Download your copy here.

Why should I care? Companies spend a lot of money on talent acquisition technology. It is hard to figure out if you are getting value from your providers and what solutions might match your unique hiring needs. Today, the decision to purchase technology is not just about price and product capabilities. It involves services, leadership, culture and viability of these providers.

Check it out and let us know what you think!

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Top Trends from the Recruitment Marketing Index

recruitment marketing index 2017 mockup

Recruitment marketing is one of the most misunderstood markets in talent acquisition. Companies are increasing their investment in solutions that can help them engage and connect with individuals before they apply. But, too often, they don’t know what they are looking for in a provider. It doesn’t help when some solution providers are competing in a market where they do not belong.

Recruitment marketing has been an important research initiative for us this year. We are very excited to launch our latest index report on the recruitment marketing space this Thursday, March 9. Not only do we define what a recruitment marketing platform is but we are providing in-depth analysis and highlighting key differentiators of the leading providers in this space. This is not a ranking report. It’s a report to provide clarity around a market that plays a critical part of any talent acquisition strategy.

Below are some of the Top Trends we found in this year’s report.

The Need for Greater Simplicity: Despite the growth in this market, most companies are unsure how they should leverage a recruitment marketing platform. Many of these solutions are designed for modern marketers, and recruiters can be wary of changing processes and adopting new technology. While the functionality of a recruitment marketing platform is user-friendly, these solutions are not always intuitive for talent acquisition professionals. Too often, organizations invest in a recruitment marketing platform and use limited functionality. Providers need to help their customers by finding the balance between robust marketing functionality and a simple user experience.

Services Take Two Forms: Services are now becoming embedded in many technology deals. Customers have specific expectations about what they will get from their providers and, in order to keep customer satisfaction high, services need to be included. Services are either tactical (running campaigns, events, content) or transformational (change management, process optimization or adoption, and ongoing support).

The Cost is Justified: Some organizations are hesitant to purchase a recruitment marketing platform because of the cost of investing in these systems. Some companies spend more on their recruitment marketing solution than they do on the ATS. The cost becomes justified when considering the value of these solutions in replacing not only disparate technology providers but also services and advertising providers. By consolidating all the spending that goes into attracting talent, many organizations actually find that they are reducing costs.

The Opportunity in the Mid-Market: The majority of the providers in this report are targeting the same market: enterprise and global enterprise. Enterprise companies such as GE, PwC, Schneider Electric, and others have been quick to adopt these solutions. Yet, midmarket organizations with 2500 employees or less have many of the same challenges when competing for talent. These solutions can provide immediate value to the candidate experience, efficiency, and time-to-fill, and it is just a matter of time before providers start to move down market.

Artificial Intelligence is a Must-Have: Artificial intelligence (AI) is not a fad or a passing trend in recruitment marketing. Providers are using AI to help companies stay informed about what content engages candidates, the campaigns that are most effective, and the likelihood of someone applying for a position. These systems use AI to help recruiters and candidates make better decisions around the right fit for their organization – while optimizing cost and results.

Check back with us Thursday to see the nine providers that met with criteria for this year’s report and how you can download your copy for free.

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A Look Back and a Look Ahead

A hiker atop a mountain looking out at other mountains and lakes

Paul Theroux said that winter is a time of recovery and preparation. Now at the end of January, these words feel particularly relevant as we reflect on what we have learned over the past year and plan for the future.

And, no, this is not a political post.

It is a post about HCM technology – a look back at 2016 and a look ahead to 2017.  As companies increase their investment in HCM technology, making decisions around what solutions will drive business outcomes has not been easy. Companies have to navigate a complex and evolving landscape while determining their own unique requirements. They have to consider future shifts in the market while honoring the specific needs of the past.

Below are some of the lessons we learned last year and what we have planned for the next month or two this year.

A Look Back: The Year of Simplicity

  • Simplicity Overshadows Innovation: HCM has become incredibly complex over the past few years. With new categories, new products and new providers, companies feel overwhelmed when evaluating and selecting providers. In an effort to innovate, many solution providers have lost sight of the simplicity that users are looking for in their products. Corporations want solutions that will ensure high adoption, less training, and a positive experience.
  • AI is Still Misunderstood: It is hard to talk about trends in HCM technology without talking about the emergence of Artificial Intelligence in everything from recruitment to learning to scheduling. Both old and new providers are going to market with AI solutions – promising this will be the future of HR. While many of these advancements help to improve the experience and efficiency of HR and recruiters, there is still much confusion about what this means for the future of our workforce.
  • Assessments are on the Rise: The demand for pre-hire assessments has never been greater. Companies face intense pressure in talent acquisition and they need proven solutions that will help them find the best fit. According to research conducted by Aptitude in 2016, nearly 80% of companies of all sizes plan to invest in assessments in the next 12 months.
  • Strategic Payroll is the Key to the Employer/Employee Relationship: Organizations in Aptitude’s 2016 Workforce Management study utilizing third-party payroll solutions had on average 13% fewer payroll errors than organizations using homegrown or manual solutions. Accuracy isn’t just important for ensuring perfect paychecks. If there is ever an audit or a grievance, accurate time and pay data is essential, as is being able to find it in timely manner.

A Look to the Future: The Year of Change

  • Recruitment Marketing Index: We are working hard on our recruitment marketing index that will publish at the end of February. Recruitment Marketing is one of the fastest growing markets and we are excited to provide clarity around the leading providers in the space.
  • Hire, Engage, Retain Survey: We plan to launch our Hire, Engage, Retain survey next month with a heavy emphasis on buying behavior, market trends, and areas of opportunity. We want to make sure we are collecting information that can help provide insights to companies looking to make better investments in 2017.
  • Payroll Index: Payroll has evolved over the past few years and providers are innovating the experience for administrators, managers and employees. Mollie is finishing up our Payroll Index and we are excited to publish that report in March.
  • Aptitude Interviews: Last year, we published the first of our Most Fascinating Leaders interview series. We plan to continue to publish these interviews this year.

So, that’s what we are working on here at Aptitude. We would love to hear from you about any new products, new strategies or new ideas.

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Top 10 Headlines of 2016

HCM technology is a dynamic market and this year did not disappoint. Providers announced new capabilities and products that covered everything from predictive analytics to data visualization to artificial intelligence. Partnerships were created, services were enhanced, and acquisitions were made. And after years of feeling left behind, HCM seems to have finally caught up to other areas of the business in terms of an improved experience and enhanced value.

Looking back, we have compiled the top ten headlines that we covered this year.

  1. Microsoft Acquires LinkedIn: Undoubtedly, the biggest news in the industry was Microsoft’s acquisition of social media giant and recruitment solution, LinkedIn. The acquisition presents an interesting shift in talent acquisition yet leaves many recruiters with questions that are still unanswered.
  2. Randstad Acquires Monster: Randstad announced its plans to acquire Monster for $429 million – that works out to be $3.40 a share (by the way, Monster’s share price was once $91). In my opinion, the acquisition does not disrupt the market or change the landscape in any major way. What it does do is present a few unique opportunities for Randstad.
  3. Salary.com Founders Buy the Company Back from IBM: The company was acquired by Kenexa (now IBM) in 2010 for $80 million and then, it was bought back by the original founding team in 2016 with the goal of helping companies pay competitively, improve efficiencies, and enable pay transparency. Nearly 40% of the original Salary.com team has returned to develop a comprehensive suite of compensation and data solutions as well as training and implementation services. They have returned to try to innovate a market that has gone stale.
  4. Infor Gets $2 Billion from Koch Equity Investments: This investment is one of the largest in technology this year. Infor plans to invest in its cloud-based ERP solution and other industry applications including HCM. We expect to see Infor establishing itself as a leading provider in this market.
  5. SnagaJob Acquires PeopleMatter: SnagaJob began as a job board focused on the hourly retail, hospitality, and food service industry. Its acquisition in 2016 of PeopleMatter brought them a unique combination of hiring, assessment, learning, and scheduling capabilities focused on the same industry segment. Their goal is to hire and schedule best- fit workers using a data-driven approach.
  6. Ultimate Acquires Kanjoya: Ultimate continues to expand into all aspects of HCM including its acquisition of cloud-based workforce intelligence and analytics provider, Kanjoya.
  7. Zenefits Fails Again: After a tumultuous year of compliance and culture issues that led to the resignation of Conrad Parker, Zenefits continues to face more turmoil. For example, in Washington State, Zenefits now has to charge companies $5 per employee.
  8. ADP Innovates Performance Management: With a new take on performance management and an improved manager and employee experience, ADP is reimagining performance management and enabling greater transparency and feedback.
  9. Mercer Acquires Thomsons Online Benefits: Mercer expands further into HCM by acquiring Thomsons Online Benefits.
  10. Recruitment Marketing Becomes an Established Category: SmashFly raised $22 million in Series B funding today led by Bessemer Venture Partners (an investor in Cornerstone OnDemand and LinkedIn). They have also had tremendous success by tripling the number of net new customers (mid-market and enterprise) over the past year. Other providers such as Clinch, Talemetry and Phenom People are offering impressive solutions that make this market one worth watching.
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Employee Recognition: Thinking Beyond the Holidays

finger pointing to a button on a keyboard that reads engage

During the holiday season, most companies find some way to recognize their employees. This recognition may come from gift certificates, company parties, or extra vacation days. And while the intentions are genuine, showing appreciating only once a year does very little to boost morale, motivate employees, or improve engagement efforts.  We found that most companies are still fairly immature in their recognition efforts. According to our recent culture survey, managers lack the right tools and strategies.

  • 52% of leaders recognize employees
  • 44% of companies encourage peer recognition
  • 40% of managers are trained on recognition

Strategic recognition can have a dramatic impact on business results – helping companies improve retention, productivity and performance. In fact, companies with strategic recognition are three times more likely to have an engaged workforce and two times more likely to improve quality of hire. But in order for companies to mature in the way they appreciate employees, recognition needs to be Consistent, Frequent, and Meaningful.

Companies also need to have the right tools and technology in place. One in four organizations plan to invest in social recognition solutions over the next 12 months. The recognition technology market has evolved from a stand-alone module to a suite of solutions that align with performance and engagement. These solutions give hope to a market that is ready for change. Tomorrow during a webinar, I will sharing some of our recent research on recognition and providing some strategies for improving recognition and investing in the right provider. Please join me at 11am EST!

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Assessments: A New Landscape

For whatever reason, the assessment market is hot again. It could be the fact that organizations need help making better hiring decisions. Or, the fact that old and new providers are going to market with more “selection science”, “predictive selection”, or just plain-old assessment solutions. In any case, we found that the number two priority for talent acquisition professionals is investing in pre-hire assessments (just behind improving the candidate experience). And this sentiment certainly rang true at the various conferences and meetings we have had over the past few months. Assessments are on the rise.

But, the market has changed. Organizations have more options today and don’t need to rely solely on stand-alone solutions. With nearly 80% of companies planning to invest in assessments in the next 12 months, this shift brings promise to a market that had gone stale.

We are about to publish new research on the current state of assessments including some of the leading providers in the space. Below are some of the categories these providers fall under:

  • Suite Providers: Broader talent management providers and HCM providers that are integrating assessments into their existing products and offerings. These assessments are often predictive in nature and provide insight about how an individual may perform on the job. Many of the larger HCM providers and talent acquisition platform providers are entering this market by offering validated assessments that are integrated with their existing product suite and embedded in their products. In fact, 48% of companies said that this integration is a key criteria in selection.
  • Stand-alone Providers: Traditional stand-alone assessment providers that offer validated assessments either as online or manual tools. These providers focus on skills and personality assessments and may or may not offer post-hire assessments. When we asked companies to identify their primary reason for investing in these solutions, they cited the need to make better decisions around talent.
  • Next Generation Providers: Innovative providers that are helping organizations identify quality of hire while improving the candidate experience. Currently, 1 in 4 organizations are considering mobile in the key criteria for selecting a provider.

We are excited to launch our assessment research next week and look forward to continuing to follow this dynamic market.

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The HR Technology Conference 2016: Slow Down to Speed Up

A group of co-workers smiling and working together around a table

In HR technology, competitive advantage is too often confused with how fast a solution provider innovates and launches new capabilities. Categories are created and products are enhanced with very little consideration for what customers actually want or need. The pressure to “speed up” has created confusion in a market that is already crowded and complex.

But, at this year’s HR Technology Conference, the tone seemed different. Solution providers are slowing down, being more thoughtful with product launches, and getting back to the basics. They are thinking about what will help customers improve the way they recruit, develop, and manage their workforce. They are thinking about the employee, the manager, and the candidate. And, while future-looking topics like AI, machine learning and robotics were undeniably mainstream, there was still a heavy focus on simplicity. Both traditional solution providers and startups are tackling fundamental areas of HCM such as assessments, performance management and recruitment. And, surprisingly, this is where much of the product leadership is happening…in the basics.

The simplicity at this year’s conference represents a refreshing shift in a market that has a history of overcomplicating even the most basic of processes. Below are some of the categories and providers that stood out this year:

Assessments

Assessments are a critical part of the hiring process with 79% of companies using some type of pre-hire assessment. Our research shows that assessments are top on the list of investments for companies this year. While stand-alone assessments are still on the rise, established suite providers and talent acquisition platforms are focusing heavily on this market- providing validated assessments and improving the candidate experience. Below are a few providers we are paying attention to:

  • The Chemistry Group: One of the darlings of the Great New Tech session, The Chemistry Group is a next generation assessment provider taping into social profiles and rich candidate data to help employers make better hiring decisions.
  • Cornerstone OnDemand: Cornerstone’s Selection solution allows companies to uncover candidates who are the right fit at any point of the application. Using realistic job previews, job simulations, and assessments, Cornerstone Selection makes it easier to exclude applicants early in the process.
  • HireVue: For anyone that has ever wanted a shorter, simpler, and more candidate-friendly assessment, HireVue’s digital assessment will meet those needs. Its’ assessment product significantly improves the way that employers can identify the right fit while improving the candidate experience.
  • Infor: Assessments are a priority for Infor’s HCM suite. The provider has invested heavily in behavioral and cultural assessments and is pushing these assessments in the rest of its products. It does this so seamlessly that companies are able to get a better grasp of areas such as flight risk, predictive performance, and team development.
  • SMD: SMD (Strategic Management Decisions) was one of the most interesting briefings we had last week. This company is a cloud-based survey, assessment, and analytics provider that promises clients a 10% turnover reduction guarantee.

Performance Management

Companies are finally replacing traditional performance management practices and technology with solutions that provide ongoing feedback, enhanced collaboration, and a positive employee experience. Providers are weaving performance in the form of recognition, wellness, and communication. And, the result is happier employees, a stronger company culture, and improved business outcomes. Below are a few providers, we believe are adding value to this market:

  • ADP: With a new take on performance management and an improved manager and employee experience, ADP is reimaging performance management and enabling greater transparency and feedback.
  • HighGround: Another startup in the Next Great Technology session, HighGround links performance and engagement by offering companies one platform for performance, recognition and employee communication.
  • GuideSpark: Companies that effectively communicate with employees are 4 times more likely to engage employees and 3 times more likely to improve quality of hire. GuideSpark’s communication platform helps companies such as Lionsgate to replace broken performance management systems with ongoing conversations, content and analytics.

Recruitment Marketing

Often referred to as the “pre-applicant platform,” these solutions manage outbound sourcing, inbound recruitment marketing, and employer branding. They integrate with any ATS but essentially, they do what the ATS has never been able to do. Below are a few providers that impressed us last week:

  • Clinch: One of the best products I have come across this year in the recruitment marketing space (and another nominee in the Next Great Technology session). Clinch helps recruiters think more like marketers by helping them easily publish content, attract passive talent, and understand what sources are the most valuable.
  • Entelo: As a leading talent acquisition provider, Entelo is the one provider that offers a unified talent pipeline. They offer outbound recruitment to help companies attract talent and inbound recruitment (through their award-winning Stack product) to help companies rank and prioritize resumes.
  • Phenom People: Calling itself a “Talent Relationship Platform”, Phenom People differentiates itself by using AI to learn about an individual and the touchpoints an organization makes and then provides insights back to recruiters and candidates.
  • Qwalify: Another provider that was nominated as a Great New Technology at the conference, Qwalify is much more than a talent community. Its’ Talent Dojo solution is an engagement-based recruitment platform which helps companies communicate with current and future talent relationships.
  • SmashFly: Smashfly sets the bar high in recruitment marketing. It is helping organizations through a complete recruitment marketing platform of inbound recruitment marketing, outbound sourcing and employer branding. It offers the scalability, services, and security that enterprise companies are demanding.
  • Talemetry: Talemetry leverages a company’s existing recruiting system investment and deeply integrates it with a unified modern recruitment marketing platform. The recruitment marketing solution is now offering auto-sourcing and has strengthened its services over the past year.

Applicant Tracking Systems

Today, the talent acquisition system remains the backbone of a modern recruitment function. Yet, Aptitude Research found that two out of five companies are still unhappy or indifferent with their provider. And…companies are only using 3% of its functionality. So, in the world of recruitment, the need for simplicity has never been greater. Last week, we met with ATS providers that are breaking the mold. Below are our list of some of the providers that impressed us in recruitment:

  • iCIMS: As a provider that has always prioritized customer satisfaction, iCIMS truly understands what clients want from an ATS. The iCIMS Mobile Hiring Manager App. enables hiring managers to take immediate action on job candidates from virtually anywhere, alleviating “log jams” in the hiring process and reducing time to fill.
  • Jobvite: Jobvite is one of the leading talent acquisition providers in the market and differentiates itself by offering solutions to handle every aspect of talent acquisition including recruitment marketing, ATS, and onboarding functionality. Its’ priorities over the next 12 months include mobile, analytics and collaborative hiring.
  • Lever: The fast-growing ATS provider is only 3 years old but has already secured itself as a staple in the talent acquisition tech community. While many providers have taken steps to offer a CRM module as an option in their product portfolio, Lever includes its CRM (its Nurture product) and ATS as a single solution.
  • ZipRecruiter: One of the greatest success stories of the past year has been the growth of ZipRecruiter. Well known for its marketing and advertising, ZipRecruiter is more than just a job distribution tool. It offers companies in the SMB market, a full ATS to help with high-volume, quality of hire and velocity.

Artificial Intelligence

It is hard to talk about this year’s conference without mentioning the role of AI. Companies want solutions that can give them greater insight on the individual and greater communication with candidates and employees. A few of the companies leading the way in AI include:

  • gr8People: This provider is offering recruitment automation through every stage of the talent acquisition process from recruitment marketing to onboarding.
  • Olivia: The big topic of the conference was Olivia, the bot that asks candidates a few simple questions and then sets them on a more personalized experience in the hiring process.
  • Works Applications: The leading Japanese provider is leveraging bots to better engage candidates and help provide feedback on the hiring process.

We will follow these providers and more this year and next and will be profiling them in our upcoming Aptitude Index reports. Also, we would love to hear from you about what providers were most interesting to you at the HR Technology Conference.

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HR Technology Conference: 5 Reasons We are Excited to Attend

tortoise toy ahead of a hare toy

It is hard to believe that the HR Technology Conference is just one week away. This will be my 10th year attending the event and I have been spending the past few days reflecting on the past and considering the future. So much has changed in this industry over the past decade. Some of the largest providers have been acquired (Taleo, SuccessFactors, Kenexa and now Monster) and many exciting startups seem to be taking center stage. Providers are going to market with solutions that not only lift the administrative burden off of HR departments but also, provide a meaningful experience for candidates, employees and managers. The value proposition for many of these solutions has never been greater.

As we start to plan for next week, below are five things we are most excited about:

  1. Startup Pavilion: “The value of an idea lies in the using of it.” – Thomas Edison, General Electric Co-founder. The startups at the conference will not disappoint. Over 50 companies will be participating in this year’s Startup Pavilion including onboarding, assessment, performance management and benefits companies. They are all rethinking the way companies rely on technology to manage their workforce and enhance the employee or candidate experiences.
  2. Next Great Technology: Speaking of startups…on Tuesday, October 4 at 3:30pm, I will be participating in The Next Great Technology session where participants will be able to hear and vote on 8 of the most exciting providers in the market today. Check out HighGround (performance management) and Clinch (recruitment marketing) who will be featured during this session.
  3. Performance Management: Are companies really ready to throw out traditional performance management practices and systems and replace them with more innovate and effective options. We think so. We have seen companies such as GE and Lionsgate rethink their approach for performance and invest in new solutions. Many providers are offering viable options- something we have not seen for a long time.
  4. Candidate Experience: Every talent acquisition provider is prioritizing the candidate experience in all aspects of recruitment. And while we are excited to hear what new technology is improving candidate feedback, we are most excited to hear from industry expert Gerry Crispin– who has spearheaded this movement. (He was also our last guest on the Research on the Rocks podcast).
  5. Conversations: Last year, we set off on a journey to start a new conversation in HCM. This year, we are excited to continue that conversation by reconnecting with familiar faces and making new friends in this very exciting market. We hope to see you there!
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