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New Research: TA Buyer’s Guide Top 10 Findings (Part 1)

Eightfold AI: What’s Next?
Eightfold AI: What’s Next?

I am excited to announce that we published our annual talent acquisition buyer’s guide report this week sponsored by Verified First. It serves as a resource for anyone interested in learning more about the trends impacting technology and the requirements critical to making decisions. The talent acquisition technology market is constantly changing, and staying ahead of trends is becoming more challenging. Organizations need to evaluate providers based on a new set of criteria that encourages partnership and collaboration between the business and the solutions. Trust in the company, product, and roadmap is a critical part of the buyer’s journey and a key differentiator when evaluating solutions.

Evaluating technology is not as easy as it used to be. Ten years ago, the talent acquisition technology market was comprised of multiple providers offering clear products in defined categories such as background screening, job boards, applicant tracking systems (ATS), assessments, and onboarding. Today, the market has exploded with hundreds more providers and new ones entering each month. Additionally, the lines have blurred. Many of these providers offer several solutions in talent acquisition or have created new categories of technology, making a buyer’s decision much more complicated.

Below are 5 top findings from this research:

  • Efficiency is driving decisions. Companies have stated that improving efficiency is the key driver when evaluating technology providers. Companies are looking at providers to improve time to fill, increase recruiter productivity and improve overall decision-making in talent acquisition technology. Improved efficiency benefits the candidate and the employer by helping candidates receive communication, stay informed and move through the process.
  • Talent Acquisition Technology Investment Continues to Increase. Although some technology investment has slowed down over the past year, one in four companies are increasing their TA investment, and 44% of companies invested in new technology in 2020. Companies are looking at providers to support the challenges they face but often do not consider how they will work with the existing technology infrastructure.
  • Companies need to measure ROI early. Only 1 in 2 companies measure the ROI of their technology investment. As talent acquisition is being held more accountable to the business, showing the value and the timeframe is critical. Measuring and demonstrating ROI is a crucial part of any technology decision and does not need to happen after a company makes its investment – it should actually be considered before.
  • True partnership helps to improve adoption. Adoption is a challenge in talent acquisition technology. Only 3% of companies use all the ATS functionality and only 2% in their CRMs. Companies need to look at how their provider will partner with them during implementation and how they will make that relationship stick after year one, year two, and beyond. Companies should consider their change management resources, and customer advisory boards and councils, customer feedback sessions, and “Idea Labs,” where customers are free to voice concerns and connect with other customers.
  • Companies are looking to replace solutions this year. The top areas of TA tech replacement this year include ATS, CRM, background screening, and assessments. Before evaluating technology options, organizations should conduct an internal needs analysis and be prepared to answer some questions internally. Companies need to identify and communicate expectations before evaluating solutions. Before signing on with a provider, companies should ask how confident the provider is in meeting these expectations and what plans they have in place to meet and even exceed them.

TA buyers face more difficult decisions today with new providers, new categories, and new pressures. The TA tech market changes rapidly, and companies must balance their own unique requirements with the providers that will partner with them. This report can help companies at any stage of their TA tech buyer’s journey.

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The Future of AI Matching: A Conversation with Tim Sackett

It is hard to find a conversation in TA tech that doesn’t include AI matching. ATS providers are enhancing their capabilities to connect jobs to candidates and candidates to jobs. Providers like HiredScore and Eightfold have gained a lot of momentum in the past year. While SeekOut, a search and sourcing provider, announced that it raised $65 million in Series B funding expanding its matching capabilities. All eyes are on AI matching. In our latest study, 34% of companies stated that they are using some type of matching and they are two times more likely to improve diverse sources and three times more likely to improve quality of hire.

Although companies understand the value of AI-matching, they don’t always know where to go to find a technology partner. My friend, Tim Sackett (a true expert on all things TA) and I had a discussion on AI matching last week.

Here are some of the questions we addressed:

  • Should AI matching come from an ATS provider or a stand-alone provider?
  • What are the benefits of AI matching? Why is everyone interested?
  • Are providers truly considering ethical AI? Are companies?
  • Should matching be employer-driven (matching candidates to jobs) or candidate-driven (matching jobs to candidates)?
  • What else is going on in TA tech today?

We would love to know if you agree or disagree and what your thoughts are on the SeekOut announcement or TA tech.

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Case Study: Iceland Uses Automation to Improve the Candidate Experience

Earlier this year, we published a report on candidate-first automation and the importance of trust, feedback, connection, and inclusivity. For most companies, the value of automation is perceived through the recruiter and hiring manager experience. And, the candidate is often ignored. Recruitment automation is more than simply moving candidates through the process quickly. Automation should enable companies to communicate in a meaningful and inclusive way, personalize all feedback, and build trust between candidates and employers. Companies that invest in automation and view it through a candidate-centric lens are two times more likely to improve the candidate experience.

A candidate-first approach to automation does not replace the human experience. It enhances it by giving candidates the confidence and the support they need through every stage of talent acquisition. To achieve this goal, companies need to shift their view of automation and invest in fair, consistent, and human.

This report included a case study on Iceland, a British food retailer with over 900 stores in the UK and a global export business that employs over 30,000 people. In early 2020, Iceland received over five hundred thousand applications in 4 months. It needed to automate candidate screening but found that few solutions ensured a positive candidate experience.

Iceland had several objectives when evaluating automation providers, including:

Save store managers’ time: It wanted to deliver a level of fairness to candidates and a level of consistency for store managers to reduce the amount of time they spent on recruitment. Iceland saved over 8,000 hours in screening time over three months, equivalent to £170k in savings.

Improve the candidate experience: Iceland also was committed to improving the candidate experience. It wanted to give candidates more consistency and create greater engagement. And, more importantly, it wanted to give something back to the candidates.

Iceland felt a duty to provide candidates with feedback. It partnered with PredictiveHire  to help candidates understand their strengths and development needs. 100% of applicants received feedback, and as a result:

  • 80% are more confident
  • 77% are more likely to recommend Iceland as an employer

Candidates are engaged far more with the brand and feel like they are getting something back. They genuinely feel like the process is more human which is reflected in 99% positive candidate sentiment from the more than 50,000 applications a week.

This latest research featuring Iceland, Automation with Humanity: Putting the Candidate First, is available on our website.

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Talent Analytics Part 1: Candidate Experience

We published our latest research today, Redefining Success: Talent Analytics for the Future, sponsored by Modern Hire. Talent analytics is not a new topic in HR but I have been spending a lot of time thinking about why science doesn’t play more of a role in our talent acquisition decisions. Even with increased pressure and more accountability, we still make decisions based on guy rather than data.

One of the reasons that I am excited about this report is because it includes a framework for taking goals and turning them into actions for efficiency, candidate experience, quality of hire, and DEI.

Here are recommendations for companies looking to improve the candidate experience this year using this framework.

Goals

The candidate experience is a priority for companies looking to compete for talent, enhance their brand and strengthen customer retention. Despite an increased focus on experience, companies still struggle with understanding how to improve it. Companies need to create a candidate-first approach to better engage candidates and ensure quality of hire.

Metrics

Even with increased unemployment, the candidate experience continues to be a priority for organizations, and the way that companies manage their workforce during this challenging period will impact how candidates view their brand. As a result, the candidate experience needs to focus on safety and communication but also on efficiency.

  • Candidate satisfaction: How satisfied are candidates with various stages of the talent acquisition process?
  • Candidate safety: Are candidates safe, and is their health and wellbeing considered during the screening, interviewing, and hiring phases?
  • Candidate engagement: Are candidates engaged throughout the process?
  • Candidate feedback: Are you collecting data on the candidate experience and asking for feedback through the process?
  • Time-to-fill: Are you moving candidates along through the process?
  • Time-to-respond: Once you decide if a candidate does not move forward, how long does it take to respond?

Insights

Companies can improve candidate experience when they enhance communication and collect feedback. Companies state that the candidate experience is a priority, yet communication with most candidates has remained unchanged. Below are some considerations to gain better insights:

  • Communicate throughout the entire candidate lifecycle: Communication is not an isolated activity and needs to integrate with existing recruitment strategies so that it is frequent and consistent.
  • Interrupt bias early: Certain attributes in a resume can introduce bias into the talent acquisition process early. Companies need to remove those attributes and stop bias early in the process. Blind screening and blind interviews can help companies to apply an equal experience to all candidates.
  • Use objective data: Companies tend to decide on candidates based on the resume or those attributes they recognize. Without objective data, not every candidate is going to get a fair opportunity.

Action Steps

Companies that want to improve the candidate experience should:

  • Understand what candidates want: Companies must consider the unique expectations and experiences of candidates. Collecting feedback and going through the candidate journey can help companies with a candidate-first approach to automation.
  • Use data to build trust: Both employers and candidates need to trust the data and methodologies for the technology they are using. Companies looking at automation should consider providers that will partner with them and provide transparency.

As companies look to improve the candidate experience, they need a better understanding of what data they have and what insights they can gather to drive change. If you are interested in a new approach to talent analytics, this report will help you get started.

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Jobvite Acquires Talentegy: Improving the Candidate Experience Through Analytics

This week, Jobvite announced the acquisition of Talentegy, a leading talent analytics platform designed to help companies improve the candidate and employee experience. This announcement follows a busy summer for Jobvite with the acquisition of Predictive Partner and launch of AI Innovation Lab, which includes new capabilities for analytics. While many of its competitors have halted investments this year, Jobvite continues its commitment to enhancing capabilities and providing a more comprehensive end-to-end talent acquisition platform.

And, the timing is right. The ATS no longer defines the talent acquisition market. Companies need different capabilities to engage talent, improve the candidate experience, and measure their effectiveness. This acquisition is significant because it represents the future of talent acquisition technology and redefines these platforms through the lens of analytics, technology, and partnership.

What is Talentegy?

Talentegy was created to help companies provide more engaging user experiences. It tracks user activity across all talent systems (CRM, career sites, HRIS, etc.) and enables companies to measure what’s working and what’s not working to maximize these experiences. Some of its differentiators include:

  • Companies do not need IT involvement or in-depth integrations. Talentegy brings multiple systems in one view through its Smart Tag capabilities.
  • Talent acquisition leaders receive automated alerts when candidate and employee engagement is not working. They can then adjust their strategies.
  • Talentegy offers surveys that collect feedback on candidate and employee experiences to inform talent acquisition leaders better.

What Does This Mean for Jobvite?

Jobvite has invested in robust data analytics this year, and Talentegy continues that strategy. It will allow Jobvite to help companies understand what needs to change and how to improve the candidate experience. Customers can leverage the Talentegy solution as a standalone product or purchase it as an add-on to Jobvite’s current Analytics offering. Jobvite will also incorporate Talentegy product capabilities into its existing suite of solutions.

Acquisitions are not easy. They can create new opportunities for customers, but they can also create frustrations or disruptions. Add a pandemic, and they become even more challenging. Jobvite has done well. It has made very strategic decisions around its investments and its impact on its culture. It continues to expand its offerings while maintaining a commitment to its employees and customers. And it is helping to make the TA tech industry as exciting as it was in 2019.

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Recommendations for Recruiting Remotely

This week I joined Stacey Schmidt at Pegasystems and Andre Boulais at Jobvite to talk about recruiting in a remote world. Companies are rethinking their processes and technology to support virtual recruiting. And, making changes doesn’t require a huge overhaul of your talent acquisition process. In many cases, it requires some small changes and some different tools. Our discussion offered some practical advice for companies looking to support their recruiting teams, hiring managers, and candidates.

Below are some of the highlights we discussed across the full talent acquisition lifecycle:

Recruitment Marketing
• Be genuine: Companies need to be genuine with their messaging and communication. Employers should use social media to be transparent rather than promotional.
• Clean-up Your CRM: Companies can think about organizing their CRM and reengaging talent. They can also think about targeted messaging and reengaging alumni, internal employees, and candidates that did not receive an offer.
• Rethink rejection: Companies need to rethink the rejection process to engage with talent and provide insights to candidates who may not move forward now but could continue to engage as candidates or customers in the future.

Technology: CRM, Social Media, Career Sites

Sourcing
• Look at competitors: If competitors are laying off employees, consider campaigns in your CRM that would reach these candidates.
• Engage talent pipelines: Companies can reach out to talent pipelines via campaigns and refresh old profiles and continue nurturing those relationships.
• Improve employee referrals: Companies can think about the employee referral program to gather leads for prizes and communicate these programs to employees.

Technology: CRM, passive sourcing solutions, employee referral solutions

Screening
• Invest in Conversational AI and Text: Companies should consider conversational AI or chatbots to support initial candidate engagement during the process and collect necessary information on a candidate.
• Invest in video screening capabilities: Video can help companies screen candidates early in the process and allow hiring managers and recruiters to prebuild these videos from home.

Technology: Conversational AI, Text, Video Screening

Assessments
• Consider digital assessments: Companies should consider digital assessments that can provide validity but also improve the candidate experience through a simple process.
• Shorten the assessment: Companies looking to fill positions in a short period of time should consider providers that offer shorter, candidate-friendly assessments.

Technology: Digital assessments, game-based assessments

Interview
• Leverage digital interviewing solutions in place of onsite interviews: Digital interviewing offers the ability to schedule, manage, and track interviews. Companies should look at providers
• Videotape your company: Key team members and employees can share what it is like to work at your company. Companies can do this by keeping the message genuine and encouraging employees to talk about their jobs. Employees can do this from their homes and submit their videos.
• Communicate with candidates: Companies should overcommunicate with candidates on the interview process. They should guide virtual interviewing and tips to be successful during the interview.

Technology: Interview scheduling, Conversational AI, Video interviewing

Offer and Onboard
• Automate forms management: Companies should be investing in a provider to support forms management for all new hires.
• Connect new hires with team members and peers before day one: Companies should create an environment where new hires feel connected through virtual meetings and networking with peers.
• Consider online coaching: New hires can feel supported through online coaching and mentoring programs.

Technology: Onboarding system, Learning solutions, Online coaching

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Questions to Ask During a Merger or Acquisition

colleagues shaking hands

Mergers are different from acquisitions because the two companies are equal (for the most part), and they make the joint decision to combine forces. An acquisition is typically a takeover of a smaller firm by a larger firm. Most of the announcements in the HCM space are acquisitions, but we have seen a few mergers over the past year, including Shaker and Montage (ModernHire) and, most recently, Kronos and Ultimate Software.

Kronos and Ultimate Software can easily be characterized as equal companies coming together. They both have 6,000 employees, both have revenue of nearly $1.5 billion, and both went public and then went private again. But, more than anything, they both have the type of leaders who would come to your home if you were sick and cook you a meal and babysit your kids. It’s the type of leadership that was built on a foundation of kindness and decency. In technology, this type of leadership is rare.
While I do have some early thoughts on the merger of these two firms, some of my friends like Lance Haun have done a better job covering this announcement. But I have been thinking about mergers and acquisitions and what I would want to know if I were a customer.

So, here are a few questions that customers and prospects might want to consider when faced with a merger or acquisition:

Company
– What is the timeframe for change? When can customers expect to see changes to the company or products?
– What are the goals of this announcement? Are the revenue and product goals realistic?
– Will any office locations or headquarters change in the next year?
– Are there any plans to add headcount to the new organization?
– Will there be a rebrand?
– Are there future acquisitions or mergers planned in the next year or two?

People
– What will happen to the current leadership team? Are there a certain number of years leaders are required to remain with the new entity?
– What are the plans to retain key customer contacts, including sales, customer support, and services? Are there short-term or long-term plans to consolidate these functions or replace these functions?
– What will change for implementation teams and support? Will there be a transition period that will impact implementation timeframes?
– What is the morale of the current employees at both companies? Are they excited about the announcement or concerned about their future?

Products
– Are there any plans to sunset the brand of one of the companies?
– What is the investment in research and development moving forward?
– What are the plans to integrate these products?
– What products will be the focus moving forward?
– What is the product roadmap for the next six months to a year?
– Will customers be involved in product development?

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New Research: Pre-Hire Assessments

Digital Transformation in Talent Acquisition
Digital Transformation in Talent Acquisition

I am excited about a new research report, that we published this week on the assessment market. It is an exciting time to consider assessments and today, companies have better options to make data-driven decisions around talent. One case study that we featured in the report is Proctor and Gamble ( a ModernHire client). I was impressed with the company’s ability to balance science and validity with the candidate experience. This year, P&G announced an initiative to donate a liter of water to every candidate who applies for a job. If you aren’t following P&G or the incredible work of their I/O psychologists and talent team (including Daniele Bologna), I highly recommend it.

Below is the case study from the Future of Pre-Hire Assessments report:

Procter & Gamble (P&G) is an American multinational consumer goods company headquartered in downtown Cincinnati, Ohio, founded in 1837 by English-American William Procter and Irish-American James Gamble. It specializes in a wide range of consumer products in six core categories: Beauty; Grooming; Health Care; Fabric & Home Care; Baby & Feminine Care, and Family Care.

As a Fortune 500 company with roughly 95,000 employees, P&G wanted to improve its talent acquisition process in order to reduce the number of steps and expand the use of assessments beyond campus recruiting. It embarked on a journey to improve selection with a more engaging assessment experience and improved reporting and scoring.

The Goals:

Procter & Gamble’s objectives were to deploy a new assessment for sales to reduce time-to-fill while providing an assessment that would enable quality hires. P&G also wanted to provide candidates with a “Day in the Life” experience.

The Strategy:

Through a partnership with Shaker, P&G was able to provide candidates with a Realistic Job Preview that would measure problem-solving, the ability to integrate information, customer service, teamwork, and relationship-building. Candidates were presented with a series of cognitive questions, scenarios, and prioritization sequences.

Beginning in July 2017, P&G began the job analysis that included focus group interviews and questionnaires, a pilot program to validate the assessment, and ongoing monitoring and refinement.

The Results:

P&G was able to achieve the following results:

Expand the funnel of diverse and highly qualified talent by 7%.

Shorten the interview process by ~2.5 months

Cost savings of 80% per assessment

Enhance candidate experience by reducing time needed

The report also features a case study from Comcast and new data and trends to think about in assessments.

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A Love Letter to Startups

Early in my career, I was great at taking briefings with startups, writing about startups, and advising startups. At one time, covering startups was my favorite part of being an analyst. I loved the innovation and the excitement that came with emerging providers.

Ten years ago, talent acquisition was very much a startup market. Jobs2Web created a new way of engaging with talent. HireVue and Montage (now Modern Hire) were introducing video to the hiring process. Jobfox was the premier partner for the ATS market. And, Veechi offered capabilities to take a picture of a resume and parse it into an ATS.

But at some point, I became cynical about startups. I was bothered by the “change the world” mentality, the failure rate, and the inability to carry out the product roadmap. I started cautioning companies about investing in startups, which I affectionately named “two guys in skinny jeans.”

I wasn’t wrong.

Sometimes startups don’t have the experience or expertise to be able to develop great technology. Sometimes they don’t care about what talent acquisition practitioners want from technology. Sometimes they take too much investment.. or the wrong investment… or too little investment. Sometimes investing in startups is risky.

But sometimes, startups get it right. They understand what buyers want, and they are committed to delivering great products. Sometimes, startups bring change and hope to a market. Recently, I realized that I don’t spend enough time with startups, and I need to change that for next year.

Below are some of the startups worth watching in 2020 (this not a complete list).

Zapinfo: Founded by Doug Berg, Zapinfo provides recruiting intelligence by automating how companies find contacts and candidate profiles from multiple sites, add contacts to an ATS or CRM, and communicate with candidates more consistently.

CandidateID: CandidateID provides marketing automation to recruitment and helps companies manage their talent pipelines to engage better, nurture, and hire talent. As companies move from requisitions to pipelines, CandidateID offers a solution that can automate this process and better engage with talent.

Survale: Improving the candidate experience is a priority for companies in every industry and every geography. Yet, most companies fail when collecting feedback. Survale helps companies collect feedback on the candidate experience, employee experience, quality of hire, and references.

Small Improvements: Small Improvements also enables continuous feedback and recognition by fueling a company’s ongoing feedback culture, and integrates with collaboration tools such as Slack and Gmail.

Pilot: Pilot is a software-based employee coaching platform that helps companies empower employees and improve performance through feedback that is consistent, frequent, and meaningful.

Talvista: TalVista offers optimized job descriptions, objective data points from redacted resume reviews, and structured interview evaluations to help companies to support a company’s diversity and inclusion efforts.

Moovila: Moovila is helping companies bring autonomy to work and project management through the use of critical path modeling and diagnostics, Real-life Capacity Management, AI, machine learning, and IoT integration.

In addition to taking more briefings with startups, one of my goals for the next year is to focus on conversational AI solutions. I am also planning a major research study in 2020, including providers such as Mya, AllyO, JobPal, Paradox, TalkPush, Karen, and XOR.

If you are a startup and interested in a briefing, please let me know!

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HR Technology Conference 2019: A More Sophisticated Buyer

The HR Technology Conference gives me the opportunity to reflect on the past year and look ahead to the future. In preparing for this year’s event, I decided to dig up old notes and presentations from the past 14 years. This landscape has changed dramatically. Integrated talent management has been replaced with employee experience. Big data is nowhere to be found. And talent acquisition and AI are at the center of it all.

When thinking about trends, the pendulum always seems to swing back and forth between start-ups driving innovation and traditional players enhancing products. As I tried to figure out where I would land, I began to realize that this year’s event wasn’t really about the technology. It was about the people.

HR professionals were driving innovation and change at this year’s event. They were asking the tough questions, aligning with business objectives, showing value in their investments, and evaluating providers that can stand-up as partners. Executives from P&G, Walmart and Spectrum openly shared their experience with AI and deep learning in talent acquisition. Fedex and Verizon questioned the CRM providers’ ability to support legal concerns. Oh, and McDonald’s announced that candidates can now apply for a job using Alexa or Google Home. The HR buyer at this year’s event was more sophisticated than ever before.  

Solution providers need to keep up with these expectations. They need to work  to establish partnerships across every layer of the organization from leadership to product teams to customer support. Below are a few of the providers making partnerships a priority.

Talent Acquisition

Beamery:  Beamery, a company founded in the UK, has had tremendous success expanding into the US market with significant brand awareness and customer acquisitions. It is a product company that continuously innovates while somehow mastering the art of customer success. It is helping companies clarify this market through its Talent Operating System model which helps companies at any stage of recruitment marketing. 

Cornerstone OnDemand: Cornerstone is making a commitment to talent acquisition this year. It has focused on improving the user experience for all stakeholders, improving speed to task and automation, and investing in internal mobility as well as personalization.

Jobvite and Talemetry: All eyes have been on Jobvite this year with K1’s acquisition of Jobvite, Talemetry, Canvas and Rolepoint. Over the past 16 months, Jobvite has continued to maintain its strong commitment to product and client support. Last week, it announced a fully integrated talent acquisition suite that uses smart automation to connect data, processes and interactions across the candidate journey. The big focus is to help clients get data from one place and consolidate all reporting and analytics.

Symphony Talent: Symphony Talent has continued to strengthen its deep functionality in career sites, candidate journey, and candidate communication. It has differentiated itself in a competitive market with an innovative product, global capabilities, and strong services.  

Entelo: Entelo acquired ConveyiQ this year and is in the process of combining two products to provide companies with better sourcing capabilities, automation and candidate communication.

Scout: Scout is a recruitment marketplace that connects search firms and corporations. Originally founded in 2012 as an agency, Scout is now a platform that uses machine learning to analyze billions of recruiting performance data points to predict recruiter success by specific job type. Scout’s AI then matches specific recruiters to specific jobs to ensure candidate quality while reducing fill times.

Yello: Aptitude has identified campus recruiting as a top area of investment for companies this year and Yello continues to be a leader in this market. Yello is enhancing its campus recruiting capabilities. It is focused on sourcing and the candidate experience. Its Passport product uses one code and a single point of entry for candidates to update their resumes for all jobs that they may want to apply.

Employee Experience Surveys

Willis Towers Watson: Willis Towers Watson’s differentiator is its deep domain expertise across services, data and technology. While many of its traditional competitors have not been able to expand into software, Willis Towers Watson has seen tremendous growth in its Employee Insights solutions including surveys, pulse surveys, and its HR portal. It helps clients ask questions in the right way, use data to drive decisions, and take action on findings.

Ultimate Software: Ultimate Software is a provider that has excelled through strong products, team and a focus on partnering with companies across every area of HR Technology. Its Perception product helps companies track, measure and improve the employee experience through better communication and AI that enables change.

Limeade: Limeade brings together employee well-being, inclusion, communication and engagement in one platform. My briefings with Limeade are always a highlight at HRTech because I get to spend time with its incredible team talking about the topics that matter in the workforce. Limeade has built a framework around care and the impact a culture of care has on the employee experience.

Moovila: If you have ever led a project or leveraged a project management tool, you know that projects are rarely delivered on time or on budget. Moovila is helping companies bring autonomy to work and project management through the use of critical path modeling and diagnostics, real-life capacity management, AI, machine learning, and IoT integration.

Conversational AI

IBM: IBM offers clients several AI solutions including Watson Candidate Assistant (WCA), Watson Recruiter Assistant and Watson Career Coach. WCA includes a wide range of capabilities from chatbots to messaging and is rolled-out to multiple sites and by geography. WRA partners with several of the larger ATS to offer capabilities that improve candidate communication and candidate match. WCC is a post-hire solution that enables career development and internal mobility.

Jobpal: Jobpal was founded in 2016 in Berlin and has some significant global customers including British Airways, DHL, and BSF. It is helping companies communicate with candidates and improve conversion rates and has strong integrations with messaging platforms. We can expect to see Jobpal emerge as a leading player over the next year with new partners, capabilities, and plans to develop internal mobility capabilities.

AllyO: It has been a big year for AllyO. This providers has raised $45 million and expanded capabilities beyond talent acquisition.  AllyO is tackling the employee experience and bringing its conversational AI solutions to help companies better engage and retain employees. AllyO Connect provides a SMS inbox for companies to engage with employees and candidates in one central way.

Mya: Mya is impressive on all fronts from its strong leadership team to its product vision to its customer success model. Mya has established a very strategic partnership with Workday as well as Bullhorn, SmartRecruiters, Avature, and SAP. This conversational AI platform enables customers to improve talent acquisition efforts including  93% screen completion rates, 79% time-to-interview reduction, 2.5x increase in funnel conversion, and 144% recruiter productivity gains. It is helping provide clarity to the role conversational AI plays in talent acquisition and the value it can deliver.

Assessments and Interviewing

Modern Hire: The lines between assessment and interviewing have blended. Earlier this year, Montage and Shaker merged companies to create what is now Modern Hire, a platform that combines science, technology, and predictive analytics to improve hiring and candidate communication. I have worked closely with both companies over the years and have always been impressed with the teams, clients and products. Combined, their clients include nearly half of the Fortune 100 companies.

Outmatch: The acquisition of Wepow last year proves to be a valuable investment for Outmatch as it expands its offering beyond assessments. Outmatch is seamlessly integrating these products to give customers the flexibility to use video and assessments together. Outmatch offers a simple user experience that helps companies identify quality hires through its solutions.

 The future of HR Technology is in the ability to partner,  stay flexible to what customers need, and deliver on what has been promised. Providers that will succeed will be those that understand and work closely with today’s more sophisticated buyer.

 It is a great time to be in HR Tech!

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