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New Research: Talent Acquisition Systems 2017

talent acquisition systems 2017 mockup

It has been over a year since we published our first ATS Index report and what a year it has been. Over the past year, providers have enhanced interview management capabilities, dabbled with Artificial Intelligence (AI), provided more options for employee referrals, and improved analytics and dashboards. It has been a busy time.

The biggest shift in the past year is the realization that the Applicant Tracking System (ATS) as a stand-alone product is not enough. In order to be efficient and provide a positive candidate experience, organizations need capabilities that engage talent both before they apply for a job and after they accept an offer. The providers we included in this year report offer much more than an ATS and several offer end-to-end talent acquisition solutions. The list of this year’s providers includes: ADP, Cornerstone OnDemand, gr8 People, Greenhouse, IBM, iCIMS, Jobvite, Lever, Newton Software,  Oracle, PeopleFluent, SAP, SmartRecruiters, Symphony Talent, and Workday.

We have made some significant improvements to this year’s report including

  • Integration: As more providers are offering ecosystems and marketplaces, we included more information on how providers are integrating with third-party providers and what their platforms offer for integration and support.
  • Security: Few providers in this report can truly support a global enterprise client. As companies look to expand globally, we believe that security is an important differentiator.
  • Advanced Capabilities: We evaluated providers based on some of the advanced capabilities we are seeing in the market, including events management, internal mobility, employee referrals, and CRM capabilities.
  • SWOT Analysis: We replaced the customer journey section of the report with a SWOT analysis to show where providers have strengths, weaknesses, opportunities, and threats.
  • Investment: Many of the providers in this report have received a considerable amount of investment. We called this out in the beginning of each profile, as financial viability is a key differentiator.
  • More Analyst Insight: We included more insight into what impressed us about each provider and what companies should consider when evaluating these solutions.
  • New Providers: This year gr8 People and Symphony Talent were both included in this report.

We are excited for all of the change in the market and we would love to hear any feedback on the report.

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HR Technology Conference 2017: The Beginning of a New Conversation

compass with the arrow pointing towards the word talent

The HR Technology Conference is a time to reflect on the past while looking toward the future. More importantly, it gives us a pulse on what matters in the market.  And this year, ‘what matters’ feels different. It feels more thoughtful and more meaningful. What matters is less about competing for market share or trying to outshine and outsell our peers. What matters is not how big our booth is or how many times we are on the agenda. This year, what matters is a community coming together to support our Bay Area friends impacted by the Sonoma fires, the importance of women in tech, and the recent tragedy in Las Vegas.

Priorities have shifted. Conversations and discussions moved beyond products and capabilities and focused on the bigger issues. Providers are no longer just talking transforming HR, they are providing solutions and expertise to actually do it. It’s about time. Some of the themes that resonated with us this week included diversity and inclusion, the employee experience, compensation, and enabling better decisions.

Here is my 2017 HR Technology Conference review:

Diversity and Inclusion

In research Aptitude Research Partners conducted earlier this year, diversity and inclusion initiatives were a top three priority for organizations in 2017. This is an area that has been underserved in the past, and today, it seems to be a critical part of most roadmaps. Many of the providers we met with are focused on diversity hiring and offering capabilities such as anonymous screening, job description checkers, and bias detection.

–Talent Sonar: Talent Sonar empowers clients to look at the qualities that predict success. Its 5 Best Hiring Practices support diversity and inclusion efforts by prioritizing job skill sets, creating inclusive job descriptions, enabling a blind resume review, and providing data-driven hiring. Oh, and they just acquired Talent Function with industry rock star, Elaine Orler, joining the team.

–Textio: Textio uses a rich data set based on 300 million job applications and provides “augmented writing” to help recruiters improve job posts and attract a more diverse talent pool. Textio doesn’t currently partner with ATS providers but I am guessing that will change in the future.

–Yello: Yello is no doubt the sleeper of 2017. This provider has raised more money in the past six months than most of its competitors combined (including a $31 Million round of Series C led by JMI Equity). It has an aggressive product roadmap and has made diversity and inclusion a priority through capabilities and specific use cases. It provides companies with insight into their candidate pipeline to see the effectiveness of their diversity and inclusion efforts.

–WCN: Of all the companies I met with last week, WCN was the one that impressed me the most. Partly because I had never heard of them before — and I should have. They support over 400 employers, have a growth rate of over 30%, and cover end-to-end talent acquisition. Their diversity solution strengthens recruitment marketing, events management, and analytics efforts.  It also helps companies strengthen their talent pools of diverse candidates actively looking for new jobs.

Experience Economy

According to research by Aptitude, 83% of companies plan to continue to improve the experience of candidates, employees, and managers. But most companies are not clear about where to start. They understand that they should empower individuals, but do not have the right strategies and tools in place. Here are a few providers doing some great work:

–Beamery: Beamery is the company to watch in recruitment marketing this year. Beamery personalizes the candidate experience and allows organizations to measure that experience through every stage of the process and compare data across different functions. It includes feedback surveys, talent promoter scores, and a way to measure recruiter performance.

Jellyvision: Jellyvision combines behavioral science with technology and a little bit of humor to help guide employees through difficult life decisions such as obtaining healthcare coverage, selecting life insurance, and establishing financial wellness. It does this through Alex, a communication platform. The solution is so popular with clients that Jellyvision even tracks the number of marriage proposals that Alex gets each year!

-Jobvite: This provider offers a comprehensive suite of solutions to handle everything from employer branding to attracting talent through onboarding. The entire suite is developed on one code and fully integrated. Analytics and advanced reporting gives clients a full view of the candidate’s entire journey and a consistent experience for users.

–The Muse: The Muse has always been successful at helping individuals prepare for their next job and connect with employers. This year, they are also focusing on employers improve their brand and the overall candidate experience. Johnson & Johnson recently announced its’ Shine initiative- leveraging The Muse to bring a digital and consistent experience to all candidates.

–Survale: Survale is a provider that offers something that every company in every industry needs: an “always-on” tool for collecting feedback and analytics around the candidate experience, quality of hire, and the employee experience. It was founded by former Cytiva executives who understand the importance of measuring the experience and holding recruiters and hiring managers accountable for their performance.

Recruitment Intelligence: Making Better Decisions

AI, machine learning, call it whatever you like…companies are looking for technology providers that can help them make better decisions around how to engage with talent. In fact, Aptitude found that 40% of companies are investing in some type of AI in talent acquisition. HRTech had no shortage of these providers.

–Entelo: Entelo continues to dominate the sourcing market with its latest product, Envoy. Envoy sources on behalf of the customer. It takes care of everything and lets recruiters focus on other initiatives. Customers provide basic information about the job(s) they want to fill and Envoy uses AI to find who would be a good fit and then provides all of the communication to those candidates on behalf of the customer.

–Greenhouse: Greenhouse, with its scorecard functionality and its focus on best practices, is a product that guides recruiters and hiring managers to make the right decisions. It doesn’t force them into the decisions, but it shows them what the obvious answers are and then lets them decide.

–IBM: The power of IBM’s talent acquisition solution can be found in Watson, IBM’s supercomputer that combines artificial intelligence (AI) and sophisticated analytical software for optimal performance as a “question answering” machine. It uses knowledge, skills, and the data within organizations (performance and succession data) to help companies better identify quality hires.

–Symphony Talent: The product differentiates itself because of its simplicity and ease of use. While other ATS solutions are prioritizing the candidate experience, Symphony has invested equally in the recruiter’s experience. It feels more like a consumer product than a corporate talent acquisition solution and AI is built into every stage of the process.

Compensation

Compensation is an interesting market that hasn’t had the attention it deserves, considering it is one of the most important aspects of the employer/employee relationship. Employers are being held more accountable because employees expect more. And so much has changed with the way compensation is managed for organizations. We are seeing an increased emphasis on competitive pay, the need for greater pay transparency, and new regulations around gender pay inequity and executive compensation. These are two providers worth watching in the compensation market:

– Willis Towers Watson: Towers Watson’s Total Compensation Management solution brings its expertise, robust data, and advisory services to compensation software. This solution provides market analysis, analytics and modeling, job leveling, interactive access to data, and a total rewards portal. It combines deep domain expertise with innovative software to help organizations both manage their strategy and reward employees.

–Salary.com: Salary’s Compensation Analysis Suite of solutions includes configurable dashboards, interactive insights and a mobile application. It continues to invest heavily in its product in 2017.

It was a busy week and a busy year. Providers are tackling the big issues and focused more on their customers and less on their competitors. It feels like the start of new era of HR Technology, and we are ready for it. Some of these providers are included in our ATS Index Report publishing next week. Stay tuned…

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Four Trends Impacting Employee Recognition

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

Employee recognition is something that feels right: motivating employees and encouraging positive behavior feels like something every organization should be doing. We know this. And for a long time, these “feelings” of corporate responsibility have driven the employee recognition market to reach $46 billion (as estimated by Josh Bersin in 2012). But, in 2017, is this enough? Or does employee recognition need to be tied to something bigger than a feeling of “right or wrong?”

For the first time, we are seeing a shift in how companies evaluate recognition software and measure results. Recognition is becoming less about employee satisfaction and adoption rates and more about business outcomes. I was at the Achievers Customer Experience event last week and business performance was a recurring theme. The CEO of Meijer Supermarkets – a company with 70,000 employees (mostly non-desk employees) – took the stage to talk about how employee recognition drives customers satisfaction. Companies like Meijer are actually looking at how consistent recognition drives retention, engagement, and productivity. This type of correlation is becoming the standard in an industry that was at one time considered HR “fluff.”

Fortunately, we are seeing an uptick in the investment in employee recognition providers and the number of startups entering this space. It is a market we are watching closely and a few themes definitely stand out:

  • Recognition is Not a Replacement for a Performance Management System: Some providers are complicating their messaging and seem to be going after performance management in a way that is confusing to their buyers and existing partners. Recognition is recognition. It has an established budget and the value is far greater than what a traditional performance management solution can offer.
  • Recognition Needs to Be Tied to Business Outcomes: Customers are asking for this and the providers that can show how recognition impacts retention, customer satisfaction, and productivity. Research Aptitude conducted earlier this year found that companies with a recognition program are two times more likely to improve the employee experience.
  • Recognition is a Communication Tool: It is no surprise that one of the greatest challenges companies face is communicating with their workforce. Ninety-six percent (96%) of companies we surveyed last year believe that communication is critical to achieving company goals. Social recognition technology provides a way for communication to be frequent, consistent, and meaningful.
  • Social Recognition is a Solution for HR Leaders: Recognition has historically been a priority for compensation and benefits practitioners. As the market matures and technology becomes smarter and more strategic, recognition is becoming a priority for HR Leaders.

We will be publishing some new research on employee recognition next month and will be looking at what differentiates providers and how companies are showing the ROI from their investments.

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HR Technology Providers: What Your Demo Says About You

worker holding a tablet with data and charts explaining to co-workers

I have had some bad demos this summer. I get it. Sometimes things just don’t go right. The connection might be slow. The product isn’t doing what it is supposed to be doing. The conference bridge has issues. It’s not a big deal…technology solutions are entitled to have bad days too. But why does it feel like the quality of demos is not what it used to be? Why does it feel like providers are less prepared  when presenting their solutions and articulating their value proposition?

They are not all bad. I have had some really impressive demos recently – including Moovila, Jellyvision, Crowded, and most of the ATS providers that are included in this year’s Index report (they are all demo pros). But, the bad ones stand out. I think as the market is rapidly changing, it might be time to slow down and revisit what matters in a demo (especially before fall conference season).

So, here are my Do’s and Don’ts of presenting an HR Technology Demo:

  1. Do Know Your Audience: Are you showing this solution to a buyer, an analyst, a partner? Not everyone is interested in the same capabilities. Tailor your demo to the right audience and try to understand what capabilities are most important to show.
  2. Don’t Talk About Trends: If the first 30 minutes of your demo is spent talking about “the war for talent”, you are doing something wrong. We all get it. Your customers get it. You don’t need to talk about these very high level trends. Instead, talk about the problem that your solution is solving and what capabilities and differentiators set you apart.
  3. Do Keep It Simple: You don’t want to overwhelm a customer or prospect with every capability or use case on a demo. Understand what is important to that individual before the call and show them the capabilities that best align with their unique needs.
  4. Don’t Forget Your Team: Most demos include some mix of sales, product and possibly leadership. Work as a team on the demo by engaging with your audience and involving everyone on the call.
  5. Do Ask for Feedback: The best demos create a dialogue where you are engaging your audience. It is important to stop and ask for feedback and to check to see if anyone on the call has questions that need to be addressed.

Some of this may sound basic but the way that companies buy HR Technology is changing. In some cases, the demo needs to change as well.

Next week, we will publish the second part of this blog series on demo recommendations for organizations…

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The Seven Year Itch: What Will Happen to Taleo’s Customers in 2018?

businessman selecting change from a panel with other business options

2018 promises to be a pivotal year in talent acquisition technology. I’m not talking about the amount of new providers, AI discussions, or strides to improve the candidate experience. I’m talking about the fact that many of Taleo’s (now Oracle) key customers will be nearing the end of their seven year contracts. It is the elephant in the ATS room these days. Providers are eagerly anticipating some type of mass exodus of enterprise clients and hoping to gain more market share. But the question remains: are these customers really going to leave Taleo, and if so, where will they go?

The answer is not as simple as we might think. Sure, we can expect some customer churn. Today’s companies have options and the next generation of ATS providers have been building out capabilities and trying to move up market. Not to mention Workday’s growing presence in ATS deals. But the reality is that many companies are planning to stick with Taleo. They need a provider that can support a global enterprise organization, provide the scalability and security they need, and one that can integrate with their HRMS. In the ATS world, global providers are few and far between.

In conversations this year, we found out that many companies have lowered their expectations for their ATS and are focusing more on recruitment marketing and the ecosystem of providers that integrate with their core systems. The ecosystem is where they see innovation and transformation. Yet, the challenge is that many of these providers are still learning how to support a global enterprise client and don’t necessarily have a ton of experience.

Below are some of the key criteria that are important for a global talent acquisition department (for both ATS and ecosystem providers):

–          Security and Scalability: It goes without saying that security and scalability are the most important considerations for global talent acquisition. These systems must be able to scale with increased demands and provide the security that will satisfy both HR and IT.

–          Resources: A large global organization needs more than a few representatives to support their complex requirements. They need a dedicated team of representatives that can work with them from selection through implementation and help tackle challenges with adoption. They need the right resources who will be willing to listen and execute.

–          Integrations: Integrations are particularly complex for large organizations — especially when you think about the amount of data that these organizations need to manage. Companies should look at providers that have a strategy around integrations and a history of working with clients to ensure that integrations go smoothly.

–          Partnership: In talent acquisition technology, companies need to think less about selecting a system and more about selecting a partner who will support them. Providers need to listen to their clients’ needs and be open to making adjustments to the product and their roadmap.

Aptitude is in the process of updating our ATS Index this summer and many of these themes and differentiators will be addressed in more detail in this year’s report. Stay tuned…

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People Not Paper: Children’s Mercy Hospital Disrupts Talent Acquisition

Children's Mercy Hospitals and Clinic of Kansas City logo

Last week, I attended HireVue’s Digital Disruption event in Park City, Utah. This conference is one that stands out from the rest- not just because of the incredible venue but because of the content, partners, and customers. These attendees are not HR generalists or entry level recruiters. They are senior talent acquisition leaders from companies such as The Estee Lauder Companies, JPMorgan Chase, Unilever, and UnitedHealth Group. For many of these leaders, this event is the only one they attend all year.

I learned a lot. I learned how these companies view the current talent acquisition technology market. I learned that what’s important is finding a partner not a provider. I learned that the talent acquisition technology buyer is becoming more sophisticated than ever before and I learned that when we talk about “disruption”, it begins with these companies.

Children’s Mercy Hospital is a perfect example of this disruption. They are flipping the recruitment model to interview candidates before they even apply for a job. Through HireVue’s “Introduce Yourself” product, Children’s Mercy invites anyone interested to interview right on the career page. Candidates are then interviewed by the children at the hospital- instead of hiring managers or recruiters. Candidates immediately build a connection with the hospital and get a sense of the company culture. Over the past year, Children’s Mercy achieved the following results:

• Improved Candidate Experience: Candidates have more fun during the interview process and the experience is more personal and meaningful. The experience of including children in the videos is extended beyond the interview process into the offer messaging and onboarding phases.
• Increased Diversity Efforts: One unexpected outcome of flipping the recruitment model is the increase in diversity hires. Since using “Introduce Yourself”, Children’s Mercy has 28% diverse hires.
• Increased Number of Hires: Children’s Mercy was able to significantly increase the number of hires they made using “Introduce Yourself” to 285 hires last year.

Molly Weaver, Talent Acquisition Director at Mercy Hospital, shared the following recommendations for any organization looking to disrupt talent acquisition and become more creative in the way they engage candidates:

• Embed culture in the interview process: Children’s Mercy connects with candidates by showcasing the company culture and providing transparency into the key values of the organization.
• Get ready to talk about “people not paper”: Recruiters at Children’s Mercy do not talk about applications. They talk about people and make a connection with the individual.
• Try a video first strategy: Children’s Mercy recommends that companies try a day, a week, or a month if they are hesitant to commit to a new model for recruitment.
• Track your results: In order to gain buy-in, companies must be able to measure their results and share them with key stakeholders.
• Be a superhero to hiring managers: Children’s Mercy was able to improve hiring manager satisfaction by finding people that they don’t even need.

As talent acquisition departments mature, they are rethinking traditional strategies and technology options. Children’s Mercy is one example of a company that is connecting with candidates and driving results. Check out their career page and see some of the “Introduce Yourself” videos. I promise you will be inspired.

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The Talent Acquisition Technology Market is Heating Up

compass with the arrow pointing towards the word talent

According to CB Insights, HR Tech deals reached a record high in 2016 with $1.96B invested across 350 deals from January to October. And, no surprise, most of those deals were in talent acquisition technology. Compare that to 2012 (with only $400M of investment in HR technology) and it becomes clear that this market is not slowing down anytime soon.

In fact, it really began to heat up this month. Every day seems to be marked by a new round of investment for some of the leading startups in this space. Not to mention the other major announcements – CareerBuilder got acquired and all eyes are on Google. It is an exciting time to be in talent acquisition technology.

Below are some of the major announcements this month:

• Entelo: Entelo is a leader in the talent acquisition technology market and has become a critical part of any forward-thinking recruitment or sourcing strategy. What makes it standout is not only a stellar product (inbound and outbound recruitment) but also, its approach to employees, partners, and customers. Last week, it announced $20M in Series C funding led by U.S. Venture Partners.
• Yello: One of the more impressive companies I have met with this year, Yello has a product suite that includes a CRM, scheduling, video interviewing, events management, campus recruiting, and employee referrals. This week they raised $31M in Series C funding from JMI Equity.
• Textio: The augmented writing platform helps companies create more effective job postings. Textio claims to predict the performance of these postings by analyzing the outcomes of 10 million postings each month. This week, it announced $20M in Series B funding led by Scale Venture Partners.
• Workey: This AI recruitment solution is helping companies reduce or replace their cost on third-party recruitment companies. Earlier this month, it announced $8M in Series A funding led by PICO Partners.

What’s driving this focus on talent acquisition technology? Why are investors watching this market so closely and what does it mean for you? A few factors to consider:

• Business Pressure: Talent acquisition is elevated to more of a business priority. Companies are making more strategic decisions around where they spend their dollars and what value they are seeing from these solutions.
• Importance of the Ecosystem: The modern talent acquisition landscape is comprised of three core systems (recruitment marketing, ATS, and onboarding) and an ecosystem of providers that integrate with those systems. This ecosystem is helping to drive change and improve talent acquisition efforts and this is where most of the investment is happening.
• Focus on the Candidate: For over 70% of companies, the candidate experience is the top priority. Traditional recruitment providers are not designed to enhance the candidate experience. Startups and third-party providers are leading in this area.

One important question that customers must ask is “Where does this investment go?” Customers need to consider if these providers are going to develop the product, enhance sales and marketing, or strengthen customer support. Ideally, they would do all three but it can be hard to tell. It is important to ask your providers tough questions about their investments and partner with them as they grow over the next year.

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New Research: The Future of Talent Acquisition

highway on a mountain overlooking a sunset and a person jogging in the distance

Talent acquisition leaders face new pressures, new responsibilities, and new technology options. The competition for talent is getting more intense and companies are struggling to plan for the future. We launched our latest research on talent acquisition last month to better understand these priorities, technology investments, and buying behaviors. We are finally reaching a point where companies are thinking more strategically about the way they invest in technology and partner with providers.

Below are some key takeaways from the research:

  1. The Need for Greater Simplicity: The technology landscape in talent acquisition has become complex and confusing. And companies are not always confident if they are seeing any value from their technology decisions. According to our latest research, 50% of companies are investing in three or more ATS systems, over 60% of companies are investment in three or more sourcing solutions, and 70% are investing in three general job boards. That’s a lot. Companies need to make smarter decisions around the technology they are using and challenge providers to work as partners.
  2. The Candidate Experience is About Better Communication: The candidate experience is defining the future of talent acquisition. Yet, few companies understand what they can do to improve the candidate experience. Candidates, above all else, want communication and feedback on the process. Aptitude research shows that what candidates want most is to be notified if they are screened out (52%), information on the company culture (52%), and a single point of contact in the process (50%).
  3. Internal Mobility is a Priority: In order for talent acquisition to be successful, organizations must think about both internal and external talent. According to research Aptitude launched this month, over 70% of companies plan to increase their investment in solutions and strategies to support the process of moving talent from role to role. Internal mobility is a strategic priority for companies that want to improve the quality of hires and at the same time save costs. These companies recognize that in order for talent acquisition to align with business goals, internal talent can’t be ignored.
  4. AI is Still Misunderstood: According to Aptitude’s research, over 60% of companies are confused by AI. Additionally, many solution providers are misrepresenting themselves and their products, adding to the confusion and giving AI a negative reputation. As talent acquisition departments mature in their adoption of technology, the understanding of AI needs to change.
  5. Technology Must Be a Partnership: Companies are looking for partners that can support them post selection. Only 20% of companies are satisfied with their current recruitment providers. Companies are beginning to think about the right cultural fit, customer support and experience when they make technology decisions.

So, hopefully this gives you a glimpse into some of the findings from our latest research. We will be publishing new studies this summer on onboarding, candidate engagement, sourcing and updating our ATS Index report with a few new players.

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Three Misperceptions About AI in Recruitment

robotic claw pulling up the right candidate

Are you confused by AI or unsure if your role is in jeopardy? Well, you are not alone. We launched our latest talent acquisition survey last week and found that 60% of companies are uncertain about AI and its impact on talent acquisition. And…43% of talent acquisition professionals fear they will lose their jobs.

While many of the concerns around AI are valid considering all of the misinformation in the market, AI can actually help to improve the overall talent acquisition function and empower recruiters to make better decisions on how they identify, engage and hire talent.

AI is a big focus in our research this year and we are going to share key findings on a webinar today at 2pm EST hosted by Symphony Talent. Some of the misperceptions we plan to address include:

Myth #1: Replacing the Role of the Recruiter: Sometimes referred to as “Augmented Intelligence” or “Artificial Assistant”, AI can be a recruiter’s best friend, rather than his or her biggest enemy. AI cannot replace a recruiter’s ability to detect emotional intelligence or personality traits in candidates. Recruiters can measure emotional quotients of candidates in areas such as self-awareness, empathy, social awareness, and relationship management. While AI can effectively filter candidates with the required competencies and experience for a job, recruiters can spend more time analyzing the human element that is critical for measuring organization fit.

Myth #2: Confusing Data with AI: Data is the foundation of AI. Without a large of amount of historical data and context, AI is not effective. Data gives recruiters insight to make the best decisions possible. Yet, too often, companies confuse data and AI as one in the same. AI puts data into action by giving that data context. Currently, most companies are not effective at taking action on data. The most valuable area of AI is in expert solutions. An expert system is a system that employs knowledge about its application domain and makes inferences to solve problems that would otherwise require human competence or expertise.

Myth #3: Believing AI hurts the Candidate Experience: Companies have a tendency to think of AI as a barrier to a positive candidate experience. They characterize interaction with the technology as impersonal. According to Aptitude Research Partners, companies with AI capabilities in place are 3 times more likely to improve the candidate experience. Candidates want better communication and feedback, and AI solutions make that communication mandatory and consistent.

Join us today at 11am PST/ 2pm EST to talk about AI and its role in empowering recruitment.

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How to Buy HR Technology: The First Step

silhouettes of people discussing and sharing ideas with ideas floating above their heads

Companies are changing the way they buy HR technology. Evaluating and selecting the right provider has become much less about product capabilities and much more about a true partnership.  And that’s a good thing. In fact, according to research we conducted last year, nearly 80% of companies said that “word of mouth” and “reference calls” are the most influential factors in making decisions- not RFPs or demos. Companies want solutions that they know will deliver results.

So, if selecting technology is more than just feature and functionality, what should companies consider when evaluating a provider? What should they look for in a true partner? On June 6, I am excited to attend Jobvite’s Recruiter Nation event to share some of our latest research on how companies are buying HR technology. Some of the topics covered during this session will include company background and culture, services and support, product roadmap, and staying power. This session will help empower buyers to ask the hard questions and think about what is important beyond what they can find on a demo or a company website.

But, the first step companies need to consider is understanding their own unique requirements. Word of mouth is not enough and relying on referrals can create barriers to creating a long, meaningful relationship with a solution provider. Before companies look outside, they need to take the time to understand their own needs.

Below are some recommendations on getting started with an Internal Needs Analysis:

  • What It Is: Internal Needs Analysis is an exploration of an organization’s strengths and weaknesses focusing on internal factors. Companies should consider what past obstacles they may have faced when selecting technology, who is involved in the selecting process, and what processes are currently in place.
  • Why It Is Important: Companies need to understand what requirements they have before they can begin to know what technology providers they need. This step is critical to helping companies stay prepared and making the selection process much simpler.
  • How to Do It: Companies can begin an internal needs analysis with SWOT analysis, interviews with key stakeholders, assessment of existing technology solutions, budget planning, long-term vision planning, alignment with corporate objectives, or readiness assessments.

As the HR technology market changes, the selection process must also evolve. I hope you will join me in June to talk about key recommendations and action steps for making the best decision around your technology.

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