So the SocialHR crew is back from SHRM in Atlanta, and have been back for more than a week at least, so you might then be wondering why it’s taken so long to write this post. Well let me educate you in the ways of the SHRM National conferences. First of all it’s the only place in the world where you can meet up with over 18,000 HR practitioners in the same space, that’s right, I was not missing a decible point there. To put it into context for my Canadian readers, the HRPA, our main show in Canada gets about 3-5,000 attendees on a very very good year, so approx 16% the size of SHRM National. This year with all the vendors included we reached just over 21,000 people. Heck the Major of Atlanta came to the conference to thank us for being there, it’s that much of a boost to the local economy. You get the point.
A big part of the SHRM experience other than the sessions and parties (btw if you come out of SHRM with some part of your body actually working then you are either doing something very right, or very wrong) is the Expo floor….if you can imagine a massive cave nah, cavern like setting where vendors are lined up row on row to try to entice the wary swag runners into the booth and give them the less than 30 second pitch on their products. I mean it can go huge, for example the folks at Monster.com this year rolled in an 18 wheeler truck and that was their booth — staggering right. With over 1000 vendors it can be easy to be lost in the magnitude of SHRM National, so we thought we would help to educate you all with a list of the top 5 HR Tech Vendors that No One Has Ever Heard Of….
These folks wether by design or accident are the stealthy companies that continue to run the back end functions of your ATS or maybe they service a very niche target market or in some cases they are start ups that just got their first influx of funding, either way in each case we found something fascinating with what they do, and recommend you check them out. So here they are in no particular order….
5. PeopleMatter (www.peoplematter.com)
PeopleMatter provides the only comprehensive talent management solution for the service industry. We help employers identify, develop and engage dependable talent to provide exemplary customer service. PeopleMatter’s platform of HR tools handles hiring, scheduling, learning, recognition and performance management. Our integrated technology manages the process, so employers can focus on the talent. PeopleMatter. The name says it all. PeopleMatter is headquartered in Charleston, S.C., and on the Web at www.peoplematter.com or on Twitter @peoplematterhr.
Honestly I wouldn’t ever have probably noticed PeopleMatter except for the very quirky and ever present Valerie Warnock. There are people in this industry who are just really cool and fun to hang out with and Valerie is one of those folks (not that I have a particular affinity for folks named Valerie). The thing about Valerie is that she didn’t pitch me on PeopleMatter, she likely only mentioned her company once in conversation, but because of her passion around the HR industry and her energy I just had to look the company up, and once I did I was really impressed with the work and products that they sell.
4. Talent Technology (www.talenttech.com)
At Talent Technology, we strive to be the most important technology partner for organizations to connect people with the right job. Every time, every where. We believe that by dramatically improving the experience for organizations to find great candidates and connecting those candidates with the right company through the effective deployment of great technology, we truly can help make our world more prosperous. At Talent Technology, we believe that if you don’t find the right candidates for the roles you need to fill in the first place, then moving them through the hiring process is pointless. Billions of dollars every year are spent addressing this challenge, yet connecting candidates with the right job remains elusive for many organizations. In addition, regulatory compliance, the disruption of traditional recruiting from social media, and the lack of visibility into hiring performance make recruiting harder than ever. Just like sales force automation systems need marketing or lead generation systems that find, attract, capture potential customer sales leads, recruiters needed a new category of software called ‘Talent Generation’ to find, attract, and capture candidates. In recruiting terms we call these steps source, market, and engage. Talemetry is our marketing leading talent generation suite that delivers a unified solution for organizations to source, market, and engage candidates. We deliver a set of modules designed to let organizations of all sizes connect people and jobs.
Of course Talent Technology is also a SocialHRCamp Sponsor, but we love writing about them because they are Canadian (yay Canada) and based in Vancouver, but also because they really get the new style of Content Marketing for HR Vendors. Under the direction of James Thomas in Marketing Talent Technology has been focused on both attracting new business but also giving back tons of value to the HR space, and that’s to be applauded. As well, only few people realize that Talent Technology has created or acquired much of the Technology that fuels the business of recruitment.
3. LooseMonkies (www.loosemonkies.com)
Drawing from their corporate experience in the past, the two Ceo’s of loosemonkies felt that the recruiting process in today’s business world was outdated and inefficient. Inspired by recent internet innovations, they created a platform to better address the challenges faced by both job seekers and job providers. To test their vision, they presented it to family, friends, business acquaintances, Ceo’s, students, political connections, and industry experts. The two main points they received as feedback were:
- the Loosemonkies platform will simplify the recruiting process for providers, allowing high levels of management to make informed decisions
- the Loosemonkies platform will provide unique feedback for seekers, giving them the perspective to manage their expectations, while capitalizing on their strengths
Along with providing confirmation, the angel funding for the project also resulted from these same conversations. Most also agreed that by updating the recruiting process, this site could ignite the spark towards economic recovery. Loosemonkies will open its platform to the world in January 2012. The initial version has been created to encourage both seekers and providers to participate in the project and provide feedback. During the second quarter of 2012, a more advanced version of the platform will be released, taking the real life suggestions and recommendations into account. Loosemonkies is not a solution by itself. It is a vision that can be achieved by the collective efforts of a management team, technical team, marketing team, job seekers, and job providers. Progressively, we can take on the problem that inspired this project: the recruiting process is broken. The solution is a progressive work that we will create together, always aspiring to move towards the collective vision of putting the world to work.
Again, a Canadian (Toronto – even better) based company Loose Monkies made quite the splash at SHRM12 by being extremely socially engaging during the show. Although they were relegated to a booth at the far far end of the Expo Hall there was a buzz around the Loose Monkies team, and honestly they don’t really even have a product to launch yet (impressive). However, from what I saw I would say that LooseMonkies could be a game changer in the recruiting space — as a sneak peek they showed some of their algorithm behind candidate scoring in comparison to your entire candidate pool….this I like so that the new recruiter who is practicing social recruiting will be able to start thinking more acturately in terms of Talent Ponds instead of Talent Pools….I wont give the entire farm away, but I suggest you check out the site and maybe sign up for the upcoming launch webinar.
2. Dovetail Software (www.dovetailsoftware.com)
Dovetail Software delivers web-based solutions and help desk programs that enable organizations to reduce administrative and support costs, diagnose and resolve complex business problems, increase efficiency, and improve employee and customer support. Our HR case management software and products for Clarify users are flexible, easy to implement and maintain, and can be customized to meet your organization’s specific needs. We understand how customer service and employee support processes work, and we incorporate this knowledge and experience into our own software, processes, and structure when supporting our customers. Dovetail is a privately held company, based in Austin, Texas.
Earlier on this year Dovetail hired one of the best folks I know in the HR space Dwane Lay. To know Dwane is to like him, he’s just a cool guy (and a bit geeky). So that’s what originally put Dovetail on my radar, but at SHRM I asked Dwane to put me through a quick demo of the software, and I have to say I’m impressed. If your HR department is looking into going with a Shared Services model then for sure Dovetail is the software that you need to look at. It’s Dashboard and Case Management software can help not only resolve HR tickets/issues it can also give you some really strong analytics towards figuring out where a majority of your compliance issues fall in any given year. And it can help facilitate things like the onboarding process, or annual enrolment. Now to be honest the UI isn’t fantastic, but Dwane tells me that it’s in the development roadmap to get that fixed up….so for sure it’s worth a peek.
1. HR in the Cloud (www.hr-inthecloud.com)
HR in the Cloud is a groundbreaking collaboration of unified SaaS solutions. HR in the Cloud integrates the applicant tracking technology of myStaffingPro, the human resource information system (HRIS) technology of BambooHR, the performance management technology of CRG emPerform, and the learning and compliance management technology of Strategia. Together the products provide a streamlined process from recruitment through the entire employee life cycle. Today’s business landscape is more fierce and competitive than ever. In order to survive and thrive, companies of all sizes must find cost-effective ways to manage and optimize business processes. SaaS solutions are an attractive option as they allow even the smallest of companies to implement crucial technologies. SaaS solutions offer speedy deployment, affordability, controlled risk, reduced I.T. burden, flexibility and most importantly, accessibility. Employees are often the largest expense on a company’s balance sheet. HR in the Cloud’s Unified SaaS solutions allows organizations to optimize this investment.
One of the questions that always plagues the regionally diverse HR organization (and is asked of us at SocialHR) is how to deliver standardized experience to employees when they can span the globe??? As well can you onboard and train them via a Social Experience? Well don’t get too excited, you still can’t provide services via a social platform, however, HR in the Cloud goes a long way to making this a reality. Their SAS solution allows you to deliver a standard experience to employees no matter where they are by accessing both materials and messaging (ie video) via a common platform. To me that’s pretty cool. And because there is a high level of standardization you can also make each experience regionally specific, so if you are worried about local compliance you can build that into the system easily and then create a “path” for employees at that location that can combine both a local and global experience. HR in the Cloud have offered us a demo of their product so look for them on the blog at a future date, but also worth the look if you have a global organization.
Although that was our Top 5 companies I also wanted to give a shout out to a couple of companies that really went a long way to making my experience at SHRM12 epic.
This year Dice sponsored the Blogger’s Lounge and the HIVE (Social Media learning central). They kept a rowdy bunch of bloggers happy with snacks, wifi and programming that kept us all engaged and connected throughout the conference. It takes a company with guts to be that open with bloggers, because although we provide a lot of support, things can sometimes go horribly wrong if a blogger writes one of two off putting tweets. I fully respect the work that DICE is doing to both engage and support the blogging community and I feel they should get some kudos for that work.
I’ll be honest up until SHRM I was not a fan of Glassdoor. However, having attended the Tweetup (which was EPIC), and eating their Peaches (also EPIC), and getting to know them as a company I can now appreciate that what they are really about is sharing and democratizing the Employer Brand via Social Media. Of course they have a product play in there as well, but the mission actually fits along nicely with the mission of SocialHR. So props to Glassdoor as well, you guys turned me around. Also who doesn’t love a company based in Sausalito.
Looking forward to seeing what HR Tech vendors will make the list of must know’s from HRTech Europe.
Guest authors will appear on the blog each month. If you wish to contribute please Get in Touch!