The Weekly Dose: An Updated @Workday Recruiting Roadmap!

Today on the Weekly Dose I dive into largest and arguably fastest-growing recruiting technology on the planet, Workday Recruiting! Workday Recruiting currently has over 2350 clients, all of which would be considered enterprise, and over 50% of the Fortune 500 are currently using Workday for recruiting.

Let that sink in a bit. A decade ago, no one was using Workday to recruit talent, and now over 50% of the largest organizations on the planet are using it! You have to be impressed by those numbers and growth of Workday Recruiting.

Workday Recruiting has taken its share of criticism over the years coming out of the date and trying to deliver an enterprise recruiting solution at scale. It’s not easy. Ask Oracle and SAP, no one would consider their recruiting offerings to be world-class. It’s a tough game at scale.

I got a chance to sit down with the Workday Recruiting product team last week to look at where they’ve been and where they are going, and it looks like they are on the right track:

– Workday internal mobility functionality is a clear differentiator amongst its competitors, connecting the entire experience across the platform for both the employee, the recruiting team, and the hiring managers. Also, the ability to post “gigs” internally to staff that might have capacity is great and the design is very modern and user friendly for employees. The internal mobility tech also gives employees a suspected career path based on all of their own data and the data of those before them in similar situations.

– The ability to adjust each hiring process by position was a critical need and now your recruiting team can easily make custom applies on the fly per position, even with the ability to apply to a job with one click if necessary.

– Candidate experience and a candidate home dashboard make it easy for candidates to track where they are in the process and also machine learning push other potential matches they might fit for, as well as assisting them in applying and suggesting things that might increase their chances at getting hired.

– The Recruiting Dashboard has been completely redesigned and now allows each recruiter to build their own custom dashboard by simple drag and drop. Also, adding in the ability to offer and process at scale, which was a must-have for enterprise organizations. Recruiting analytics and reporting continue to evolve as well, and Workday Recruiting has some of the most eye-catching metrics dashboards out there.

– Workday has been slower than most in building out partnerships of add-on recruiting technologies, but that was by design, partly to ensure what they were offering clients in terms of partnerships where products they could fully stand behind (and actually invest in those they feel most strongly about). Workday has two forms of partnership: Venture partners (Jobcase, Mya, Beamery, and Pymetrics) which are technologies Workday has a vested interest in success, and their ecosystem, which are partners that are vetted by the Workday Recruiting team. The four current Workday Venture partners are some of the strongest recruiting technologies in the game right now.

– The roadmap is full of features that current Workday Recruiting clients are looking forward to including: Candidate matching scores, built-in interview scheduling assistance, external candidate referral automation and tracking, and database candidate rediscovery technology.

Workday Recruiting is a large enterprise HCM recruiting module. They won’t apologize for that because large, enterprise organizations need hiring technology that can handle the scope and scale of hiring at massive volumes, that is super secure, and has the ability to hire globally. Workday Recruiting can do all of that, and it’s doing it well based on the large number of clients awaiting implementation.

What can Workday Recruiting do better? I think they have the ability to truly help organizations around D&I hiring. They have the data and the ability to connect the dots for senior executives on what’s going on with their diversity hiring. They do some of this now, but it’s mostly tracking and reporting anonymous data. And will soon be producing the ability for organizations to make candidate records anonymous to hiring managers, but this is clearly something I suspect we’ll see additional roadmap items on in the near future.

I think Workday Recruiting’s strength definitely lies in their ability to pull in learnings from their giant client base and they have extremely active user groups that are jointly developed by both Workday and their clients, providing non-stop product feedback on desires and enhancements. The trick being the balance of delivering features and functions at scale for the good of all, compared to what they believe they want/need individually.

Workday Recruiting has been the one company in the recruiting technology space that folks have loved to hate on over the past few years, but I think they are doing the right stuff and developing the technology that their clients need, without listening to the outside noise.

BREAKING NEWS: Symphony Talent Acquires Smashfly! @symphonytalent_ @Smashfly

Well, the M&A activity in the TA Technology industry doesn’t seem to be slowing down as this morning Symphony Talent announced it has acquired the recruiting CRM technology platform Smashfly. You had a feeling that something was going to happen as you began to see the major recruiting CRMs in the industry align themselves with core ATS or enterprise HCM recruiting modules.

3 Big Questions about the acquisition of Smashfly by Symphony Talent? 

1. Who the heck is Symphony Talent? 

I know some of you are asking that because Symphony Talent is the biggest name in the industry! Symphony Talent is the ATS built by Hodes a few years ago, and the first and only ATS that has built-in Programmatic advertising ability. Maybe a bit ahead of the game, when it was launched I was really impressed with what they had. Their CEO, Roopesh Nair, is a super-smart dude that has major passion around the TA industry.

2. Does this merger of brands make sense for both Smashfly and Symphony Talent?

It does because what I am seeing from organizations that truly care about attracting better talent is you better have an end to end recruitment platform that includes a core ATS at the center and a great recruitment marketing platform on the front-end. With this marriage, you also get the strength of Symphony’s industry-only builtin programmatic engine.

3. Will this integrated platform be able to gain market share in the industry?

That’s really the biggest question. For how advanced Symphony Talent’s technology was in the ATS space, they struggled to sell it, mainly because it probably seemed too advance more most corporate TA leaders.  CRM tech is also very advanced and complex and the reality is Smashfly was probably the best in the industry at selling CRM by making it not seem as complex. So, great tech and great marketing/sales should work for these two brands, in my opinion.

What would I do if I was Roopesh? 

To be fair, I’ve met Roopesh a couple of times and I’ve really enjoyed those conversations and his knowledge of the talent acquisition industry. The reality is Smashfly is a great brand because they’ve been great at marketing, and I would drop the Symphony Talent brand, adopt the Smashfly brand, and built out the integrated platform.

To me, you run with a better-known brand, that has a solid reputation in the industry and use that to sell the full end-to-end recruitment platform. Most enterprise HCM users are stuck with vanilla recruiting modules who can’t buy an ATS but can buy recruitment marketing. It just makes sense for them to buy a recruitment marketing platform that just happens to have an ATS built-in!

This opens up their ability to sell to SAP, Oracle, Workday, Infor, UltiPro, Ceridian TA shops, as well as chip away at the best of breed market currently owned by iCIMS, Greenhouse and SmartRecruiters in the mid-enterprise market.

To be perfectly clear, Roopesh didn’t call me and ask, but he has my number if he needs it! 😉

Do you do Capacity Modeling in Recruiting? You should be! #ghOPEN

Out at Greenhouse OPEN this week and I was completely captivated by one of the sessions and the topic of Capacity Modeling in recruiting. It was introduced at the conference by Shane Noe of Box, and he was cool enough to share a url so everyone can download the information to do it on your own.

I love that!

So, what is Capacity Modeling and why is important for TA and HR Leaders add this to their recruiting operations?

In simple terms, Capacity Modeling is the process of determining the production capacity needed by an organization to meet changing demands for its products. In recruiting then it’s the process of determining your recruiting capacity needed by the organization to meet the demands of your talent needs.

Here’s what happens in real life. Your talent acquisition team is working their butts off day in and day out. Little by little you keep getting a bit better, but most days you’re still just keeping your heads above water. But still, you’re making it happen!

Then the CEO comes into your office on an idle Thursday and says we’ve made some decisions and it’s going to have an impact on recruiting. We’ve decided to make an investment in “X” and as such we will need to hire an additional 300 employees in the next 12 months. Can you make this happen?

The savvy TA leader will say “No!” immediately! Most TA leaders will say “Of course! Just let us know what you need and we’ll make it happen!” That’s failure point number one.

You truly have no idea if you can make this happen. What you know is it feels like you’re at full capacity and hiring an additional 30 new people will kill you, 300? You might as well just quit now.

Capacity Modeling allows you to tell your CEO, “let me show you some data about where we are at, and how we can meet your needs”. We are currently at 87% capacity. The best practice is to be at 85% since we will always have stuff pop up and we need that extra cushion. If you would like us to hire an additional 300 that would put us at “X” over capacity, so we will need the following time and resources to meet that need.

That my friends is a powerful conversation that puts you at a completely different level in your career. Too often we just throw ourselves on the sword and say we can do something when we really have no idea if we can do it, and we mostly fail. We have to better than that. Take a look at Shane’s information. It’s a bit technical but very doable and worth it!

Greenhouse Open is a non-user user conference. GH has put a ton of time into producing some of the best recruiting content on the planet for its users, but I would say as a recruiting conference alone it’s one of the better ones I’ve attended. Kudos to them. If you’re looking for a top Hiring Platform that meets your end to end talent needs, you should be demoing Greenhouse.

Recruiter Roundtable with Loxo CEO Matt Chambers and I!

In this discussion, Loxo CEO, Matt Chambers, and I discuss trends in recruiting that is here to stay, and how modern recruiters will need to evolve to address these changes.


Question 1: What do you see as the most impactful changes you’ve seen in the recruiting industry?

Tim’s Answer:

It continues to be the speed at which recruiting is expected to find talent for openings. We’ve gotten to a point where hiring managers have this expectation where you’ll start showing them candidates in a matter of hours, not days or weeks. All of this is driven by technology.

Matt’s Answer:  

Let’s start macro and work our way down to share why these changes are happening.

A generational transformation is underway.  Baby Boomers are retiring, millennials are taking over their leadership roles, and Generation Z is entering the workforce as the first digitally native generation.  This generational transformation is hitting at the same time that the web 3.0 is emerging and we are going to cross a tipping point to broader market adoption.

Unemployment is at an all-time low, and we are also on the longest bull run in history.  A tight labor market magnified lazy hiring practices which relied exclusively on job board postings. Ineffective hiring and subpar results created a robust demand for recruiting agencies and passive recruiting solutions.   Today talent acquisition is strategic; having top recruiters either in-house or as recruiting partners is a major competitive advantage.  We are starting to see a hybrid RPO boots on the ground model becoming very popular.

Executive search, staffing, RPO, and recruiting agencies are facing pressure to find ways to differentiate. Five years ago, the biggest changes were happening on the corporate side, but now executive search, RPO, and recruiting agencies are playing catch up.  It’s a lot of energy and effort for an organization to change software solutions and to consider new approaches to recruiting.  It also can take a year or more for an organization to switch out and upgrade their technology, so those who wait risk putting themselves out of business to modern recruiting practices that just have too significant an advantage.

Matt’s Thoughts on Tim’s Answer:

Hiring managers are being sandwiched by both technology innovation on the vendor/supply side but also from their C-levels measuring progress via KPI metrics.  I think Tim and I would both agree that quality of hire is the most important metric, but as he said to be successful in today’s world you have to get the job done fast or someone else will be there to beat you to it. 

Tim’s Thoughts on Matt’s Answer

As much as we see recruiting evolving and changing, it’s still out on the edges for the most part. The most used recruiting strategy across all functions, markets, and industries is still “Post and Pray”. Post a job, pray someone will apply. While we see the leading edge of recruiting at an advanced stage, it’s still mostly in the minority. One issue, especially on the corporate side, is recruiting is still part of HR and HR hates to recruit. So, they’ll do almost anything else besides picking up a phone and reaching out to a potential hire.

The growth of RPO is a straight-line direct reflection of this failure. Organizational leadership is giving up on recruiting at a colossal level because CHROs can’t figure out how to fix recruiting and make it work, so let’s just shop it out to experts. The reality is, you’re not shopping it out to experts, you’re shopping it out to 25-year-olds working in call centers who are paid to call candidates. That is now your employment brand, a 25-year-old who probably have never been to one of your locations and knows nothing about you.

It’s not a hit on RPO, they are hired to find talent and fill a position, and they need to do that as efficiently as they can to produce a profit. Turns out, many do a great job at that, but many organizations give up too easily instead of just fixing the core issue. Talent Acquisition is not HR. It can’t be run like HR, or it will keep failing.  


Question 2: Process-wise, where do you see recruiters putting in the most effort into moving forward?

Tim’s Answer:

I would love to tell you it would be quality over speed, but I fear it’s still going to be speed. For me this isn’t either/or, it’s both. Yes, I want you to find me talent fast, and, yes, I want you to find me great talent. Far too often, in most shops, recruiters turn this into one or the other. It doesn’t have to be that way. But, that takes a really great process, supported by great tech, supported by high expectations and performance management. BTW – it also costs money!

Matt’s Answer:

At the very top of the funnel. 

Executive search firms and internal talent acquisition teams are focusing most of their effort at the very top of the funnel.   Relying exclusively on job boards for “sourcing” is lazy and results in the lowest quality, yet still remains the primary way most organizations (and even most staffing agencies) recruit.

We have crossed the tipping point, and it is no longer cost-effective to source manually, when there are superior sourcing options on the market that can programmatically deliver an extremely high-quality talent pipeline at a fraction of the cost. 

To give you a concrete example, Loxo AI™ helps our customers build extremely high-quality talent pools.  It removes 90% of the hours spent sourcing by recommending only the very best people for each open position.  This is automated.  Why would you have a dedicated sourcing team when you could have this? Solutions like Loxo AI™ are gaining popularity as more recruiting organizations learn about them and realize how big of a game changer it is to their productivity.

The largest recruiting organizations have started to invest in building their own in-house technology systems.  I think almost everyone except these organizations realizes this is a catastrophic mistake that will lead down a black-hole.  The pace of technological innovation in the open market is 100x faster, so the tens of millions of dollars of investment will cost these organizations a decade of lost opportunity cost.

Corporate recruiters are relentlessly testing and trying new solutions, but often have to figure out workarounds or even pay out of pocket due to the slow and bureaucratic nature of big enterprise. As a compromise, I think you are starting to see market forces demanding open API integrations so their recruiters can use best of breed solutions rather than being forced to use these monolithic systems that put the recruiter’s needs last.  Recruiters will select and choose solutions that they want to use and that solve their problem, even as big enterprise struggle to keep up with the pace of innovation and global regulatory environment.

Matt’s Thoughts on Tim’s Answer:

Spot on –it’s always about the time, quality, cost tradeoff!

The Project Management Triangle is one of the most important constraint models in business operations. Clients always want it faster, better, AND cheaper and service providers always have to remind them that we can do two at once, but you Mr. or Ms. client select the two you want and we’ll adjust accordingly.  Technology innovation in a fully optimized system is the only thing that can improve all three at the same time, but technology will only get you so far so if you don’t have exceptional leaders, process, and people.  If you do you can achieve better quality hires faster than ever before. 

Tim’s Thoughts on Matt’s Answer

Totally agree with you, Matt. Although, I don’t see corporate recruiters “relentlessly testing and trying new solutions”, I would encourage them that they should. They should be demoing and looking at new tech at least once per month. It has to be a priority or the function just falls too far behind, too fast.

I do think as we see more and more of the top of the funnel be automated the real value of recruiters comes back to can you influence the decision of a candidate to believe that the position you have open is right for their career path? Can you get them to say, “Yes!”? That only happens when they trust you and believe that you have their best interest at heart. That takes expert-level relationship building at scale and speed.


Question 3: Where do you think the biggest opportunity is for recruiters to drive more value?

Tim’s Answer:

Click over here to finish reading this interview! Matt and I went back and forth for a few more questions!  (FYI – I get asked this A LOT – Loxo is our ATS and it’s awesome! Also, Individual Recruiters you can sign up use Loxo for FREE! Give it a try.) 

Your Weekly Dose of HR Tech: Facebook Partners with ATSs to Bring Jobs to Your Company Page!

Today on The Weekly Dose I let you know about some changes coming to Facebook and how Facebook is partnering with ATSs to make it easier for employers to get your jobs posted on your Facebook company page.

Facebook has long been that one person we’ve always wanted to dance with us, but they seemed uninterested in having anything to do with the recruiting community. The reality is, FB has more active users than any other social network and that means the potential for us to some serious hiring on FB has always been a dream of most TA pros.

Recently Facebook announced some partnerships with ATS providers SuccessFactors/SAP, JazzHR, Talentify, and Workable. While SuccessFactors, JazzHR, and Workable are all in the ATS space, Talentify is more of a CRM-like, programmatic job posting tool. Both Workable and JazzHR are strong SMB value ATS providers, while SuccessFactors wasn’t originally designed to be an ATS, but because of the acquisition by SAP has built out that functionality, although I think most using it probably feel that recruiting still isn’t its strongest point.

I’m not sure exactly why Facebook choose this group to start, but like most things, my guess it’s probably a combination of relationships being leveraged (hello, SAP), and just scrappiness by the smaller players mentioned to find a way to get this done.

So, what’s actually being done?

“Jackie Chang, head of Business Platform Partnerships at Facebook, said the social network will “continue to identify strategic companies” in order to help businesses hire and people find work. “We’re looking to grow these partnerships,” she said. “We know many businesses are already working with HR solutions providers to manage their hiring needs and we want to make it easier for businesses to tap into the tools they already use, and help more people find jobs.”

Also, from Chris Russell:

There are two ways that the new integrations will work – an onsite, “native apply” experience and an offsite “redirect” experience. In the native apply experience – the messenger popup will still occur.

Onsite, “native apply” experience:

    • We have a Jobs XML Feed, which enables partners to publish job posts on behalf of employers directly on Facebook.
    • Job seekers can apply to those roles directly on Facebook, and the application information is sent back to the partner.
    • This allows employers to reach qualified candidates while staying connected to the systems they already use.
    • Employers can also create jobs in their ATS, and publish that job to Facebook.

Offsite “redirect” experience:

    • We have a Jobs XML Feed, which enables partners to publish job posts on behalf of employers directly on Facebook.
    • Job seekers are redirected to the employer’s career site and can apply to the role on the employer’s career site.
    • Employers can also create jobs in their Applicant Tracking System, and automatically publish that job to Facebook.

Very cool stuff, as Facebook has been one of the hardest nuts to crack when it comes to recruiting, and these integrations should make it easier for employers to start getting their jobs in front of FB users more easily. Facebook won’t be the holy grail for everyone, just as LinkedIn isn’t the holy grail for every employer either, but the potential is there for it to be a very good source for so many that don’t see the pools of talent they need on sites like LinkedIn, or other job boards.

Does your ATS have this integration, or are they working to make it happen? The only way to find out is to actually give them a call and ask that question!

Your Weekly Dose of HR Tech: Pocket Recruiter (@pkrecruiter)

Today on The Weekly Dose I review the recruiting technology, Pocket Recruiter. Pocket Recruiter drastically reduces the time it takes to screen, source and evaluate candidates, helping recruiters achieve a higher interview to placement ratio. 

Pocket Recruiter is one of these new recruiting technologies built around the concepts of Machine Learning and A.I. Basically, it integrates with your ATS and will automatically scrap every new job (or you can manually put in jobs as well) and then it will go out and source candidates for each job you have from both your internal database and external data as well.

Where Pocket Recruiter stands out is it’s ability to match candidates to your job, and it’s ability to learn and get better. The recruiter gets a list of matching candidates that are scored out and ranked based on, pattern recognition, the internal algorithm, etc.

Your recruiter gets a shortlist within minutes to go out and start connecting. Organizations are seeing savings of up to 60% in time to source and screen, because most of the heavily lifting of sourcing is done, and the matches are of higher quality, so you’ll need less screens. They are also seeing improvements of 90% from resume submitted to the hiring manager to request for interview. So, the quality is definitely improving.

What do I like about Pocket Recruiter:

  • Your recruiters can override the algorithm within Pocket Recruiter to bring back different results almost immediately, if something isn’t coming through like it should. This might seem small, but it’s huge as we that recruit usually quite a bit more than the algorithm in terms of what we are looking for.
  • You can add your internal employees into the mix, making Pocket Recruiter a great tool for internal mobility.
  • The Performance Metrics might be one of the best I’ve seen in any recruiting tool, as it basically replicates your recruiting funnel for you on each individual recruiter. So, not only are you finding talent faster, but you also now have this great performance management tool for your team. I also loved the ROI tool built into Pocket Recruiter.

For me, technologies like Pocket Recruiter are the future of recruitment and how I see A.I. having the biggest early impact to how recruiting evolves in the near future. Pocket Recruiter ensures you are utilizing all of your candidates to the fullest, and it speeds up the entire process to get to hires quicker. Well worth a demo!

The Weekly Dose – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on The Weekly Dose – just send me a note –

Want help with your HR & TA Tech company – send me a message about my HR Tech Advisory Board experience.

Your Weekly Dose of HR Tech: @Jobvite goes shopping!

Big news out of the world of the Talent Acquisition technology. Jobvite, with a major investment from K1 Investment Management, went out and bought three best of breed recruiting technologies:

  • Talemetry – CRM, Recruitment Marketing technology
  • RolePoint – Employee referral and internal mobility technology
  • Canvas – Text-based screening and interview technology

All four of these technologies, separately, I’ve recommended that TA pros and leaders should demo. They are all top rated recruiting technologies on their own.

I think these acquisitions are just one more signal in what we see is a growth of the Talent Acquisition Suite, away from core HRIS suites. The TA Suite of the future is a stand alone tech stack that can become a competitive edge for organizations.

The one part of this acquisition that confuses me, a little, is Role Point. While I love them as a point solution, Jobvite already has Jobvite Refer, so this acquisition seems a bit redundant. I mean Jobvite invented Employee Referral technology. While I’ll agree RolePoint is better than Jobvite Refer, I’m not sure they are that much better tha I would spend millions of dollars to acquire.

I will say that that Internal Mobility is a hot topic in almost every organization, so I’m assuming this is the main reason for the acquisition.

Regardless, I believe this positions Jobvite uniquely in the space to be able to offer an advanced Talent Acquisition suite that no one else in the space can put forth, at this point.

One thing to consider is how other ATSs like iCIMS and Greenhouse (we also see Ultimate Software/UltiPro doing this on the HR suite side) are building out their stacks for their customers. Both have taken the App/Marketplace concept. Think of this like your Smartphone. You buy your base iPhone, and then add the apps you want.

That’s the big question! Will the market want a suite or will they want a marketplace of pre-built integrations that you can select and plug and play?

Both buyers are in the market. We already see the suite buyers who want one enclosed technology that does almost everything they need under one umbrella – what it looks like Jobvite is building with these acquisitions. We also know some buyers love to select specific technologies and somewhat build their own stack, based on their own unique needs. It’s really just positioning, I’m not sure we’ll see one strategy win out ultimately.

Definitely an aggressive move by Jobvite. They were falling behind the market a bit and this will definitely thrust them back into the lead pack. I think we all felt like 2019 would be a great year for acquisitions and Jobvite has come out of the gate making a giant swing!

Your Weekly Dose of HR Tech: HR Tech Vendor Fatigue is a Real Thing!

You know how milk and employees have an expiration date? Come on! We all have that one employee who been with us way past their expiration date and we just can’t take them any longer. They might actually have great skills and knowledge, but they still need to go! They’ve gone past their employee expiration date!

I get to talk to a lot of HR and Talent executives about the technology they use. The majority are fine with what they have. They take the positive leadership stance of this is what we have right now and we’ll make the most of it. If we get to a point where our technology is working against us, we’ll push to upgrade or change. Some are in love with their tech. I find most of these are in the honeymoon phase and were the ones who choose the tech. Some hate their tech.

What I find with most executives who hate their tech is the tech isn’t the issue, it’s usually Vendor Fatigue.

What’s Vendor Fatigue? 

HR Tech Vendor Fatigue is when you are probably having some problems with your tech stack, it’s not doing exactly what you need it to do. You’ve been going back and forth with your main vendor to try and make the changes you need, but it seems to be just more headache after another. You’ve been there, right? We all have!

So, instead of just going the last ten yards and getting it done, you decide it’s best to just move on and start over! You’re too fatigued to continue to work with this vendor, even though if you sat down and thought about it logically you would come to the conclusion staying with your current vendor is really the wisest solution and what’s best short and long-term for the organization and your resources.

But we don’t do that!

Instead, we go out and buy a new system that is basically 90% the same as the old system, and we start fresh. It’s like a marriage. Some people work to try and make it better. Hey, at one point I fell in love with you. We went through some hard times and we can now get divorced or we can go to counseling and rekindle that great thing we once had. We already know each other’s deep, dark secrets, so maybe it’s best if we just figure this thing out!

The biggest mistake most HR and Talent Executives make around HR Tech! 

I constantly speak to executives who are using a really great system. Top 5 on the market and they tell me they’re moving to another Top 5 system because they just can’t take it anymore. The system they have isn’t working, “I mean, Tim, my team is only using 35% of the technology!” Then they look at me for approval…

I tell them you’re making a big mistake. The technology you have in place right now is being utilized by hundreds, thousands of organizations that are doing great things with it. You only using 35% is not a tech problem, that’s a ‘you’ problem. Guess what’s going to happen with your new system? Yep – 35% usage. Find out first how to use what you have 100% and then tell me why it’s not working.

HR Tech vendor fatigue is just like a relationship gone bad. But we tend to think about it way differently. “No, Tim, they are a vendor and they should bow down to us and make it right!” Well, sometimes, yes, sometimes, no, you’re being unreasonable!

But, there are also times when it’s time to get divorced from each other. Expectations have become unreasonable. You both are making each other stressed out. While it’s true that one of you is a buyer and one of you is a vendor, pointing that fact out doesn’t help, but it is a reality. I’ve fired some clients and I’ve been fired by clients. Both of those firings cost me money, but one probably eliminated a lot of stress!

If you’re feeling fatigued by any of your HR or Talent vendors ask yourself some questions:

  • Did I do everything I can to make this solution work?
  • If we became a super user of our current tech would this tech work for us like we need?
  • Can we live without this solution? Short and Long-term?
  • Am I making the best resource decision for the organization or just making my life easier?
  • Will the state I’m in right now, happen again with my next vendor? Why or why not?

We love to believe our vendor is the issue, and many times they are, but also many times they aren’t!

Your Weekly Dose of HR Tech: @Oleeo_ – Talent Intelligence to Unleash Your Recruiting Potential

Today on The Weekly Dose I review the newly rebranded Applicant Tracking System, Oleeo. Oleeo is the former WCN ATS product and they have a long and successful history mostly working with European customers.

Oleeo is a global ATS designed for high volume hiring and has built-in event management which makes it an incredible ATS choice for those organizations that do a ton of campus hiring, or other types of high volume-type hiring events.

Oleeo has some great relationships within the banking and finance industry, and that speaks to how well the software works when it comes to working in industries where it’s critical to do well when competitively hiring on campus. I would foresee health systems and tech companies that do a bunch of hiring on campus would also have a high interest in looking at this ATS. Oleeo also has high-volume retail users as well that are finding success with the system.

Organizations that need to process a lot of potential candidates quickly, now have a system that helps filter the best to the top, and makes it a personal candidate experience. Oleeo delivers really well on all those factors.

What I like about Oleeo:

  • Oleeo is built for hiring events first and foremost. While most ATSs are weak at this, thus most organizations have to have a separate college hiring system, Oleeo delivers a top-notch experience for both candidates and recruiters in planning and executing career fairs.
  • Candidate self-service is a big piece of Oleeo allowing candidates to pre-register for events, schedule their interview time, etc.
  • Oleeo has a built-in CRM tool that allows recruiting teams to build out candidate campaigns by a number of criteria, track key information around these groups, and built automated actions based on the response.
  • Predictive screening technology is also built into Oleeo based on 120 different attributes Oleeo allows you to put an unlimited number of candidates through pre-hire screening, delivering the highest rated candidates immediately to your recruiters to continue on in the workflow.
  • Interview management is also another strength of Oleeo that allows you to customize an interview workflow based on if/then to automate much of the process and again allow candidates to manage some of this process on their own.

Oleeo is basically a new ATS to the U.S. market, but not new when it comes to its ability to know and understand all the complexities of global high-volume hiring, as WCN has been doing this since the mid-90’s outside the U.S.

I like Oleeo brings an enterprise level ATS feel to a marketplace that has been long dominated by an under-powered Taleo, primarily. While the CRM is still light on functionality, and SMS is only push at this time, the Oleeo team has shown it has the experience and knowledge to build out an end-to-end recruitment platform for the global market.

The Weekly Dose – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on The Weekly Dose – just send me a note –

Want help with your HR & TA Tech company – send me a message about my HR Tech Advisory Board experience.

Your Weekly Dose of HR Tech: @Talentegy – it’s Google Analytics for your Talent data!

Today on The Weekly Dose I take a look at the talent experience management (TXM) technology Talentegy. Did you catch the new marketing phrase they created!? TXM? I love it. It’s just like the made-up marketing phrase Candidate Experience (CX) and Employee Experience (EX) that have swept the world!

So, what the heck is Talentegy?

In simple terms, Talentegy is a technology that is constantly tracking and measuring the experience of those candidates, and employees, who are applying to your jobs, working within your talent and HR systems, etc. This is important because we tend to always have little things going on and we want to know about them as soon as possible.

Maybe it’s a broken link in a job description, or some part of your application process or pre-hire assessment is causing candidates to not finish, etc. Talentegy can show you where this is happening and instantly alert your team of what’s going on. It can also show you how to improve the entire experience so you get more people through the process.

The best piece is, like Google Analytics, there isn’t any integration needed and it can work with all of the major ATSs, CRMs, and talent management systems. It’s a pretty simple process of placing some tags in the pages being visited and you instantly start collecting data of what’s going on in your process in real-time (FYI – the dumbest person on your IT team can handle this, or your ATS/CRM provider can walk you through this!).

What I like about Talentegy: 

– The system will record video of the actual problem so you can see exactly what a candidate or an employee is experiencing. This is important because so often the explanation we get is difficult to decipher what is really happening. With Talentegy you get to see exactly what is happening.

– Talentegy built a ‘Slack’ like communication platform with the dashboard so you can instantly communicate both internally and externally with those who need to know. IT, HRIS, your vendors, are all on the same message flow so you can quickly diagnose the issue, decide who’s responsible, and follow up, all on one platform so nothing falls through the cracks.

– Talentegy also gives you the power to survey through popups at any point in your process. Find a friction point? Drop in a survey and find out how candidates or employees would make it better.

– Simplicity. While almost any technology you would use takes weeks, months to get up and running, Talentegy can be done almost immediately, and they’ll get you up and running for free so you can check it out! They do that because they know once you see what it can do, you’ll buy it!

Most of the technology I review is what I would call ‘Big Decision’ technology. It’s not something you’re going to demo and then just go “yeah, let’s do this!” You have to bring in other people, departments, etc. If you’re an HR or Talent Leader, Talentegy is one of those technologies that you demo and just make the immediate decision to start using, without consulting anyone!

Like most data driven technologies there is one thing you really need to make this valuable and that’s data! That means you probably have an organization of 1,000 ee’s or more, or you could be smaller but hiring a ton. Basically, you just need enough data to gain better insights. The cost isn’t really the issue, because I found Talentegy to be very cost effective for what you get.

The Weekly Dose – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on The Weekly Dose – just send me a note –

Want help with your HR & TA Tech company – send me a message about my HR Tech Advisory Board experience.