Category Archives: HR Technology

T3 – What the Hell is Artificial Intelligence in HR?

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The HR Technology Conference is in Chicago this year from October 4-7 and I’ll once again be blogging live from the show. As I’m preparing and scheduling meetings with various vendors one thing have become perfectly clear, I’ll be doing a lot of talking about “Artificial Intelligence”(AI).

You know AI, right? The stuff we see in  movies in the future where computers and robots begin the think for themselves then very quickly understand that humans are inadequate so they ‘decide’ humans are no longer needed and only machines should run the world. Yeah, That AI! Sounds like the perfect HR replacement!

Okay, I’m only half joking.

So, what the hell is AI in HR, really?

The actual definition of Artificial Intelligence is simply, intelligence exhibited by machines. That’s pretty broad, but now you see why the movies have taken this to resemble human-like robots and overly aggressive computer programs with condescending attitudes. The greatest ‘real’ example of AI is IBM’s Watson (see the video below).

Artificial Intelligence in HR is designed to take and transform data into ‘humanized’ formats that we can easily digest and take action on. You will see this every day in the predictions and suggestions that your HR and TA systems make for you. A simple example would be pre-hire assessments that predict once candidate could possibly be a better hire than another candidate. This is AI for HR.

Not quite robots taking over your job, but it helps put into context the buzz word “Artificial Intelligence” is quickly becoming in HR and TA.

AI is moving into almost every kind of technology we’ll use in the next few years. There are systems on the market that can now, fairly accurately, tell you which of your employees will be next to leave your organization. Where you should be building your next call center. What groups of employees when paired together in a team will develop your next best selling product or service. That’s all really cool!

But, it’s still not robots taking over the world because they find you inadequate, yet!

So, get ready for the fall conference season knowing you’ll hear two things a lot as HR and TA vendors do their annual ‘let’s talk over your head’ by using really fancy, mostly made up, terms to make you think are tech is something you must have. “Machine Learning” and “Artificial Intelligence” (which are basically the same thing) will be shoved down your throat at an alarming rate!

While the sales pitch might be lame, you know I love the technology. Predictive technologies are the next level technology for most HR and TA shops. The challenge we all have as leaders and pros is trusting what the technology is telling us.  We still want to believe we, the humans, are smarter than the machines. Unfortunately, we are not.

The organizations who can get themselves to trust the technology the fastest and follow the recommendations, consistently, not just when it ‘feels’ right, will be out in front of everyone else. So, don’t get intimidated by AI or Machine Learning. Embrace the cheesiness of your local HR and TA vendor salesperson. Who knows, next year a robot might be selling you your software!

T3 – @SocialTalent – Recruitment Training

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This week on T3 I review the recruiter/sourcing training platform Social Talent. Okay, before we get started on Social Talent, I have a confession to make. I’ve actually known about Social Talent for a while but haven’t written about them because I was taking my entire team through their training! I didn’t write about them because I didn’t want to share how awesome it is!

Social talent is an on-demand platform that trains your recruiters to get a ‘black belt’ in internet recruitment. Social Talent also has an advanced black belt and an inclusion and diversity recruitment certification. The program is micro-video driven, enforces learning through quick quizzes on the learning and of course the big black belt certification assessment at the end.

The program is recruiter-driven and takes about an hour or so per week to complete, over 16 weeks. My recruiters actually spend a little more time than an hour per week because Social Talent continually adds in the newest information around sourcing and recruiting and the platform constantly engages your recruiters to learn more and get higher level skills.

5 Things I really like about Social Talent:

1. Built by recruiters for recruiters. The platform is built around learning, recruiting and performing. The training has changed the way my recruiters tackle an opening and opened up the number of sources each of them uses.

2. The bite-sized video in Social Talent is consumed easily and reinforced by practice. The training is developed in a way that allows both new recruiters and experienced recruiters to get the most out of it.

3. Social Talent isn’t only teaching the tech skills of Boolean Search, Advanced LinkedIn searching, etc., it’s teaching recruiters to build their own personal brand and how, to build networks and pipelines, and how to build your employer brand.  It’s the gift and the curse of the platform, your recruiters will make themselves more valuable by going through this training. This is true development for recruiters just not skill-enhancement.

4. Metrics platform gives talent acquisition manager great insight to who is using the platform, how they are using the platform and gives them the ability to send social positive reinforcement. One of the best training platforms for recruiting I’ve seen that truly helps you ensure you get full user adoption and most out of your investment.

5. Ongoing bi-weekly live training sessions to reinforce all the new skills that your recruiters are learning, plus gives it lets them challenge the Social Talent team on their harderst searches and shows them exactly how the ‘pros’ would use the system.

I have to say this again, I didn’t want to share this with you because I truly believe it gives my recruiters a competitive advantage over every other company who doesn’t use it! But, I started T3 to share, so asmuch as this hurts me, I’m sharing this with you.

Socical Talent is the single best recruiter training tool I’ve used in my twenty-plus years of recruiting and managing recruiting teams. It’s not a small investment, but I can tell you that my team took full advantage and we feel like we’ve gotten a full return on our investment and my team, across the board loves it!

Check them out, you won’t be disappointed!

T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great HR, 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 T3 – send me a note.

T3- @WeVue – Where Culture Comes to Life

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This week on T3 I review the employment branding/culture mobile app WeVue. WeVue is a mobile app that enhances the experience of being on a team by bringing company culture to life through the power of photo and video sharing. It’s a mobile platform that turns your entire employee base into one big social network of sharing and communication.

It has a little Snapchat/Instagram Stories feel to it, but with a lot more functionality to communicate amongst teams. An employee gets started on WeVue by downloading the app and using their work email address as their way into company side of WeVue. From there the first thing they are taught to do is a step-by-step process of making a video of themselves for everyone in the organization to view, share and comment (think great first-day orientation exercises!).

WeVue allows your employees to share their stories and experiences with your organization simply and effectively. The platform also allows the team, or an individual, to celebrate accomplishments, start events, give positive feedback, etc. They can push these notifications to individuals, teams or the entire organization.

5 Things I really like about WeVue: 

1. WeVue is a mobile platform that has a very familiar UI/UX for most employees who are familiar with using social apps on mobile. This makes it user adoption much easier because almost everyone will download and immediately be able to begin using the app and setting up their profile.

2. I love that WeVue starts out by having each employee making an introduction video. This has so many applications to begin great orientations and make people feel instantly welcome in your environment. The profile can also be easily changed and added to as an employee sees fit.

3.  Ask questions/Get Feedback. WeVue’s platform allows users to ask questions and gather feedback quickly and easily. App admins at your organization can control access and whether you want this to be anonymous or open, also who can ask questions can also be controlled by company admins.

4. Culture Feed. WeVue has a timeline type function where most of your employees will spend time on the app, this is your ‘Cultural Feed’. As people share items, give shout-outs to each other, etc., all will be seen by the entire company here (similar to a FB timeline). Also, you can Broadcast announcements on the app, one-way communication by leadership, HR, marketing, etc.

5. Social share to a custom landing page. The app allows users to share information and you can have it go to a custom landing page, like maybe your career site!  This easily allows you to share your culture with perspective candidates and drive additional traffic to where you want it.

WeVue is an organizational culture app.  Designed for organizations who want to share and drive a strong sense of what and who they are as an organization. As companies grow quickly this is one of the first things that gets lost, and once it’s gone, it’s almost impossible to get back. This helps companies stay small, as they get big, and let’s big companies seem a bit smaller. WeVue is like having your own private social media site for your employees.

Check out WeVue. Easy quick demo. Fairly inexpensive for what you get and can build in terms of culture. I’m a huge believer in letting your employees be your brand advocates through sharing their stories at work, and WeVue makes this very easy.

How WeVue changed Logan’s career? from NiceGuy with a HeadFull of Ideas on Vimeo.

T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great HR, 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 T3 – send me a note.

How did Monster Lose Out in the Job Board Wars?

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I’ve been a Monster customer for at least fifteen years.  I’ve used Monster in four different companies that I’ve worked for. I also use (or have used) CareerBuilder, LinkedIn, Indeed, and Dice. So, I’ve got experience dealing with large spends on the Job Board side.

Having a presence on Job Boards is part of almost every recruiting strategy that’s out there, it’s one place most organizations need to be, I truly believe that. If you’re not, you’re going to miss a pool of talent.

For those who don’t know Monster was purchased this week by multi-national staffing and RPO firm Randstad. I’m not going to speculate on why Randstad would buy Monster, but there’s no doubt Monster had a ton of data and clients that a staffing firm would find desirable.

My question is why did Monster lose out in the Job Board Wars?

In the big Job Board game, there are really only three players: CareerBuilder, LinkedIn, and Monster. Dice and a bunch of niche players in that category will always be around if they can actually attract talent to their niche. Here is the reason I think Monster couldn’t keep pace with CB and LI:

The Sales Team: Flat out job boards need to sell job postings, resume database memberships, branding opportunities, etc. CB and LI are modern day sales sweatshops! Monster barely recognizes I’m a customer and a fifteen-year customer. I know three levels of CB sales people on my account. I can’t tell you the last time I even got an email or call from Monster! LI is similar to CB. They constantly hawk me to buy.  In a game of three, the ones who can outsell the others will win.

At least quarterly I sit down live or on a call with my CB rep to take a look at metrics and how my team is utilizing their platform. Did I mention I never get a call from Monster? During these calls with CB I get numerous suggestions on how we can get better. Many times they’re trying to upsell me for more product, sometimes that works.

I get contacted from LI at least six times a year on various solution selling types of things for my business. I get invited to webinars constantly. The CRM machine for LI is strong. A little different than CB, which is more high touch, but LI’s selling automation is relentless.  As is Indeed’s. Indeed is another player in this game that has made all the job board players up their game. Their sales team took a page right out of CB’s selling book. I get at least a call a month from CB.

I got one call from Monster last year. It was to renew my contract. The call came from a person who I didn’t know and who didn’t know who I was or my business.

You can have the best brand (and I would argue of all the job boards Monster has the best brand), the best technology and the coolest stuffed animals to give away, but if you don’t sell, you’re going to get bought by a staffing firm for pennies on the dollar of what you really could be worth.

 

T3 – @NamelyHR – HR software for Humans

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This week on T3 I review the SMB HRIS technology Namely. Namely is a core HRIS system for growing and midsize organizations. Along with the core HR function Namely also does Payroll, Benefits, and Performance Management. You get a lot for a system originally designed to serve the SMB market, plus with their open API model, Namely easily integrates with other Saas software you use, like your ATS, background check technology, etc.

Namely was designed to be an HRIS system that your employees will use, not just HR. You’ll notice it has a social media-esque feel to it that will put your employees at ease when logging in and using the platform. One big differentiator for Namely is their integration with benefits brokers, and their ability to act as your broker as well. About 35% of Namely clients use them for their benefits, so online Open Enrollment is a given within the platform.

5 Things I really like about Namely:

1. Performance Management is a great addition to the core HRIS. Namely was built to be your core HRIS, but their performance management is really good. Create goals, cascade those down across departments and managers, track, review, etc. Plus, the system will auto-communicated out to managers and employees when goals are reached, progress, etc.

2. Organization Chart Management. This wasn’t something I was expecting from Namely and it’s not super robust, but to have this functionality in a core HRIS system for smaller organizations is really nice, and so many want this, especially those in fast-growing organizations.

3. Benefit Integration. It’s one thing to have a system that will work with your benefit’s broker, it’s another to have one that will actually do all the benefits as well! Namely works exceptionally well at managing your benefits because it’s set up to do this on its own if you choose. If you want to maintain your current broker, the system will work with them. One of the better interfaces for a core HRIS around this function.

4. Time card functionality and electronic signature. Again, for growing organizations these are must haves and Namely delivers.

5. Robust Reporting. Namely allows you to pull anything out of their system in customizable reporting but also builds most of you what you need including ACA reporting, payroll reporting, benefit plan summaries, etc. Easy to navigate and build what you need.

Namely is designed for small to medium sized organizations that don’t have huge HR teams. The platform is easy to use and is built for your employees to be able to navigate around and get what they need without a ton of help from HR.

I hesitate to call this an entry level HRIS system because it’s not.  Namely will fall into that category as an organizations ‘first’ HRIS, but they’ve definitely taken it up a notch and provide way more than most HRIS systems within this segment of the market.  The benefits integration alone is far superior to most on the market, and providing performance management in a core product really sets it apart within the industry.

T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great HR, 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 T3 – send me a note.

T3 – Pilot (@Pilot_Inc)

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This week on T3 I review the new startup coaching technology PILOT. PILOT is the brainchild of Ben Brooks. I’ve known Ben for years, he’s a super smart HR Pro/Leader based in New York who has an exceptional corporate HR background. From Ben’s corporate experience he realized there was a gap in the market when it came to professional, personal development for most people, and PILOT was born.

PILOT is an innovative career improvement company revolutionizing the way individuals command their careers. With leading advice and resources that were previously only available through expensive one-on-one career coaches or control-focused HR departments, PILOT combines an easy-to-use technology platform with focused, real-world advice that empowers individuals to take control of their professional success.

Basically, PILOT is a more efficient, cheaper way to have a professional business coach in your life. One that helps you drive your career forward and holds you accountable to results. For organizations, it becomes retention insurance! If your best people are being developed, they will leave, that’s been proven.

5 Things I really like about PILOT:

1. PILOT is designed like development should be designed, to ensure the person takes ownership of their development. Too often corporate development puts the ownership back on the LOD department or the hiring manager, not the individual. That is where PILOT starts.

2. PILOT’s Job Renovator measures an individual’s job satisfaction, then shows them how to become more satisfied with their job, by staying, not leaving! This is why PILOT should be considered Retention Insurance. Most business coaching type programs almost exclusively get people to find satisfaction by leaving. Ben understands this from working on the corporate side, and saw the power in getting people to stay and find a better way.

3. Each individual gets a pdf blueprint of their action plan on the steps they’ll be taking along the way of their career development.

4. PILOT is designed around your schedule. They’ve discovered about 80% of the participants will actually schedule their sessions on the weekend, for professional career development. The people who are serious about moving the needle in their career find time to make this a priority.

5. PILOT is a great combination of technology and real-life coaching with accountability, check-ins, and reassessment built into the program.

In terms of cost PILOT is a fraction of having a live business coach, plus from a corporate perspective, the system is actually working with you to re-engage your leaders and employees to find more out of current position, stay with the organization, and build their career with you. For those who have had a professional coach (like I have), so often those engagements end by you leaving the organization to meet your professional goals. PILOT is the first developmental tool I’ve seen that truly works for both the individual and the corporations best interest.

T3 – Talent Tech Tuesday – 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 T3 – send me a note.

T3 – day100 @dayonehundred

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This week on T3 I review the reference checking technology start-up day100. day100 is an automated reference checking, candidate selection technology that uses a candidate-driven process to get fast and accurate results of who the candidate truly is with virtually no effort from your talent acquisition team. The name came from your desire to be able to tell how a candidate would be on day 100 in your environment before you actually hire them.

Here’s what I know from 20 plus years of working in talent acquisition. Reference checking, as we know it, is dead, or should be dead because it’s worthless! The majority of organizations still check references by asking the candidate for references, then either calling or sending these references, who are most likely the candidate’s Mom’s best friend, their Dad’s golf buddy and their second-grade teacher, to answer questions that are all subjective.

“Is Timmy a go-getter?” “Would you hire Timmy to work for you again?” “Does Timmy have high energy?” Or other questions, all of which will come back sounding like Timmy is the second coming of Christ.  I always ask TA leaders who tell me they still check references, when was the last time you didn’t hire someone based on their references? Give me one example in the past year. No one ever can! Ever!

Current reference checking is a complete waste of time and resources and shouldn’t be done if you do them like I laid out above. This is why technology, like Day100, is changing the entire game of candidate reference checking.  Automated reference checking, which is asking predictive behavioral based questions, in which the referee can’t give a positive answer over another, are the way to go. Here’s an example of what it might look like:

On a scale of the candidate prefers a “quiet, laid back atmosphere” to “loud, my hair is on fire atmosphere” which environment would this person work best in? 

Then you have four choices so the person is forced to select where they believe this person leans in the preference. This is just a simple example, day100’s algorithm is much more scientifically based than this, but you get the idea.

5 Things I like about day100: 

1. day100 helps you select the best candidate for the position by ranking them compared to what you said you’re looking for in the position and your corporate culture. You upload your job posting and candidates and day100 takes the process from there delivering you back a stacked ranked list of your candidates who would be the best fit for the position, with completed references.

2. Candidate driven process is one good way to also pre-close candidates on if they’re serious about the position and about your organization. If they don’t complete their end of the process, they don’t move on.

3. The process is designed to get references early in the process, not late, which saves time in closing when making offers. About 90% of referees have responded in 48 hours and the response rate of the references in beta is running around 75%.

4. The reference check portion for those completing takes about 10 minutes to complete on average and is a combination of multi-choice and opened ended information. The platform is very user-friendly and easy for those using to quickly click through to complete the reference.

5. day100 delivers you great visuals to be able to share and use with hiring managers to debrief on a list of candidates to make decisions on next steps.

I’m in love with automated reference checking technology. day100 goes a little bit beyond just reference checking and actually gives you some ranking recommendations as well, comparing all your candidates against each other to the actual job. Well worth a look, plus if you want to try it out they’ll give you their upgraded version free for a month to try it out.

T3 – Talent Tech Tuesday – 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 T3 – send me a note.

T3 – @Ratedly

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This week on T3 I review the anonymous employee review monitoring mobile app Ratedly. Ratedly is the brainchild of the godfather of recruiting thought leadership, Joel Cheesman.  When I entered this game eight years ago there were like four people in the world that talked about the Recruiting Industry and Joel was one of those folks, so he knows the industry very well.

Ratedly was built for HR leaders to be able to monitor employee review sites. When we hear that, most of us will only think of Glassdoor, but there are literally dozens of sites with employee reviews and new ones popping up weekly. Indeed now rivals Glassdoor with the number of reviews they have, and niche sites like InHerSight, AARP, and other local sites are collecting millions of employer reviews. Heck, it even monitors Twitter for notifications about your organization.

The problem will all of this is it becomes too time-consuming to monitor all of these sites and respond in a fashion that is representative of your employment brand. On top of being able to monitor, these sites run 24/7/365, and most of our HR and TA teams don’t! Yet, our executives want these reviews, especially the negative ones, responded to immediately!

Ratedly was built on a native mobile platform, meaning it’s built to be used on smartphones and tablets. It was done this way because of the expectation that whomever in your organization was responsible for this, more than likely, they would want 24/7 access to these reviews the moment they came in, with the ability to share with others in the organization, and be able to respond in real-time.

5 Things I like about Ratedly:

1. The UX is designed to be similar to a news feed you’ll find on many other apps, so the feel is very familiar and easy to use. Ratedly allows you to scroll through your employer reviews all in one spot, at the same time.

2. Bookmarking. On the Ratedly app you can easily bookmark reviews to go back to later and find them quickly. On each review, you will also have access to read the full review, see job title, location, star rating, etc.

3. Share feature. Ratedly easily allows you to share reviews from the app with hiring managers, executives, etc. Some organizations have the leader responsible respond, some have one department like TA respond, regardless of your process, Ratedly allows you to share with whoever you want, immediately.

4. Ratedly puts the monitoring of all of these review sites in one simple easy to use app. No longer does your employment branding team need to check into all of these sites on a daily basis. Or, like most organizations, you’re lucky to check in once or twice per month, and see some bad review that’s been sitting there for weeks!

5. It’s really inexpensive for the service that it offers! $149 per month, is peanuts for when it comes to protecting your employment brand. Most organizations have so much invested in their brand, and Ratedly becomes an inexpensive way to ensure that investment doesn’t blow up overnight!

Ratedly seems to be a technology that larger to enterprise level organizations would definitely have an interest in. If I was running employment branding for a multi-national I would definitely have it in my tool chest. The price point, though, really allows SMBs to come and play as well, especially those smaller startups who are in highly competitive environments and their brand is everything to getting talent. Well worth taking a look!

T3 – Talent Tech Tuesday – 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 T3 – send me a note.

T3 – Whil (@WeAreWhil)

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This week on T3 I review the hippy-dippy app called Whil! Okay, Whil really is a mobile app that delivers mindfulness for the modern age. It’s basically a platform of mindfulness for professionals, built by professionals in the mindfulness space.  Whil is specifically designed to corporate wellness, to reduce stress and related illnesses.

Let’s face it, most of us are under way too much stress. As HR pros our executives have thrown this on our backs as well, reduce the stress of all of our employees so they are better performers, more productive and, oh yeah, don’t make it cost too much! I’m very interested in mindfulness, heck, I’m interested in anything that will give me an edge, my problem has been finding the time. Whil seems like a great way to get me started and keep me going.

Do you feel me!?

Whil has a Netflix type UX that allows you to search their 1250+ sessions based on things like “what’s your issue”? Is it stress relief? Bam, here are hundreds of mindfulness exercises, yoga exercises, etc. that can help. You’re low on confidence today. Okay, here are options specifically for you.

5 Things I like about Whil:

1. They have personal dashboards for every employee so they can track their own progress, start from where they left off last, know how long they been doing something, etc. All employees are auto-enrolled by their work email, which allows HR to control access for those who are no longer an employee.

2. HR has their own dashboard which gives them great stats like who’s using Whil the most, which Whil programs are the top ones for their organization, and demographics of your employees who are utilizing the system. The crazy part about stress is we (HR) usually have no idea who is actually under stress, so Whil gives us some better insight to the overall stress health of the organization. The dashboard also allows HR to give out personal rewards to help with user adoption if you choose.

3. Whil has programs for mindfulness, yoga, emotional intelligence, compassionate leadership, etc. Many of the soft skills we need our new leaders to have as well, so it doubles as a great leadership development tool as well, or employee development for hiring managers to recommend to their own staff.

4. Wearable integration! For some organizations, this is big, as many of us have employees who have picked up on the wearable craze and this works right along side that technology as well.

5. All of the sessions are designed to be workplace friendly. 1-10 minute sessions which can be done at their workstation, or a quiet room, exercise room, out on the lawn, you name it!

Mindfulness technology might not be for every employer. The research behind the practices show great results, so it can’t be ignored by HR professionals and leaders. Whil is definitely worth a look if your organization has interest in adding this to your wellness program.

T3 – Talent Tech Tuesday – 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 T3 – send me a note.

T3 – HR & TA Technology Startup Competition at The HR Tech Conference!

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I get to review some really great HR and TA Technology on a weekly basis. Many of those companies are just looking for a ‘shot’. A way to be heard, to let people know what they do and how it will help their organization. Well, this is it!

The HR Technology Conference is having a competition called, “Discovering the Next Great Technology Company”.

It will be a “The Voice” like a competition where each company that gets selected will be given a ‘coach’ to help them before the competition be prepared for their presentation, then at the competition, there will be voting and someone will be named the 2016 Next Great HR Technology Company!

Okay, I’m not a coach, but there are some other great folks who will be that understand the industry really well (Jason Averbook, Trish McFarlane, Madeline Laurano, George LaRocque, and Kyle Lagunas).

Here are the important details:

HR Tech startups can submit to be considered and get more information at:

http://www.hrtechnologyconference.com/ant.html

One that page you will find instructions, information, and the link to the application forms. There is no charge to apply, but the deadline is coming up fast, so interested HR technology providers should not hesitate in applying.

And one last note, because I know I am going to be asked – the “Awesome New Technology” session at the Conference for larger, established HR tech companies will once again be held at the event, and it uses the same application form at the same link as above. The HR Tech Conference has not, (this year anyway), given that session the reality TV makeover just yet.

What’s In It For You? 

1. You’ll get some great free advice from some of the top Analyst in our industry.

2. You’ll get to present, on stage, your product in front of one of the most attended sessions at HR Tech!

3. It’s great publicity for you to even be selected to present, to be one of those “next great HR Tech companies”, it’s even better if you win!

The Deadline is June 30th!  But, a little HR Tech Conference birdy told me that they’ll extend registration for this competition an additional week! So, get on it today and apply. It doesn’t cost anything and only takes a few minutes to apply.