T3- @Hirabl

This week on T3 I take a look at the specialized staffing vendor software technology called Hirabl.  Hirabl is designed to help staffing companies catch revenue they missed because a client, or potential client, hired one of of the staffing vendors candidates, but never paid the fee. What!?!

Yep, it’s actually a fairly common occurrence in the staffing and talent acquisition game.  It can happen a number of ways. I don’t want my talent acquisition brother and sisters thinking I’m called them cheats.  99.9% of are completely above board, but .1% are sneaky!

Here’s how it all might go down:

An organization is contacted by a staffing company to help on an opening. A good staffing company will insist on a signed contract.  The get the signature and begin working.  The organization decides not to move forward with any of the staffing companies candidates. Both parties go on their way.  This happens a lot in the staffing world.

Fast forward six months down the road and the organization has the same opening.  They post the opening and a candidate comes into their ATS. The same candidate the staffing company presented six months prior.  By contract, that candidate is still ‘owned’ by the staffing firm. The organization hires the candidate, but never thinks about paying the staffing company. The staffing company has moved on and doesn’t even realize you hired their original candidate.  By contract the organization still owes the fee, but it’s rarely collected, because on one comes asking!

Hirabl has technology that goes out and through social profiles and your internal data, finds these circumstances.  You then get an alert, so you can go ‘remind’ the organization you presented the company to that they indeed owe you some money.  Depending on your volume, Hirabl, on average, is finding hundreds of thousands in lost fees.

You need a couple of things to make this successful: 1. Good, signed contracts; 2. Good data for them to search on. Most staffing companies, using a decent ATS, will have the data.  The contract question might be more difficult for some. In my organization we don’t do anything without signed contracts, so we would be good on that front as well.

I wanted to write about this for a couple of reasons. First, I know a lot of staffing folks who read my blog that can use this and get back some lost revenue. Second, I wanted those corporate talent acquisition folks to know that staffing vendors are getting more sophisticated, and some things that you might have gotten away with years ago, will soon be coming to an end.

Be careful signing a staffing contract. Usually, most staffing vendors are going to ‘own’ candidates they submit to you for at least twelve months.  That means if you hire one of those folks, even if that candidate came to you on their own, you contractually are liable for that fee. That’s why you should be signing a ton of contracts.  Find a few good firms. Work with them closely, and you won’t have any surprises.

You can better believe I’ll be trying Hirabl!  We do a ton of volume, and as much as I would like to think no client hired one of our folks, I know we’ll find some where it happened. Stay tuned!

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 space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

Live from #SHRM15 – Secret Sauce Recipes!

Yeah, I know it’s Sunday and I normally don’t post on a Sunday, but I’m at the annual SHRM National Conference in Las Vegas and it starts today. The opening keynote speaker is Coach K, the Duke University head basketball coach.  I’m not a big fan.  His team beats my team way too often! So, he’ll be painful to listen to as I remember each defeat.

The SHRM expo floor also opens today with a big reception.  The SHRM expo is hard to describe.  Part flee market. Part carnival. Part car show. All HR and Talent.  Everyone who ever wants to sell stuff to HR is here.  They hand out pens, stress balls, mints, hand sanitizer, t shirts, frisbees, candy, basically, anything to get you to stop and talk to them.

My favorite free stuff that vendors give out is information!  You see, all of these vendors have clients that actually pay these vendors money to use their products and services.  These vendors know what others are doing to be successful.  If you take a few minutes they’ll gladly share the secret sauce recipes of all kinds of organizations!

We all want secret sauce recipes!

It’s probably the greatest weakness of HR and Talent Acquisition, in general, from industry to industry, is we suck at getting competitive data on what other organizations are doing in their HR and Talent shops.  We don’t network with our competition. We think if we share what we are doing, we’re somehow sharing national secrets. So, we fumble around through life, trying to figure it all out on our own.

That is why I spend most of my time at SHRM meeting with vendors.  I treat them like normal people, and they in turn give me great insight to what is working and not working in the world of HR and Talent.  I get smarter. I learn what I can take back to my own shop.  I gain some understanding of what the best organizations are doing that is successful. That’s valuable!

I don’t really care what Coach K does to cheat his way to national titles and stealing recruits.  What I care about is being on the cutting edge of what the best companies are doing to gain an advantage with their employees and getting the best talent.

Check me out on Pericope, where I’ll be live streaming during the conference!

*image credit to Gaping Void.

T3 – Recruiter Sidekick

Today on T3 I take a look at the talent acquisition tool Recruiter Sidekick. Recruiter Sidekick helps take care of one of the biggest issue we all face in Talent Acquisition, regardless whether or not you are agency or corporate.  We do a terrible job a mining our own internal databases!

Your internal database in the most underutilized resource that you have.  I could go into most corporate talent acquisition shops and fill 35-40% of their jobs from their own database, without ever having to use another tool to find and source candidates!  How do I know this?  I’ve done it.

This is the primary idea behind how Recruiter Sidekick was developed.  It runs like an extension to your ATS and acts like a referral engine from your own resume database.  It basically looks at every new requisition being put into your ATS and instantly begins searching, based on their own proprietary algorithm, and sends your recruiters a “top 10” list of candidates that most closely match your requisition, that are already in your database.

Think about this concept for a minute.  Two years ago you were hiring for a specialized position in your company.  You presented a number of candidates to your hiring manager.  She interviewed three, and eventually chose the one.  Two more years pass, and you’re growing, or you had someone on your team retire, and now you need to go hire another person in the same role.

Most organizations – like 99% – just do the same thing they’ve always done. They’ll take the new position, input it into their ATS, it will get posted to your career site, maybe a few others, and you’ll begin the process of looking at those candidates who are ‘now’ available.  But, what about those other two candidates two years ago who wanted to come work for you, but someone just beat them out.  Now they have two more years of experience. Maybe one of them is the ‘one’!

In a nutshell, this is what Recruiter Sidekick helps you with.  Recruiter Sidekick doesn’t let you forget you have unmined gold in your own database.  All of this for $10 per month, per recruiter.  It’s a niche piece of software to be sure, but one that almost all of us can use.  Heck! I’m paying an intern right now to just do this, mine our own internal database for talent!

Check them out. For the price you really can’t go wrong!

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 space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

T3 – @ZipRecruiter

This week on T3 I take a look at the Talent Acquisition technology ZipRecruiter.  Unless you’ve been living under a rock the past year, you couldn’t have missed the media and marketing blitz ZipRecruiter has been putting on.  You can’t turn on the radio without hearing one of their ads, so I was intrigued to find out who and what they actually were!

ZipRecruiter is an online job distribution and job board service. The web-based platform aggregates applications from job boards and provides tools for applicant tracking and screening. It is a subscription-based SaaS for employers, recruiting firms, and staffing agencies. They have about 5.2 million resumes in their database. They also have a new product called ZipHire which helps you onboard candidates.  When you post your jobs they go out to over hundred free sites, and you have options to buying up for pay sites like Monster and Careerbuilder at a reduced rate.

For all intensive purposes ZipRecruiter/Hire can act as your ATS and System of Record.  It’s not as functional as those designed to be that, but their goal isn’t to be an enterprise level system. Their goal is to give SMB clients similar technology that the Fortune 500s are getting to play with at a greatly reduced cost, and they seem to be doing it! This is a technology designed to be used by smaller and medium sized shops for folks who might not be as technology savvy as large HR shops. Easy to use. Easy to get started.

5 Things I really like about ZipRecruiter: 

1. Zip is not shy about saying this is who we are, and this is who we aren’t. They do really well with high volume hiring jobs – service level, call centers, skilled trades, etc. They’re inexpensive to use and get your jobs out on the web to hundreds of locations and drive traffic to your postings.

2.  InstaMatch technology which automatically shows the user which candidates within their database is the closest match to their opening. For big shops this is a no brainer, for small shops this is a pretty cool function.

3. Interview type pre-screen filter questions.  For those who don’t have an ATS or don’t have this functionality within their ATS this is another great feature most SMB HR shops don’t have.

4. You can have multiple companies, divisions, locations, etc. all under one account.  Your corporate office can set the account up, then you can allow all of your locations to run their own postings, but it all roles up to the corporate account giving you visibility of who is using it and how it’s going.

5. Zip has a Job Widget you can put right onto your careers page, so people can applying directly to your jobs on Zip from your career site. Again, many SMB companies don’t even have technology to post jobs on their career site/page and this makes it super easy for them to do so.

ZipRecruiter is growing extremely fast and has hundreds of thousands of companies using them, so they are proven to work. The feedback I’m hearing in the industry is that for the price their users are extremely happy with what they are getting, especially on the non-technical/professional level job postings.

Check them out, they are pretty inexpensive and set up under a Saas pricing model where you pay monthly based on how many job you want to post on Zip.  This can also be changed month to month. One month you need to post ten jobs, but the next six months you only need a couple, Zip allows you to flex your plans to meet your needs. Their prices are public, free trial to start, but for posting 1-3 jobs you’ll pay $99 per month.  If you have high volume lower end jobs you almost have to try it for that price!

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 space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

T3 – CoPilot by NuCompass

Today on T3 I take a bit of a departure away from my normal talent acquisition technology offerings and review a new product from NuCompass called, CoPilot.  CoPilot is a new, affordable cloud-based solution for managing relocations. It’s a comprehensive platform that empowers employees to manage their move and access our vetted partners online, while giving you full visibility and budget control.

Being a person has gone through three corporate professional moves, I can tell you it can be a major stress and pain in the butt! Relocation is also a pain for TA pros who end up, usually in most organizations, doing most of the heavy lifting when it comes to relocating new employees as well.  This is why CoPilot intrigued me so much.

When I relocated I used one of those traditional relocating companies. I had a ‘relocation’ agent I had to work with at a third party company, and having this middle person was more of a hassle than a help.  I constantly wished I could just get online and set this stuff up on my own and not have to deal with the middle person all the time. In today’s world, I think more people, especially younger employees, think I like I do. Let me do it myself!

5 Things I really like about CoPilot:

1. The obvious one! Employees get the flexibility to manage their own move, under parameters you set, in a really easy to use dashboard that lays out everything for them, with links to vendors that are pre-negotiated and they select who they want.  Don’t underestimate the power of the freedom of choice as a benefit in relocation!

2. Full estimation tool built in to the software to give you and the hiring manager an estimated cost of relocation, before you even make an offer. Full electronic signature and all forms are auto-generated. Makes starting a completing the paperwork process for relo a breeze!

3. Online expense reimbursement that let’s employees take pictures of receipts and upload them for reimbursement. Plus, the HR team has full access to all the reporting in real time through the dashboard.

4.  Dashboard allows HR pros to manage exceptions completely online, and you can choose what employees see and don’t see. You can also give the flexibility to allow employees to move dollars around to other benefits of the relocation they want to use more than others. Again, giving each employee the feeling this plan was designed specifically for them and their move.

5. Live online chat function for quick answers to questions. Face it, people don’t want to pick up the phone and make live calls anymore! But, CoPilot let’s them do that as well, if needed.

CoPilot was one of the cooler things I’ve seen the very uncool relocation space in a long time.  The other great benefit is the cost! The system costs like $250 per move! No matter how many people you are moving, so it makes it a great option for SMB HR shops that don’t make many moves, but still want a very professional well designed relocation plan.  Also, great for organizations that need to make a ton of mid-range moves and don’t want the full expense of a traditional professional relocation company.

If you do any amounts of relocation, CoPilot is definitely worth a demo!

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 space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

T3 – iRevu

This week on T3 I review the the mobile micrco-feedback performance management technology, iRevu.  iRevü allows you to send micro-feedback to employees in real time, so they can view their feedback and respond in real time.  It’s a simple easy to use interface, that can interact with your system of record or performance management system to auto populate feedback directly into the system.

From your desktop or any internet connected device, you can see iRevü’s that you’ve received, requests for iRevü’s from your team and others. You can tie iRevü’s to company-wide goals and even an individual’s goals and special, short-term projects. iRevü’s and requests trigger emails to managers, and managers are periodically reminded of overdue iRevü’s. All the iRevü’s are exportable into your annual review form at any time by the person, their manager, or the HR administrator.

Adoption of current customers have been really high, with 80% using it daily to give and receive feedback.  Many of us struggle to get our hiring managers to give feedback annually, let alone daily!

5 Things I Really Like About iRevu: 

1. Mobile native. Built and designed to work like your workforce works. The technology helps create an environment where it’s easy to give and receive feedback easily and quickly.

2. Admins (HR team or other) can push out reminders to hiring managers who haven’t given feedback to certain individuals in a while. Individuals can set their own reminders to help them remember to provide ongoing feedback employees want.

3. Blackout Feature. You’re working on something on a Saturday at 9pm after four beers, and you decide it would be a great time to send feedback! Maybe not so much! iRevu has a feature that allows your organization to put a waiting period in play at certain times, so your employees aren’t getting drunk or pissed off feedback. It also protects your leaders from sending feedback they wished they hadn’t.

4. Visual timeline of feedback. Shows you and your hiring managers when feedback was given and to whom on the team. The visuals work really well with so many of our managers who are visual learners.

5. The cost!  It’s super cheap. I get asked a lot from HR pros working in small and medium shops about wanting a performance management system, but they can’t afford the big ones. You can get iRevu at a really good price, and totally re-engage performance management and feedback within your organization.

Micro-feedback was huge a few years ago, and then it went away as all the big systems kind of implemented their version of it within their large enterprise systems. This left many of the small and medium shops without anything that was easy to use for this purpose. iRevu is a great option. Also, larger companies can use it if their system doesn’t have micro-feedback tool, and they can throw the feedback directly into your system.

Check them out, the demo is quick and easy because the system is quick and easy.

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 space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

T3 – HarQen

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 space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

This week on T3 I had the chance to demo two recruiting efficiency tools by Harqen.  Harqen has both their flagship product, Voice Advantage, which is a digital interview platform for both voice and video (Yes, I asked them to change the name!), and their newest product called Hot Sheet that I’m really excited about.

First, Harqen does things a bit differently than most Recruiting technology companies.  They have a great leadership team that has been in the talent acquisition game for a long time, so before you can demo, you have to have some business outcomes conversations.  The last thing they want to do is waste your time, and their time, if their products aren’t really what you need.  This is a must, because while we all want the new, cool tech to help us out, so many of us are just not ready for this change from a business processing state.

Harqen’s Voice Advantage is like many of the digital interview platforms that are out there, with the advantage that they don’t just assume you only want video. They also offer a voice/phone screen option, which is still the standard in many industries and professions. The platform is also mobile optimized and allows you do taped live interviews as well. Clean dashboard and UI, it’s simple and easy to use.

Harqen’s Hot Sheet is a real game changer. The one thing none of us in Recruiting and Talent Acquisition do well, is mine our own internal databases. You put a candidate in there two years ago and haven’t touched them since. You interviewed a gal last year, she was second choice by a hair, but you’ve never reached back out.  Hot Sheet is a process that Harqen takes your internal candidate data and reaches back out to your database. These potential candidates then can respond via the interview platform and your recruiters have interested potential candidates ready to go when they come in the next day.  One of the best parts of Hot Sheet, is you only pay for the candidates that actually show interest!

5 Things I really liked about Harqen:

1. One of the best management teams in the planet selling recruiting technology.  These people have actually recruited and know the pain recruiters feel, which shows up in the products they’ve created. They listen to you, and even if you don’t end up working with them, they’ll give you great advice on what you should be doing.

2. The key to their Hot Sheet product is the Harqen team putting some great marketing touches and creating a campaign when reaching out to your internal database. This isn’t just a mass email campaign, this is a recruitment marketing campaign to re-engage one of the most valuable resources you have in your shop.

3. You only send the people you want Harqen to go after with Hot Sheet, so it’s not some spammy program killing your database. You use as much, or as little as you want.  You can also shut it off at any point. Since you only pay for those that respond, this is one of the economical pieces of recruiting technology on the market.

 4. Harqen’s VoiceAdvantage digital interview product is one of the more flexible interview tools on the market. Video, audio, screen, live, etc. But you can also use for performance management, onboarding, etc. Harqen’s team is smart enough to show you how to fully integrate and utilize the tech for other things than just interviewing.

5.  I can’t say it enough, when you work with Harqen, you aren’t just buying recruitment technology, you’re buying Recruitment Consulting at no additional cost. Others will tell you they do this, but it’s only to make the sale. Harqen does this, at certain points, to talk you out of the sale, so they don’t have to work with bad companies that won’t utilize their products in a way they actually work! This is a rarity in the industry.

Check them out. The Hot Sheet is something that almost any shop should be using. It’s something my own shop will begin using soon, and I’ll update everyone on how it is working.  It’s just too good of an idea not to do, and a very inexpensive cost.

T3 – BrandAmper #HRTech

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 space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

This week I have the pleasure of reviewing one of the hottest companies in HR Technology, and one that was named 2014 HR Technology Conference Awesome New Startup, Brand Amper by Ajax Workforce Marketing. Brand Amper is the genius behind two of the smartest people in HR Tech, Jason Seiden and Lisa Cervenka.  I’ve known Jason for years, and I personally consider him one of the brightest people I know, thus he makes really cool stuff for HR and Talent Pros! Lisa is the marketing genius behind the brand, and really helped to bring Brand Amper to life.

Brand Amper, at its core, is a branding solution specifically designed to meet the demands of managing and building a brand on social platforms like LinkedIn, where the “voice of the employee” trumps the voice of the company.  By helping employees use the company’s employer brand to look their best on social media, Brand Amper helps companies (1) make their brands stronger and more consistent, (2) identify keyword trends to improve social and career site content, (3) engage employee advocates in sharing authentic content about why people should join—and stay at—the company, (4) improve transparency and accuracy on review sites like Glassdoor, and (5) understand how employees represent the brand in real-time.

Employment branding has exploded onto the HR scene in such a huge way that almost no HR or Talent Pro doesn’t have this on their radar as a major issue/project they’re constantly involved in, in today’s work environment.  The one major problem we all face is how do we share ‘our’ brand, when our employees are going out and sharing something completely different. Brand Amper turns this upside down, and solves the issue from the opposite angle!

5 Things I really like about Brand Amper: 

1. Brand Amper solves your dilemma about “what is our employment brand, really”, issue.  It gives you exactly what your true employment brand is, and helps you to shape it on where you want to take it.

2. Brand Amper helps employees draft their employment story by walking them through some simple steps. Not creative? Doesn’t matter, Brand Amper can help the least creative person in the world come up with their story.

3.  The platform makes it really easy for employees to go out and share their story, making these stories some of the most powerful recruitment marketing you can buy. Except you didn’t have to buy it!

4. Connects with both LinkedIn and Glassdoor to make it super easy to help manage your employment brand on these two giant networks of potential candidates.

5. The entire process, while not designed to be an outcome, will raise your employee engagement.  Jason doesn’t sell this aspect, yet, because he wants the data from current clients to prove this, but I’ll say it, because it’s going to happen.  Employees love to share the good things about their job and their companies. I call this the “Grandma Effect”.  Employees want their grandmas to be proud of the job and company they work for.  Pride, raises engagement.  I’m not a genius, I just have worked in HR for 20 years.

I want to call out another T3 review I did on QueSocial (first time I’ve done this), but if I’m using Brand Amper, I’m following it up by using QueSocial. If I’m already using QueSocial, I think I would strengthen that investment by going back and starting to use Brand Amper!  If I own Brand Amper and Que Social, I’m figuring out a way to blend these two products together – because they would work great together!

Check out Brand Amper your employment brand needs this!

 

T3 – @OrgVue #HRTech

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 space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

Today on T3 I get the pleasure of reviewing OrgVue a London based tech firm and management consultancy, that built one of the most awesome HR specific Business Intelligence tools I’ve ever seen!  OrgVue is an integrated software platform bringing Org Design, HR Analytics and WOrgVue logoorkforce Planning together in a single product. Gartner named them the ‘Cool’ product of 2014, and ‘Cool’ is an understatement!

Think about this way, you have many systems in your organization that have employee data, and even in a suite environment, rarely does everything come together nicely.  It’s messy. OrgVue takes all this messy data and brings back to you clean answers.  One thing every HR shop gets tasked to do is developing Org Charts. OrgVue takes Org Charts into the next millenium.  It does, intuitively, what we always wished Org Charts could do. Click on a person and gives you all their data, performance, roles they’ve been, etc.

From a workforce planning perspective it does real-time workforce modeling.  Lose your head of design? What impact will that have downstream? OrgVue can show you in a few clicks. Want to re-org? OrgVue can show you cost savings of the new org before you even make the move through it’s modeling tool.  OrgVue takes the HR Business Partner model to a whole new level.

5 Things I Really Like About OrgVue: 

1. OrgVue gives an organization one source of true data maintained through seamless integration of multiple systems and locations. Want to compare hiring analytics between Michigan and Texas, just a few clicks. North America and Europe, a few more clicks. It’s crazy powerful!

2. OrgVue constantly is intaking and cleaning data in real-time.  This means the charts and reports you pass along to decision makers are accurate and not dated.

3. So many of our executives are visual learners. OrgVue understands this and brings your HR data to life visually. Also, executives are known for asking for ‘one-more-thing’, “Can I just see this data sliced a bit differently”. It’s the vain of HR pros around the world. Not with OrgVue.

4. The organizational modeling and scenario planning tool is unlike anything I’ve seen from any other vendor, ever. In fact, I’ll say that OrgVue probably could take the jobs of some highly paid consultants that you pay to do this now!

5. Everything you create and see in OrgVue is turned easily with a click into Excel, PowerPoint and PDFs.  Why fight it?! Big orgs want their paper, spreadsheets and slides, so give it to them, when they need it.

I say this too often, but I was completely blown away by this product.  I would invest in this company, that’s how blown away I was!

But, let me be clear, OrgVue is for a sophisticated HR buyer.  This is a big shop, Fortune 1000 type product.  Regardless, I would encourage every HR executive you must demo this product. Even if you aren’t in the market, treat this a personal development, the OrgVue folks will teach you some stuff on this demo.  You will never look at your data the same way again!

T3 – Fuel50

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 space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

This week on T3 I got the thrill to talk to the good folks over at Fuel 50. Fuel 50 is career path software that delivers a clear line of sight to your opportunities and a tool to help your employees create great career paths with you. What the solution delivers, to their enterprise level clients, is higher employee engagement and higher retention.  It’s really the first comprehensive solution I’ve seen that truly allows your employees to drive their own career path within your organization.

I’ll tell you, of all the T3 posts I’ve done to date, Fuel 50 had me taking the most notes!  There is a ton of stuff they provide and can deliver, customized career paths based on employees strengthens and desires, ability to show employees what other roles are truly like within your organization, individual competency gaps, career assessment desires, succession management, leadership enablement (basically helping make your managers better leaders with guided discussions and tips), etc. Fuel 50 is an OD departments wet dream in one easy to use software solution. (I’m sure they’re really happy I just called them that! They’re from Australia, I know they have a better sense of humor than most HR vendors!)

5 Things I really like about Fuel 50:

1. Completely employee focused. We’ve really gotten to a point in employee development where employees want and need to own their development.  Yes, your boss can help you with this, but it’s up to you to drive your development.  The next generations will own their career path, not wait for some manager to show it to them.

2. But, Let’s help you be a great leader to your employee’s path. Yes, your employees need to own this, but great leaders want to be a part and help them along the way. It’s like my friend Kris Dunn says, great leaders are career agents to their employees.  Fuel 50 was designed around this concept.

3. Fuel 50 allows your employees to share their position story. Yeah, I think I want to get into marketing at my company, because I have some crazy notion of what that might be. Fuel 50 allows your organization to share this with each other in a way that gives your employees an aspect of what is that role really like.

 4. The number one driver for employee engagement is career development. Fuel 50 is seeing upwards of 30% increases in employee engagement, in the first six months, when implementing their solution with their clients.  It’s metrics driven, with proven results. That is a given with most career pathing solutions.  As you can imagine, retention, is another driver positively impacted by Fuel 50.

5. Comprehensive succession management with excellent reporting tools. Every executive wants HR to deliver succession, and most fail miserably.  It’s because it’s more than delivering a list of those ‘next-up’. It’s a process that takes time to build, to deliver great succession.  Fuel 50s solution delivers succession the way it should be done.

Fuel 50 isn’t this simple, one step, silver bullet out of the box solution.  It is simple to use, but it’s comprehensive.  This is career pathing, career development and succession for companies that are serious about this stuff.

Check them out, well worth the demo. Plan on a solid hour, and get ready to take notes.  The demo was an education in itself, with a ton of great ideas and conversation that you could put to work right away, even without using Fuel 50. That is another thing I really liked, the folks who are running Fuel 50 love and live this stuff, and they’re willing to share!