The Weekly Dose: @VaultPlatform – Workplace Misconduct Reporting Tech

Today on the Weekly Dose I take a look at a timely technology in a world of #MeToo #BLM #Covid-19! Vault Platform helps organizations resolve workplace misconduct including that related to Me Too, Black Lives Matter, COVID-19, and all other workplace issues with a safe speak-up app for reporting incidents.

Let’s be clear to start, this isn’t your parent’s workplace 1-800 hotline, where you called some third-party company that would listen to your story, filter it, and then pass it along to HR, who then call you in. Vault is a technology, mobile-first, platform that allows employees to report any type of workplace harassment, fraud, corruption, racism, etc., and document their experience. Then, when they feel the time is right, they can actually send this forward to be responded to.

Each time an employee reports it is dated and time-stamped and the employee has access to their actual record the entire time. Once an employee decides to move forward it gets sent to the appropriate parties within the organization to resolve the issue.

What I like about Vault:

– “Go Together” – when talking about things like sexual harassment and racism, many times an employee does not feel comfortable reporting on their own, but they also don’t trust others when they say they’ll also report. Vault’s “Go Together” allows an employee to report, but only move it forward once another employee reports the same or similar behavior, so they are not making these accusations on their own. It’s really a brilliant idea!

– Vault dashboard works as a case management dashboard so HR, legal, D&I, etc. can check and track that reports are being resolved and how they are being resolved. It allows executives to instant insight access to the real problems that are going on in their organization, unfiltered, right from their employees.

– It allows employees to communicate in a way that is most comfortable to them, mobile messaging, not a phone call talking to a stranger.

– Employees can record for as long as they want without reporting and always have access to their own words, an organization can not delete or edit the employee’s own records. Many times something happens to an employee but they aren’t sure if it’s actually harassment, but as they see a pattern of behavior begin to happen, it becomes clear. Keeping these records makes it easy for the employee to give proof of how long and how much this is happening.

Right now every single organization on the planet is concerned with the experiences their employees are having. Me Too, BLM, COVID, etc. have shown us that our employees are having very drastic differences in their experiences, and we need to give our employees access and the ability to share these with us quickly and easily if we want to truly make changes and improve their experiences.

I first saw Vault at the HR Technology Conference right after Me Too and I liked it. With the additional social and health issues today, it’s even a more relevant technology. Vault Platform happens to be the perfect workplace technology at the perfect time. I highly recommend you take a look and a demo.

The Weekly Dose: @Imperative – Peer to Peer Coaching for Leaders!

Today on The Weekly Dose I review the peer to peer coaching technology platform Imperative. Imperative is a leadership development platform that uses the power of peers to support each other as they manage remote employees and accelerated change in the workplace.

Two things we all need right now? Help with developing remote employees, especially our leaders, and we all have a bit of change we are facing! Imperative is a technology designed to evaluate your leadership style and connect you with another peer in your organization so you can do peer to peer coaching.

Through a video-based coaching platform, leaders meet in rotating pairs for scripted peer-to-peer coaching conversations that are dynamically designed to adapt as their needs change. I actually used my peer, Kris Dunn, to demo the technology with me, so we got a firsthand view of how well Imperative works.

What I love about Imperative:

  • First, you take a personal leadership inventory that gives you your leadership style and insights. This data is used to assist your peer coach in asking questions and digging in further. The platform also reminds you of your style and tendencies as you are coaching.
  • Kris and I both found the assessment accurate in how we would normally describe our normal leadership behaviors. Plus, we’ve both gone through many kinds of these assessments in our careers, and Imperative was right on the money in discovering what type of leaders we are.
  • The process of peer to peer coaching can be awkward, but Kris and I got on the platform and within minutes were actually moving through the process, and even though we are very close and work together often, we were prompted with questions where we actually learned new things about each other!
  • The technology keeps you on tasks and has each person actually taking notes so each person has something at the end, and gives you information for your next session to follow up on. There is definitely a feel to the coaching around pushing for higher performance and outcomes on both a personal and professional level.
  • I never felt self-conscious about what I was asking or being asked. That is by design, as it can be difficult first starting as a peer coach and the last thing you want to do is make people feel uncomfortable with the process.

Kris and I both did this from our homes and no issues with the technology at all. So, this is simple to use peer to peer coaching tool for your leaders who are working at home, or in different locations altogether on a normal basis.

We are in a new world of trying to figure out how do we develop our employees, and it’s critical right now we continue to develop our leaders. Peer to peer coaching is a great way to do this with an added benefit of it really teaches your leaders how to coach their own teams as well! Imperative is well worth the demo, and if you can just ask them to take a test drive with yourself and another peer!


The Weekly Dose: @Fountain_Inc – Hourly Recruiting Reimagined

Today on The Weekly Dose I take a look at the hourly recruiting technology, Fountain. Fountain is a technology designed to make high volume hourly hiring more efficient, easier, with higher quality.

The reality is most HCM-based Applicant Tracking Systems are not designed for high volume hourly. They are designed mostly to process requisitions for a salaried workforce. Candidates who will sit at a desktop and be willing to jump through hoops and take a bunch of time following each step.

Hourly workers, the vast majority who will only access the internet via their mobile device, will not jump through a bunch of hoops and have the patients to follow a long process. Thus, most organizations that have a high volume hourly hiring component tend to find a workaround to their ATS or go out and find technology, like Fountain, that can fix their hourly hiring inefficiencies while still getting the data they need into their HCM for onboarding and payroll.

What I like about Fountain:

  • A mobile-based hiring process that makes it super easy and quick for an hourly candidate to apply and show interest. We don’t want a system that eliminates or discourages candidates to apply, we want them all to apply, and then let the technology screen and sort the best ones for us, which is what Fountain does.
  • Built-in programmatic like functionality that allows you the TA team to boost specific jobs that aren’t having the candidate flow they need to meet your recruiting plan goals.
  • Candidate communication via email and SMS, ability to communicate with groups of candidates at once through the entire process right from the platform.
  • Fountain can automatically begin video screening candidates as they match certain criteria you need for each position, reducing time to fill dramatically.
  • Simple Collaboration between applicant and hiring managers as many organizations with multi-locations have on-the-ground managers who do their own hourly hiring. So, great for franchise-type environments as well.
  • Fully integrates with your HRIS and Payroll for easy onboarding of hourly hires all within the same recruiting process flow.

Why do I need a system just for hiring hourly workers? 

That’s the big question, right? Quite frankly, you wouldn’t if the ATS you had was designed to actually be a benefit to you for high volume hourly hiring, but most are not. While they will say they are mobile-optimized, they are not built mobile-first. They were not built to have someone apply in a minute or less, verse twenty to thirty minutes.

Hourly workers have shown they are unwilling to “register” with your ATS before applying, and then click from screen to screen in what seems to be an endless maze of a process. They want to pick up their phone, show you they are interested, and almost instantly see if you have an interest or not. If you don’t have that, they’ll go apply to someone else that will. Speed, in mass-volume hourly hiring, is critical!

I recently witnessed an hourly worker apply, get screened, and have an offer of employment in 18 minutes! This hourly candidate had a job in 18 minutes! Why do you need a stand-alone hourly hiring platform? Because your competition is getting the best talent before you even see them.

Fountain is definitely worth a demo. It’s amazing to see how fast a recruiting process can work when you have the right technology in place. It’s all about getting high quality, fast, and Fountain delivers.

Your Weekly Dose of HR Tech: @CornerstoneInc Acquires @SabaSoftware

This week on the Weekly Dose I’ll give you some reaction to yesterday’s announcement of Cornerstone acquiring Saba Software.

The acquisition actually makes sense at a major level. You have two competitors beating the crap out of each other for customers, both doing basically the same thing. Cornerstone has been considered the best software in the learning space, and Saba, also in learning, was right on their tails, but also had a better offering when it comes to talent management and performance, because of Saba’s acquisition of Halogen a few years back.

On the analyst call, Cornerstone’s CEO Adam Miller talked about the combined company of over 7,000 clients, 75 million users, and over $800M in combined revenue, making the new combined company, staying with the Cornerstone brand, the largest “specialty” HR technology platform on the market.

Why does this matter to you? 

– In a world where big ERP systems are taking over HR technology (Oracle, SAP, Workday) there is a need for technology for organizations that actually need some higher-level ability when it comes to learning, reskilling, performance, and talent management. The enterprise ERP HCM systems are actually fairly good at core HR and payroll, but fairly vanilla when it comes to things like learning, performance, and recruiting.

– What happens to the 3 major pieces of Saba Software (Original Saba, Halogen, and Lumesse/ SabaTalentLink)? My take from Adam’s comments yesterday was that he saw a major advantage by combining what Cornerstone and Saba had on the learning side to make it the world’s largest and leading skills engine on the planet. Also, the performance side of Saba (Halogen) was most likely a bit better than what Cornerstone has already. Lumesse is most likely dead in the water, as when Adam was asked the question, the comment was basically, we already have a strong recruiting product in North America and Lumesse is basically a UK recruiting product we’ll maintain, but we won’t be selling.

– To be fair, I haven’t seen Cornerstone’s recruiting product, but I have seen Lumesse/Saba TalentLink, and from the analysts I speak with that have seen both, Lumesse/Saba TalentLink is the superior product (best of breed talent acquisition platform), and no one would call Cornerstone’s recruiting product best of breed in any fashion, so I’m a bit perplexed at why Adam would throw it away so easily. One analyst I spoke with actually thought one of the major reasons Cornerstone bought Saba was for Lumesse! Lumesse is a proven global recruiting platform and Saba was looking to push it heavily into the US in 2020 and 2021, but those plans looked to be shelved at this point based on Miller’s comments. If I was to rank SabaTalentLink as a stand-alone, best of breed ATS right now, it would be in my top five with the likes of Greenhouse, SmartRecruiters, etc.

– One of the major pieces of the acquisition is the acquisition of Saba’s R&D engineering teams. In an environment where it’s near impossible to recruit great engineering talent already, we’ve seen this move in the playbook many times over the past decade where one company acquires another and a major reason has to do with your ability to grow your engineering team quickly through acquisition. Although, at $1.4B, that’s a hefty price to pay for R&D talent.

– Saba’s CEO, Phil Saunders, will come on as Cornerstone’s new COO. Phil has shown his ability to run a lean ship and produces great margin and profits, and Adam and the Cornerstone team will be looking for those insights from him in his new role.

Strategically, this acquisition makes sense for both sides. Moving forward both would continue to feel the pressure of the ERP’s coming after their clients, and the main tactic to combat that is flat out becoming ten times better than anything they can offer. In a world where organizations are being forced to reskill, develop, and drive performance, the organizations that have this as their main people priority will choose Cornerstone to help them reach these goals.


Your Weekly Dose of HR Tech: @TryVantagePoint – Virtual Reality Harassment Training!

Today on the Weekly Dose I take a look at the HR technology startup VantagePoint. VantagePoint is a virtual reality(VR) learning technology company that has produced both sexual harassment and diversity and inclusion training, as well as a training metrics dashboard to go along with their VR training.

I’m not sure we are even close to what VR can become in the HR world. Clearly, there is a great use case for it in training and we see organizations are beginning to start testing it, but to this point, it’s still rather uncommon in most organizations. In fact, it’s uncommon in almost every part of our lives. Only 2% of people in the world have ever even tried it! But, it’s growing like crazy, basically doubling in usage every year.

All that said, it’s actually super cool and fun! Now, if you ever had put on a VR headset and did a fly through the grand canyon, or taken a trip on a roller coaster, you could probably see how that might get old, are nauseating, very quickly! If you have watched a live NBA game from the first row at half-court, through VR goggles, you start to understand how totally awesome it can be!

VantagePoint’s CEO, Morgan Mercer, was early in on the VR tech and it’s potential use to train our employees in how to be better with sexual harassment and has also added in content for D&I as well. VR is only part of what VantagePoint is about. Doing great VR means you have to have great content for your employees to get emersed in. Ultimately, VR is the training delivery tool, but what VantagePoint understands is you better deliver great engaging content is you want great training.

What do I live about VantagePoint? 

– When you go through harassment training with VR goggles and headphones on, you feel like you are witnessing harassment happening, live, right in front of you. You’re uncomfortable. You want to do something. The fact is, doing training in virtual reality forces the user to be totally focused unlike any other kind of training I’ve ever done.

– VantagePoint has figured out, as LOD and HR pros we don’t really want to mess around with hardware (VR goggles, etc.). So, part of their strategy is to just bring everything to you, have a person on-site, and take away any pain or frustration that might go along with that side of training. You just have them show up, and they take your employees through the training. (You can also do it on your own if you like)

– The harassment training isn’t just watching this stuff happen on VR. The user also gets calls on a pop-up looking iPhone with a call from HR telling the user what they did right or wrong, etc. If you get something wrong, you get thrown back into the experience to do more work.

– I love that you can measure not only the compliance side of the training, but you can also see who is actually getting it, and who isn’t with the metrics dashboard they’ve developed.

We all know we can and have to do better when it comes to sexual harassment training in our workplaces. Traditional, classroom-style training just doesn’t seem to cut it, because it doesn’t grab the attention of the audience. No matter how well done. VantagePoint has figured out a better delivery tool, and one that will be commonplace in the very near future when it comes to all kinds of training.

The price point is actually less expensive then I thought it would be, and I would think most organizations of every size will be able to afford the VantagePoint VR training. I do think Morgan, and her team, are just scratching the surface of what’s possible when it comes to this kind of training in our workplaces. But, great VR content is also labor-intensive to pull off well.

I would definitely recommend a demo, especially if you’re looking for a great alternative to traditional harassment and D&I training. This is training that your employees will definitely remember and pay attention to!

What I learned at Workday Rising 2019! #wdayrising

I love HR Technology. You all know that. So, I was super excited to get invited to Workday Rising since it’s arguably the hottest HR Tech company on the planet, and quite frankly, in the past, they really haven’t engaged the influencer community much, and probably didn’t need to with all of their success.

I’m interested because Workday is disrupting the HR Tech world in a major way, and really the entire ERP landscape. It seems like every single day I speak to a CHRO or CPO who has made the switch to Workday or are in the process of getting ready to make the switch. Currently, they have about half of the Fortune 100, and if you have 2000 employees and above there is a good chance your CFO, CIO, and, we hope, the CHRO are in discussions on whether they should be looking at Workday as their core system.

I came to Workday Rising on a mission. I hear from Workday Recruiting users mostly and many looking for help on how to make it work better for their organizations. I’m not a Workday Recruiting expert, in fact, until this week I never saw the product. I was just hearing stories from those using it and implementing it. So, everything I had was out of context. Getting that context this week certainly helps me understand where Workday is and where they are going with a number of their products and technologies.

So, what did I learn at Workday Rising? 

– Workday sells the “Power of One” really heavily and I never really bought into the pitch, but when you dig into the core tech side of it, it’s certainly compelling based on how organizations should be and will be using data in the future to be more competitive and better performing. And the plans that Workday has using Machine Learning across their platform moving forward. Other enterprise HCMs will struggle to compete with Workday’s capabilities in this area.

– Workday Recruiting – is a core HCM job requisition system. It was launched five years ago and they are building out features as fast as they can. Workday Recruiting doesn’t try and see itself, at this moment, as an end to end recruiting platform. It’s a large enterprise applicant tracking system built for enterprise-level hiring and compliance on a global scale. That isn’t easy to pull off at scale. They have invested in some great add-on technologies to build out your TA tech stack, like Beamery (CRM-Recruitment Marketing), Mya (recruiting chatbot, AI, automation), and Pymetrics (talent matching AI), all of which by the way are top Best of Breed TA Technologies.

– The Workday Recruiting pain point with many clients has been lack of LinkedIn integration and I got to see what Workday will be launching soon around their LinkedIn integration and it’s impressive, and current Workday Recruiting users who are also heavy LinkedIn users will be excited for this.

– Maybe the miss, from my conversations with current and upcoming Workday Recruiting clients, is these clients believing they’ll just use Workday Recruiting for recruiting and won’t have to build out the rest of their TA tech stack. You will and you should, especially if you need to do a higher amount of external recruiting. I still believe “we” (me, you, Workday, etc.) can build out some great tech stacks around Workday Recruiting that will rock. That’s a goal of mine! (Sackett Stacks!)

– Workday Talent Marketplace is impressive. The reality is in large organizations is that you have 3-4 main buckets of hires: 40-60% will come internally; 20-40% will come from referrals; 10-20% will come from external recruiting; 1-10% will come from your contingent workforce (contractors, temps, consultants, etc.). That means internal hiring and mobility is truly your most important type of hiring the larger you are, and it’s what younger generations are demanding from employers of choice. Workday’s Talent Marketplace is a better internal hiring experience than you’ll find in any other tech on the market.

– I tend to judge HR and TA Technology on their leadership, mostly. Do I believe the leadership at all levels, executive, technology, product, sales, etc. have the capability to pull this off? I’ll start with the Workday Talent Optimization and Recruiting product folks because after spending some time with these teams they are loaded with talented folks who ‘get it’. While you might want changes and updates faster, this isn’t some best of breed SMB technology that can just whip out features on a daily basis. Enterprise-level buyers and users have different needs on so many levels that it takes time to build and test before launching out globally and ensuring it works at scale.

– I met a ton of enterprise clients using Workday Recruiting that were very happy with the product and the direction and the consistent deliverables of the roadmap for the Recruiting product. They are also understanding that this power of one platform across the organization is important for the future of what they want to do in establishing systems that will deliver a better overall employee experience. I actually thought I would show up and hear bitching, and honestly, I didn’t. I heard way more excitement over the new stuff and a customer base that feels like they are being heard and an understanding that there’s a bigger picture to enterprise ERP than just core HCM or Recruiting, or payroll.

– The CEO of Workday, Aneel Bhusri, and his leadership team, especially their technology team, really have a strong grasp of where they are going with the platform into the future. You get the feeling from them, almost like parents with kids about Santa Claus, like they know something the rest of us don’t, in a good way. They are confident their direction will not only be successful for Workday, but ultimately for their clients, and you can’t doubt it with their growth. They are pushing the Machine Learning around their data really heavily and I think they’ll be an industry leader their very soon based on the tech they’ve built across the platform.

So, Did I sell out to Workday?

I know some folks in the industry are going to read this and think that. I will say I’ve been super consistent over the past five years writing about my learnings in HR and TA Technology that I will tell you what I like about a product and then encourage you to go demo and make your own conclusions. I’ve been super consistent in writing on this blog to help others in our community understand all of this a bit more easily.

I’m not an HR and TA Technology hater, I’m an HR and TA Technology geek! Can Workday get better at certain things? Yep. Does Workday have an understanding they need to get better at certain things? Yep. Is Workday going to be all things for all people? No, and they don’t want to, which is part of their strength. They know exactly who they are and who they want to become.

I was asked to come to Workday Rising as an “Influencer”. They put no constraints on me on what I could say on social media or write on my blog. They took a risk and I want to thank the team for trusting me enough to let me in on the inside and giving me such great access to your leadership teams and product teams.

These were just some of the highlights from my own lense of interest, there is really so much more I could share about some other really cool stuff Workday is doing. Here are some links on some of the other stuff that is worth reading:

Your Weekly Dose of HR Tech: @Eightfoldai – AI Powered Talent Intelligence Platform

Today on the Weekly Dose I take a look at Eightfold. is a recruiting technology that kind of is hard to define, like many of the new AI-driven technologies within the TA space right now. Eightfold does automated matching of candidates to your jobs with rankings, it can build personalized career sites, help eliminate hiring and screening biases, and even be used for internal mobility.

See what I what I mean? What do you call that? They call it a talent intelligent platform. It can integrate with your ATS and/or CRM and help you automate much of the front-side of your recruiting screening and matching process.

What I find in most organizations is we have recruiters, and they might be really good at the job of recruiting, but they don’t have the specialized knowledge to truly know what candidate will be better at a certain job than another because they lack the technical skill knowledge. Eightfold uses AI and deep learning to match candidates much more accurately and quickly than a human recruiter can do.

The process of Eightfold is fairly lightweight. They can pull in your jobs from your ATS or you can create a job in Eightfold and it will go to work ranking candidates who are the best fit and most likely to respond to the job you have open. This gives an instant target list for your recruiters to go after.

What do I like about Eightfold? 

– Eightfold can help organizations better leverage the resources and data they have invested in talent attraction that has previously not been available to most organizations. Technology like Eightfold will move organizations faster, but also with a higher quality of hire.

– Eightfold personalizes the career site experience for candidates who are coming to your site. Candidate has the ability to upload their resume/application and immediately get a personalized experience that is different from the next candidate who comes to your site.

– Eightfold will help organizations do a better job at hiring for diversity by masking certain information on profiles, but also delivery funnel diversity statistics so TA leaders can have a real-time view of diversity pipelines within the organizations and see where diverse candidates are falling through.

– Because Eightfold’s match technology is so robust, organizations are using it for internal mobility as well, but uploading all of their internal talent and giving a view to leaders of the organization of where you might already have someone internally who is the best fit for a position, and should go down that path first, before looking externally. Too often we see great talent turnover because a position was filled from the outside, and they were never even considered for it, and didn’t even realize it was a possibility.

This type of technology can be used across all kinds of industries, not just tech. From a cost standpoint, and a data standpoint, it works much better at larger volumes, so you’re probably looking for at least 500+ employee organizations to be most effective. It’s certainly dynamic and eye-opening when you demo and I encourage to take a look! While there is an investment to get technology like Eightfold, the ROI is huge in comparison to hiring another recruiter or sourcing pro.

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: @SparcStart launches Amplify Video Management System

Today on the Weekly Dose I take a look at SparcStart‘s newest product, Amplify. Amplify is a video management system/platform where you can store all of your employment branding and recruiting-related content no matter where it was produced. So, you can bring videos in from professional third parties, YouTube, employee-generated videos from their phones, videos generated on other video-enabled apps, etc., and have all of that content in one place.

Why is this a big deal? Video has increasingly become the go-to content for talent acquisition, and the growth of video being used is off the charts when it comes to employment branding and recruiting. The problem is we don’t have one place to catalog all of this content. We don’t have one place to share this content and measure the views. We don’t have one place to approve and ensure the right video content is being used by our teams.

Well, until Amplify.

What do I like about SparcStart’s Amplify VMS (Video Management System)

– Super simple and easy to use dashboard to upload all of your EB & recruiting videos so you have them all in one system. Plus, from the dashboard, you can share them on social, get a URL to share with candidates that will bring them to your company branded micro-site to view (less noise then sending them to YouTube).

– Create videos as well, without the need for your employees to download an app. Basically, through the dashboard, invite them, tell them what it’s about, they get an email to click through on their phone, record, and upload all in two clicks total! You then have the ability to view and approve to be added to the content library on the dashboard. (click the pic below to see me use Amplify in action)

– Having a video management system allows you to have one spot for quality control across your entire environment. The one problem with quick-video is that we lose control of our brand when all of this is being generated and no one seems to be in charge. Amplify is a great tool to have for any organization that potentially has many locations, divisions, regions, and countries using corporate branded video.

– Early users are already figuring out how to use this system in ways it wasn’t even designed for! Some early adopters are increasing their offer acceptance rate by having hiring managers send a quick offer video link, along with the offer letter, to make the offer super personalized for each candidate. Organizations can send out personal interview videos within seconds.

SparcStart was started as a video job description tool, which is how most of us will know them. The addition of Amplify, which is a stand-alone product, really is something that is needed in the industry and most people are just figuring out they need as video content has exploded. The pricing model is very affordable (like $1K/month for 50 vids!), especially when you figure out all the ways you can use it. The video below literally took me under thirty seconds to click on the email link, record, and upload, with the ability to use! The simplicity of Amplify is why I really think it will take off! 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: 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!

The HR Technology Conference Brings Back Pitchfest!

So, I’ve written about this in the past, but LRP just announced last week that they will be bringing back The Pitchfest to the 2019 HR Technology Conference in Las Vegas, October 1 – 4. The Pitchfest was my single favorite event at any conference last year!

What’s the Pitchfest? 

“30 HR technology startups will have the opportunity to present their solution at this year’s conference. In the three preliminary rounds, ten companies will have three minutes to pitch the panel, with an additional two minutes to answer the judges’ follow up questions. Two companies from each round will advance to the Pitchfest final, where the top six will go head to head. Once selected, the overall winner will participate in the conference’s popular “Discovering the Next Great HR Technology Company” session, in addition to taking home a monetary prize from the Randstad Innovation Fund and exhibit space for the 2020 HR Technology Conference & Exposition®.

The preliminary rounds are scheduled for October 1 and 2 with the Pitchfest final on the morning of October 3. Any exhibiting HR Technology Conference & Exposition® startup can submit a Pitchfest application ahead of the June 29, 2019 deadline. Those selected will receive notice no later than August 9, 2019. The online application and additional details can be accessed here. There is no fee to apply.”

Last year I got to judge and Emcee this event. It was amazing to see these startups get on stage and pitch what they had. To hear it from the entrepreneurs themselves, but also see some ideas in HR and Recruiting that no one else on the planet was thinking about was super inspiring.

I would encourage anyone in the HR and TA tech space to click through and check it out. The coverage of the event is worth its weight in gold. The stage was constantly surrounded by a whos-who of HR Tech analyst, influencers, and investors. You cannot get better, more inexpensive, publicity on the planet than making the final cut of thirty and taking your shot at being the one!

The process alone of applying and being selected for the Pitchfest, for any entrepreneur and their team, is invaluable.

Again, I will be attending the HR Technology Conference this fall. I hope to see you there. Also, don’t forget the Women in HR Technology event that happens on the first day of the conference. It’s the largest event specifically designed for women in HR Tech on the planet, and content is tremendous. I’m on a panel for that event as well, getting to share my mother/son experience of working with my Mom at my company, HRU Technical Resources.