Enabling Technology

It is unmistakable that the HR technology industry has been revolutionized. Cloud-based HR systems are now available from many of the largest vendors in the market. These systems integrate payroll, HRMS, talent management and analytics processing into a single cloud-based service. Many HR leaders are challenged with mobile tools and new social recruiting systems that are making many of the legacy HR systems obsolete.

Great Minds

Our roundup of experts provides a critical look at what's to come in 2017. By Debbie Bolla Attracting and retaining top talent. Becoming an employer of choice. Engaging millennials. Leveraging technology and data for informed decision-making. These are just a few of the challenges that HR and talent acquisition leaders report they are currently facing. The pressure on HR to spearhead strategic business solutions has never been greater. In fact, according to a recent Visier survey, 79 per cent report their organisation can't succeed without a strategic CHRO and 78 per cent agree that company success is driven by a CHRO who contributes to business performance. What else does 2017 have in store? HRO Today Global had the opportunity to speak with some of the top leaders in their field at and after the HRO Today Forum EMEA about how HR can succeed in the new year. HRO Today Global: What are the main challenges facing HR in 2017, and what are some strategies to overcome them? Arne-Christian van der Tang: At TomTom, we believe that the main challenge facing HR and the workforce in 2017 is the not a new challenge—it's the ongoing war for talent.

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2017 HRO Today Baker’s Dozen: Talent Management Technology

We rank the top providers of talent management platforms based on customer satisfaction surveys.
By The Editors
HRO Today’s Baker’s Dozen rankings are based solely on feedback from buyers of the rated services; the ratings are not based on the opinion of the HRO Today staff. We collect feedback annually through an online survey, which we distribute both directly to buyers through our own mailing lists and indirectly by sending service providers the link to send to their clients. Once collected, response data are loaded into the HRO Today database for analysis to score each provider that has a statistically significant sample. For this survey, we required 10 responses from 8 companies. We reached out to more than 35 providers of talent management technology. In order to determine an overall ranking, we analyze results across three subcategories: features breadth, deal sizes, and quality.

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The New And Improved ATS

Many tech platforms have received face-lifts and offer a wealth of beneficial features. Russ Banham In today’s highly competitive labor market, the applicant tracking system (ATS) is a key tactical weapon in attaining a sustainable talent advantage. Having the right skill sets aligned with the organization’s culture and energized by its value proposition can dramatically improve business outcomes. Organizations should expect an ATS platform to handle job candidate sourcing and relationship management, video interviewing, candidate analytics, application management, and even the onboarding process. To maintain a pipeline of passive candidates, an ATS must be designed to engage a job seeker into a “dialogue” that will conclude with extending the person a job offer. “Employers need to stop worrying about filling their talent funnels and become more concerned about getting the right people to opt into a relationship with them,” says Paul Rubinstein, a partner in Aon Hewitt’s human capital advisory practice.

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Riding the Next Wave

Hold on tight HR: Big things are to come in 2017. By Amy L. Gurchensky 2016 had its share of trending topics in HR: cloud-based technology, open ecosystems, marketplaces, and robotics process automation. These issues, as well as a few others, will play a key role in shaping the future of the landscape over the next several years. Developments in 2016 are bound to drive change in 2017. Here are some predictions by HR service line for the next year. Payroll In 2017, NelsonHall estimates that the global payroll market will grow nearly 5.8 percent to nearly $18 billion, driven by the wider HR agenda for change. HR and payroll transformation and the move to cloud-based solutions will position this area for growth. While the majority of payroll service providers utilize proprietary payroll software, most of which is already available in a cloud environment, the focus over the last year has been on integration capabilities. Nearly 65 percent of vendors are developing or investing in integrations and interfaces with some of the most prevalent human capital management software.

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Screening On Screens

The benefits of integrating video into the talent acquisition process continue to expand through new capabilities. By Christa Elliott The first webcam was developed in 1991 at Cambridge University; it was used to monitor how much coffee was left in the coffee pot in the Cambridge computer science department break room. Fast-forward 25 years and the use of video technology is now leveraged in many different ways by today’s organizations. Video interviewing has been a key recruiting function for several years, but now employers are discovering other new uses for video in the talent acquisition process. Today’s tools help facilitate onboarding, bring candidate cover letters to life, and enhance employer branding efforts. It may sound ironic, but video technology can actually bring a personal element to the hiring process: Organizations can reach more candidates on a more personal level through face-to-face interactions, no matter where they are. “Video, by its very nature removes two critical barriers in our everyday lives: not having to be at a specific location and not having to be available at a specific time,” says Christopher Young, founder of Async Interview and vice president of marketing for RIVS Digital Interviews.

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Change Driving Change

HR will have their eyes on tech, talent, and leadership development in the coming year. By Dave Zielinski As organizations across industries experience disruptive change, HR executives are being challenged to be increasingly agile and resourceful in their strategic planning in order to meet shifting talent and compliance demands. Because of the accelerating digital revolution, acute talent shortages, and the uncertainties associated with a new U.S. presidential administration, 2017 promises to test the ability of human resource leaders to respond to change on multiple levels. With the new year coming into view, industry experts and CHROs are predicting that a number of new issues will capture HR’s attention and that there will be continued focus on strategic initiatives that gained traction in 2016. HR will implement more technologies that are cloud-based, mobile-enabled, and analytics-equipped to deliver improved user experiences and make smarter workforce decisions.

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HRO Today 2017 Resource Guide

We know that the readers of HRO Today magazine turn to us as a go-to resource in the HR industry that delivers trends, insights, and the top resources for all of their HR operations and service needs. In our annual resource guide, we aim to showcase providers and product vendors across 18 sectors of HR services.

Here, you will find providers of everything from recruitment process outsourcing (RPO) to benefits administration and multi-process HRO, not to mention a treasure trove of HR technology, consulting services, and other ancillary products.

We hope that our 2017 Resource Guide will serve you well as a starting point in your search for appropriate vendors.

View the 2017 Resource Guide here

Amusing Job Seekers

See how 2016 iTalent competition winner The Muse is revolutionizing online job search.

By Marta Chmielowicz

Searching for a job online can be a frustrating and unrewarding process. Hours are spent perusing hundreds of dry, banal listings that provide no real insight into company brand or culture. Over time, the listings begin to blur together, leaving job seekers confused and discouraged about ever finding a good fit. When most career platforms are geared toward offering quantity over quality, it can be difficult to determine which companies are uniquely qualified to fill each candidate’s specific needs.

While traditional career websites provide the scope and variety of jobs that candidates are seeking, they lack the individualized approach that is necessary to ensure a good cultural fit between employee and employer. And this is a key piece to the talent puzzle: According to Randstad Sourceright 2015 Talent Trends Report, cultural fit is the second most important criteria when assessing talent.

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Take a Closer Look

SaaS-based compensation solutions offer layers of valuable data that go way beyond just pay.

By Aaron Hurst and Jayson Saba

When all else fails, trust payroll data. The reality is that in most companies, there is no single source of truth for people-related data. Often, companies either have multiple HR systems or rely on spreadsheets to make sure they are reconciling all of the different data sources. In these cases, payroll data becomes the most trusted source. It is hard for a company to mess that up. Plain and simple, if they do, they will either hear it from employees or from the IRS.  While the holy grail is a single application for HR, payroll, workforce management, time and attendance, and talent management, most companies aren’t quite there yet. In fact, research from  Sierra-Cedar’s annual HR Systems Survey report shows that 98 percent of companies still rely on Microsoft Excel for reporting and analytics, and less than half (43 percent) have embedded analytics in the HR management system (HRMS) of record.

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Changing the Game

How artificial intelligence can handle the mundane and free up recruiters to act more strategically.

By Ian Cluroe

The great promise of artificial intelligence (AI) taking over many day-to-day tasks is finally a possibility for the majority of organizations. Take a look at the impact AI has in the healthcare industry. Based in Pittsburgh, Aetheon manufactures TUG robots, which transport medications, meals, linens, and other supplies to 140 hospitals in the United States. That’s 50,000 trips each week that would have otherwise been performed manually. Aetheon estimates that the automated delivery and tracking of these items by TUG robots can lower the cost of delivery between 50 and 80 percent while enabling clinical and service staff to focus on what matters most: patient care.

On the other hand, AI is a concern for many—workers worry that robots will eventually make their labor-intensive, task-oriented jobs redundant, leaving them in the unemployment line.

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