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Welcome to the Talent Suite….. February 19, 2014

Posted by caleb fullhart in integrations, Strategy, Systems, Uncategorized.
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interconnected  So I was about 42 words from finishing my most recent blog post about unpacking the HRIS  world and all it nuances , when I saw the IBM press release about their new Talent Suite (view here).  So with that announcement I decided to change gears and start with why I think  getting a one stop shop for your HRIS/Talent Management isn’t the best idea.  If you look at  the progression of technologies as a whole, there is this ebb and flow to innovation (and  acquisition. If you take a look at the latest acquisitions for Oracle (seen here), you will  see the  constant evolution of their “suite” of offerings. The same is true of the HRIS world, and  although the company may have bought the product it doesn’t mean they bought the talent  that created it on too.

Why it matters…

The reason we want a “one stop shop” is because we want the ever elusive “one system of record,” one system to manage all “applications”.  There is an old saying that the Jack of all trades is a master of none; Or to put it another way,’ if you can do everything, you can’t do any of them well.’ If you are an expert in payroll, how can you be an expert in training and recruiting? They are different things that systematically track different things in different ways.

You still need to integrate….

As the IBM press release states, you still need integration with the “one stop shop.”  Kevin Cavanaugh, Chief Engineer on the Smarter Workforce project, states “with portal technology we can call a portlet that draws data from everywhere. In the first release there will be a few of them. Later we intend to build useful ones. I call this ‘on-the-glass integration’, which doesn’t touch the underlying databases at all.” They don’t change the need for integration, merely changing the “type” of integration.

My professional advice is to choose the best tool for your needs and set them up to work together. In the world of (sftp) servers and xml formatting, with a little time and some intelligent effort you can have your talent suite of the best tools available.

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Why HR needs to stop talking about Big data… (Part 1) December 2, 2013

Posted by caleb fullhart in Strategy.
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And they need to start investing in it. 

I have read a lot of articles in the last month about how HR is talking about Big Data, but with all the talk there doesn’t seem to be much action. In one article I read of the 480 companies they surveyed only 14% have done anything beyond reporting. (read the Forbes article here)

What this tells me is that as a key component to any company, HR/Recruiting is in dire need to catch up with the rest of our business partners who align and manage their business with Big Data. While people in the HR leadership have fought many years to get a seat at the table with the rest of business, we are showing up with reports that tell only part of the story. AS business leaders we are not armed with the comparable information as our counterparts.

Let me tell you why the HR/Recruiting reporting is a not enough. Reports are basically pictures of the past, not a measurement of what could happen in the future. We as HR leaders need to start looking forward and spend less time talking about what’s in the rear-view mirror. The people sitting across from us are forward looking, and they need to know we are too if we want to been seen as a valuable partner at “the Table”’. We need to take what we have learned in the past and be able to translate how that will affect the future. Being able to do that effectively in the future may become the make or break for companies.

So what obstacles do we need to overcome?

First, the idea of big data can be intimidating… heck even the definition is intimidating! According to Webopedia: Big Data is a term used to describe a massive volume of both structured and unstructured data that is so large that it is difficult to process using traditional database and software techniques.

Second, we don’t even know where to begin. I have to admit that this one gave me pause at first, but I was able to overcome it by asking myself one simple question… What is the problem I need to solve? You need to start somewhere, so pick one problem and go after it. Through that process you will gain a further understanding of all the factors that affect your outcome in your search for a solution. If you don’t have a clear understanding of what the problem is (or how to define it) you will never know if you solved it. This seems fairly simple, but a lot of companies have a difficult time with that one.

In my mind the greatest benefit to big data programs is their ability to reduce uncertainty for the purpose of making decisions. Or to put it another way, knowing your business so well to give more informed real time advice about the companies most valued asset. The People.

Some more good news is there are multiple companies and tools out there that can make big data manageable and more importantly translate it in to meaningful and executional information for us.

Part 2. Big Data in HR… What  does it look like? 

Why your systems matter to your strategy…… November 5, 2013

Posted by caleb fullhart in integrations, Recruiting, Strategy, Systems.
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order-chaos-keys

So you have the perfect talent acquisition strategy…

You worked with your recruiters, outside contractors, and the marketing people and you are ready to go live.  You kick off your program and week one you have over 750 people joining your talent community, your Facebook “likes’ have gone up 85% week over week,  and all your open requisitions are getting attention across all your channels. You sit down for your first week recap and every one is very excited about your results, and you should be.

Then you dig in…(insert dramatic “doom” music) Your talent network is saying that 40 people applied for your roles via that talent network so you go to your ATS to see who applied only to find 15 new candidates that week, 10 of which came from LinkedIn and 5 from your career portal.

So all that data coming from your efforts is now not converting,  and what happened to the other “applying” candidates-how the heck does this happen? So a little systems history (if the techie stuff bores you, skip the next paragraph)  Pre-1950’s the HR systems where mostly home-grown proprietary systems housed on mainframes within a company, Then we move in to the post DARPA, internet world and we say the emergence of more robust programming languages  (i.e. COBAL, BASIC, PL/I, etc).  That growth continued  through the 70’s, then the 1980’s we saw consolidation, and then this cycle starts of expansion, consolidation, and mergers.

What this means for our systems today?

It means that our current systems, both cloud and software based, have been created using a variety of programming languages and  logic. End result is that they don’t always talk or play well  together. So how do you prevent or at least limit these issues? When you are going through the assessment your systems, start with your business process, the metrics you want to report on, and your end goal.  Having these 3 things defined prior to getting into a systems assessment gives you the keys to your answer. If the system doesn’t meet those criteria, you say no, and move on.  There are a lot of systems available, take your time to decide wisely…it will increase the likelihood of success of your strategy.

Great insights into why you might not be hearing back from recruiters and what YOU can do to increase your chances. … http://t.co/EwmT2iTf We are hiring again. July 31, 2012

Posted by caleb fullhart in Uncategorized.
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http://t.co/EwmT2iTf

check out this new role at SAP. Contact me if interested

Have you had the opportunity to participate in a sabbatical program? We’d love to hear about your experience! … http://t.co/v39R6kDV We are hiring again. July 27, 2012

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http://t.co/v39R6kDV

check out this new role at SAP. Contact me if interested

SAPwomen: SAP Co-CEO Sees Growth in Strategic Software http://t.co/Arc33eKc We are hiring again. http://t.co/MrvfmwXM We are hiring… We… We… We are hiring again. July 27, 2012

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http://t.co/Arc33eKc

check out this new role at SAP. Contact me if interested

SAPwomen: SAP Co-CEO Sees Growth in Strategic Software http://t.co/Arc33eKc We are hiring again. http://t.co/MrvfmwXM We are hiring… We… We are hiring again. July 27, 2012

Posted by caleb fullhart in Uncategorized.
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http://t.co/Arc33eKc

check out this new role at SAP. Contact me if interested

SAPwomen: SAP Co-CEO Sees Growth in Strategic Software http://t.co/Arc33eKc We are hiring again. http://t.co/MrvfmwXM We are hiring… We are… We are hiring again. July 27, 2012

Posted by caleb fullhart in Uncategorized.
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http://t.co/Arc33eKc

check out this new role at SAP. Contact me if interested

SAPwomen: SAP Co-CEO Sees Growth in Strategic Software http://t.co/Arc33eKc We are hiring again. http://t.co/MrvfmwXM We are hiring… We are hiring again. July 27, 2012

Posted by caleb fullhart in Uncategorized.
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http://t.co/Arc33eKc

check out this new role at SAP. Contact me if interested

SAPwomen: SAP Co-CEO Sees Growth in Strategic Software http://t.co/Arc33eKc We are hiring again. http://t.co/MrvfmwXM We are hiring again.…… We are hiring again. July 26, 2012

Posted by caleb fullhart in Uncategorized.
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http://t.co/Arc33eKc

check out this new role at SAP. Contact me if interested