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Behind the Curtain: Real -world HR Tech Implementations and What You Need to Know

Behind the Curtain: Real -world HR Tech Implementations and What You Need to Know. Moderator: Bon Idziak , CEO, Applicant Insight, Inc . Panelists: Ray Schreyer, Global Recruitment Technology & Enablement Manager, IBM Corporation Mike Seidle , Founder, Work Here

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Behind the Curtain: Real -world HR Tech Implementations and What You Need to Know

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  1. Behind the Curtain: Real-world HR Tech Implementations and What You Need to Know Moderator: Bon Idziak, CEO, Applicant Insight, Inc. Panelists: Ray Schreyer, Global Recruitment Technology & Enablement Manager, IBM Corporation Mike Seidle, Founder, Work Here Val Tsvetkov, VP of Implementation Services, IQ Navigator IngolfTeetz, CTO, Milch & Zucker

  2. Ray Schreyer HR Technology Conference Las Vegas, NV 2014

  3. Thesis: Majority of Issues “Baked in The Cake” before contract signed Key Themes: • HR not understanding the technology ecosystem • Not understanding the tech industry’s future direction • Responding to Industry Hype • Price vs. Cost Pressures • HiPPO

  4. Need to Understand Tech Ecosystem

  5. Understand Future Direction

  6. Respond to Industry Hype

  7. Price Pressures

  8. HiPPO Highest Paid Persons Opinion

  9. Before Signing Contract: • Build the best diverse team of individuals: • HR & Tech • Experience in corporate & industry • Ecosystem knowledge • Must be Respected by Line • Respect gives latitude to invest & choose solutions • Respect lessens hype-cycle fire-drills • Rely of Industry colleagues for advice & counsel • For Vendors: Trust, but verify… i.e. research, research, research • Frontstage • Backstage • Stay abreast of industry developments & emerging market trends • Know when to jump vs. wait on a new tech. solution….

  10. workhere.in Mike SeidleWork Here Geomarketing powered mobile recruiting. mike@workhere.in Board of Directors, HR Open Standards Consortium

  11. workhere.in Building HR Solutions Two Challenges in the past year: How do you get 50 governments to agree on how to do anything? How do you bring a new hr tech product to market in 90 days or less?

  12. 50 Governments workhere.in • Worked for DirectEmployers. We ran the National Labor Exchange. • 2013: New regulations require employers to prove they delivered jobs to State Workforce agencies. • Needed a way to get receipts from all 50 US Workforce Agencies. • Difficulty:50 governments and 28 different systems. • We had 60 days to go live.

  13. workhere.in New Product • Building for web & mobile. • Need way to store position openings and candidate profiles. • Compatibility critical to product success. • Need to have MVP quickly to secure funding. • Goal: 90 days.

  14. Solution: Standards workhere.in Instead of reinventing the wheel, I went with a standard one. In both cases, the entire project was completed inside what would normally be the “requirements gathering” phase. In business, Done > Wishful Thinking

  15. www.hropenstandards.org

  16. 50 Governments workhere.in • HR-XML 3.2 Recruiting • Government LOVES XML • No arguments about what to call fields • No meetings about “taxonomies” • Had many states online in 60 days • Bonus: Often didn’t require developers

  17. Starting Up Quickly workhere.in • HROS Lightweight JSON Standard • Works with web • Reduced database design from weeks… … to about 10 minutes. • Prototype was up in days. • Much more robust solution than we would have had. • We’re in business :) • Bonus: compatibility

  18. HR Tech Implementations IQNavigator’s Journey From Custom To Standard Integrations Val Tsvetkov October, 2014

  19. About IQNavigator • IQNavigator is the leading independent technology provider of Vendor Management System (VMS) software for Global 2000 companies. IQNavigator’s products enable enterprises to intelligently manage and optimize complex services procurement and contingent workforce programs. • Since 1999, IQNavigator’s products have been delivering procurement visibility and predictability, helping corporate leaders around the globe increase profitability, mitigate risk and compete more effectively. 7. Buyer Invoice 3. Worker On Boarding 6. Time / Expense 8. Supplier Invoice 1. Requisitions (Job Opp.) 4. Worker Information 5. Worker Updates Standard Contingent Workflow IQNavigator Buyer Company Supplier Company 2. Candidates

  20. STANDARD Vs custom integrations STANDARD CUSTOM VS Expedites requirements gathering due to a predetermined set of standards Lack of agreed upon standards complicates the process Allows for business teams to operate without dependencies on development Depends on development resources to write code for every integration REQUIREMENTS MAINTENANCE QA & UAT RELEASES RESOURCES Provides flexibility to react to changing business requirements Subject to strict development guidelines which makes it tough to quickly react to changing business requirements Ongoing maintenance reaps the same benefits as initial rollouts Same constraints and dependencies exist when changes need to be made after go-live Focus on innovative new features and frameworks Cycles and resources dedicated to custom code maintenance

  21. Developer.IQN.com

  22. milch & zucker THEMA:behindthecurtain DATUM:October 2014

  23. Ingolf Teetz (me) milch & zucker AG Education: Physicist (Justus Liebig Universität Giessen) Profession: CEO milch & zucker AG Founded milch & zucker AG 1998 Products: BeeSiteRecruiting (ATS) BeeSite TRM BeeSiteJobHub (multiposting) BeeSite Global JobBoard Member of HR-OpenStandardsince 2003 Member oftheboardsince 2006 HR integrationprojectsfor Deutsche Telekom (t-mobile), Deutsche Bank, Daimler andmanymore ....

  24. To deliver a better candidate experience when a lot of partners are involved. A “lingua franca“ of hr-tech is needed to save time and money when connecting all of the partners.

  25. When connecting various ATS, use • HR Open Standard as: • Starting point for your interface discussion • Very good documentation • Easy to validate and test interface • The XML structure to save time and effort • You can use different protocols • to transport the HR-XML files: • REST • SOAP • File transfer

  26. When connecting to candidate Frontend services, HR Open Standards“Lightweight recruiting” • web services (JSON) will help you to easily, • Connect to your CMS • Be integrated in your mobile App • Give you flexibility to integrate where ever it is necessary

  27. HR Open StandardsHR-XML SEP 3.3 makes job board connection less dramatic. • Using different transportation • layer like: • SOAP • REST • File transfer • The structure of the job ad data is fixed. With the separation of layout and data (xsl/xml) you can easilychange your brand on job boardsin a short period of time.

  28. Thank You! Moderator: Bon Idziak, CEO, Applicant Insight, Inc., bidziak@ainsight.com Panelists: Ray Schreyer, Global Recruitment Technology & Enablement Manager, IBM Corporation, schreyer@us.ibm.com Mike Seidle, Founder, Work Here, mike@snapat.us Val Tsvetkov, VP of Implementation Services, IQ Navigator, vtsvetkov@iqnavigator.com IngolfTeetz, CTO, Milch & Zucker, i.teetz@milchundzucker.de

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