HR Tech Advisor Blog Posts showcased via slideshare by Andrew Belton and Ward Christman

1. HR Tech Advisor Blog Posts
By: Andrew Belton
Ward Christman

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The following slides feature a summary of blog posts
from the HR Tech Advisor Blog.

4. ARI Enhances Global Recruiting
Strategy with the iCIMS ATS
Erin Weaber, MS, GPHR, Manager, Global HR
Operations for ARI
• “Learn how ARI achieves great results, like less
than average turnover in the first year of a call
center new hire, with the help of a great ATS
partner”
• “ARI is a global vehicle fleet management
organization that has more than 2700 employees
but still retains an incredible family-oriented
culture”
• “Our upcoming challenges and opportunities
mostly involve our exciting global expansion”
• “Using iCIMS has allowed us to operate our
recruiting team more efficiently”
• Click here to view the post
By: Ward Christman

5. Two Key Trends Uncovered From New
TrustRadius Buyer’s Guide to Core HR Software
• “HR software buyers are showing a shift in requests from features to usability. More and
more users are looking for a better user experience”
• “Reviews on the TrustRadius site show a growing importance of UX in purchasing
decisions in the HR space. In reviews of core HR products, end-users commonly mention
intuitiveness and ease of use as strengths or areas needing improvement”
• “A lot of HR tools are evolving from being specialized to becoming talent management
suites by adding broader functionalities from other adjacent HR categories”
• “I’m seeing a huge shift towards partnering to meet customer and market needs. This
path is becoming easier thanks to better standards and connectivity via APIs and data
interchange hubs, with additional “alliance building” resources coming soon to support
this need for collaboration”
• Click here to view the post
By: Ward Christman

6. SpringRole: Bringing Crowdsourcing
& Gamification To Recruiting
• “SpringRole leverages ease of use and actionable recommendations to make recruiting fun”
• “SpringRole enables anyone to monetize what historically would be regarded as an idle asset:
the value of their social capital; their personal relationships”
• “SpringRole is a crowdsourcing recruiting platform that enables anyone to quickly and easily
receive cash rewards ranging from $25-$150 or more by referring their friends and
acquaintances for job openings”
• “SpringRole uses an advanced algorithm to provide users with suggested people to refer for
posted job openings”
• “SpringRole is a cheap, fast, very easy to use, and prospectively cost-effective way to
crowdsource a candidate pool for job openings”
• “SpringRole is designed to be simple, quick, easy, and transactional”
• Click here to view the post
By: Evan Herman

7. Recruitifi – Bringing Crowdsourcing
& Gamification To Recruiting
• “Recruitifi launched in December 2013 and was recently named the 2014 HR
Product of the Year from Human Resource Executive Magazine”
• “Recruitifi is a crowdsourcing recruiting platform that provides employers a cost
effective way to source talent by letting them select and post jobs privately to up to
250 “expert” recruiters”
• “RecruitiFi capitalizes on the work already done by an expert recruiter who has
recently conducted a comparable search for what an employer may be targeting”
• ”Recruitifi is an interesting business, technology, and approach to recruiting”
• ”Recrutifi could be a valuable RPO for smaller companies who lack the resources to
hire both external search firms and develop their own internal recruiting teams”
• Click here to view the post
By: Evan Herman

8. Top 20 Reasons to Hire a Vendor
Selection Consultant
• “Buying tech for your company is never easy, and the stakes are high, so use the
highlighted tips to secure the funding needed to hire a vendor selection consultant”
• “Building a valid business case that your executives will approve and support is never
easy, your consultant can help map your project’s goals to business drivers that will
show results”
• “Historically 50% of IT projects “fail” – lower your risk and improve your chances for
success greatly by bringing in an expert”
• “With thousands of HR tech vendors adding new features every day and new ones
coming online every week, your only hope of keeping up is by leveraging a consultant’s
market knowledge to help you arrive at a better decision, faster”
• “Taking on vendor selection in house would require FT effort to do it even close to
right”
• Click here to view the post
By: Ward Christman

9. Becki Graff shares how GNSI excels in
recruiting thanks to ATS partner iCIMS
Rebecca Graff, HR Generalist at
GlobalNet Services, Inc.
• “GNSI is a mid-sized technology firm based outside of DC”
• “We use the iCIMS Social Distribution add-on to make that fast and
easy. We love it and want to use it even more. It’s only been a few
months, but as we push jobs to Facebook, Twitter, LinkedIn, etc”
• “The iCIMS offering allows employees to make referrals directly to
our HR team and the friends of our employees can express interest
in the jobs shared by employees”
• “ iCIMS also makes it so easy to post to other online sources like
job boards. The auto-repost feature is awesome, it helps keep our
jobs looking fresh on the job boards, one less thing to worry
about”
• “iCIMS is a great system; if anyone is considering an ATS they
should seriously consider iCIMS because they really are a best of
breed”
• Click here to view the post
By: Ward Christman

10. Joe DeMaio Transforms Jefferson’s HR
Service Delivery via a Centralized
PeopleSoft Hybrid Technology Stack
• “Once we get you, we want you to stay. Some of
the tech will drive career plans, career paths and
strategic succession plans”
• “You’ll first need leadership commitment or
you’re not going anywhere. You must have a
good strategic plan in HR that aligns with the
overall enterprise strategic plan”
• “Soon employees will be able to see how they
can progress from one job to another based on
skills and competency matching and apply to a
job in any of the Jefferson business units”
• Click here to view the post
By: Ward Christman
Joseph DeMaio, Director of HRIT & HR
Shared Services at Thomas Jefferson
University and Hospitals

11. Ray Schreyer & the Power of SEO –
Driving Results for IBM Recruitment
Marketing
By: Ward Christman
Ray Schreyer, SEO Recruitment
Marketing Expert
• “SEO is the lowest cost solution but it takes time to
develop, typically years, to make the first page. SEO
must be part of our strategic plan”
• “Companies will have to invest in the new age of
social and the big cost is in people’s time to truly
manage the process to ensure success. With more
companies catching onto SEO it’s only going to get
more expensive in the future as CPC and CPI rates
continue to climb”
• “The future is leveraging referral networks for
getting the right job to the right person with the
right skills”
• Click here to view the post

12. Is Your Employee Referral System
Being Trumped by Your Culture?
• “All the catchy names, monetary rewards, tchotchkes, and award ceremonies in the world
won’t save your ERP if your company is a place people don’t enjoy working”
• “Cultural issues that create an unpleasant work environment are as many and varied as
there are companies”
• “Some people are quite happy staying in a job they like and do well. But most people crave
opportunities to do something bigger and more challenging”
• Everyone wants to know that their employer appreciates what they’re doing. When people
don’t get “pats on the back” and/or they don’t understand how their work contributes to
the organization’s performance, morale suffers”
• Click here to view the post
By: Pat Schaeffer

13. Kevin Fretz Drives Business Results for
STS with New Global HR Technology
• “Standardizing our processes and normalizing our HR
data are the two key elements of the project that
delivered award winning business results”
• “You really have to understand your internal
requirements and what your biggest issues are before
you start on your search, if you start looking at systems
before you know your needs you’re going to buy
something that doesn’t work for you”
• “Our parent company was using SAP and it worked
great for them, but based on our defined requirements
it wasn’t right for STS”
• “Don’t buy a system because other people use it, buy
the system that’s going to work for you”
• Click here to view the post
By: Ward Christman

14. BountyJobs: Crowdsourcing
Contingent Recruitment
• “A marketplace since 2006, BountyJobs shines for employers wanting one place to manage their contingent
recruitment efforts”
• “BountyJobs provides a marketplace for contingent recruitment by connecting companies with job openings
with a network of over 10,000 recruiters. A privately held company, BountyJobs is backed by Accel Partners,
Greylock Partners, and RPM Ventures. BountyJobs was named to the Inc. 500/5000 list of fastest growing
private companies in both 2011 and 2012”
• “BountyJobs is an online marketplace that is intended to address inefficiencies in procuring recruiting services
from third party firms and individuals BountyJobs’ calls “headhunters”. BountyJobs provides companies with a
cloud-based vendor management technology that centralizes third party recruiter communications,
performance metrics, and contracts into a single platform”
• “BountyJobs is free for both employers and recruiters to join the BountyJobs marketplace. BountyJobs earns its
revenue by taking a percentage of the fees paid to “headhunters” on the platform”
• Click here to view the post
By: Evan Herman

15. David Schaaf & Penn Medicine
Success Profile on Video Interviewing
• “A few years ago we did a pilot with a video interviewing tool and usage grew
organically because word got out it was saving the hiring managers a lot of
time which freed them up to do their main job”
• “As we have implemented various HR technologies, we found the key to be
how each solution integrates into our everyday process and how the different
system integrate with each other. We still have some work to do in these
areas, but our vendor partners continue to evolve and make these types of
things easier all the time”
• “Be sure to learn in advance they can meet your business requirements, and
also check around with their clients, not just supplied references, to get a real
measure of their customer service”
• Click here to view the post
David Schaaf, Associate
Director, Talent Acquisition
By: Ward Christman

16. Tech We Take for Granted – HR
Lessons Learned in Pakistan
• “Now imagine a world in which businesses can’t count on the electricity
supply. During peak demand times, a business may have one hour on,
one hour off—or worse. Electricity supply is a technology we, in the US,
take for granted, when large parts of the world cannot”
• “Employee development is equally challenging when our
underappreciated laptop, projector, teleconferencing equipment and
internet access disappear. Blended learning and computer based training
disappear as do the lights, fan and air conditioning”
• “Work does get done without the technologies we in the West have
come to rely on so heavily. It just takes longer and more effort”
• “The next time you go to the printer or pass a copier, give it a little pat of
thanks”
• Click here to view the post
By: Clare Novak
By Clare Novak, President
Novak and Associates

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