behind the curtain: real-world hr tech implementations and what you need to know
DESCRIPTION
Behind the Curtain: Real-world HR Tech Implementations and What You Need to Know HR Open Standards Session at HR Tech 2014 Developing your business outcomes-based HCM and HR technology strategy and selecting your next generation technology foundations are only half of the battle when it comes to getting the most business value from your technology investments. Most experienced HR technologists will tell you that the real work starts after the contract is signed. In this “Behind the Curtain” session, you will hear from some of the most accomplished HCM experts in the industry as they share their secrets of successful HR technology implementations. From debunking vendor-speak to dealing with the challenges and pitfalls when attempting to integrate disparate systems, to delivering the project to successful completion, attendees will learn many tricks of the trade from expert HR technology implementers. You will become better equipped to get the most value out of your HR technology investments.TRANSCRIPT
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
Ingolf Teetz, CTO, Milch & Zucker
Ray Schreyer
HR Technology Conference
Las Vegas, NV 2014
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
Thesis:
Need to Understand Tech Ecosystem
Understand Future Direction
Respond to Industry Hype
Price Pressures
HiPPO
Highest Paid Persons Opinion
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….
Before Signing Contract:
Mike SeidleWork Here
Geomarketing powered mobile recruiting.
Board of Directors, HR Open Standards Consortium
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?
workhere.in
50 Governments
● 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.
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.
workhere.in
Solution: Standards
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
workhere.in
Human Resource Informatio
n
System(or Front Office System)
Vendor Management
Talent Management *
Compensation/ AP
On/Off BoardingDoc/Asset/ID Management
Healthcare Management/
Benefit
s
Enrollment
Applicant Tracking
Payroll
Time Management
Background Screening (CRA)
Assessments
Employment
Eligibility I-9
Screening
Staffing
Assessments
Recruiting,
Search Document,
User Account
Benefits,
Savings Plans,
Stock Plans
HR Payroll
Master
Time Card
Employee
Performance
Management
External HRIS
Indicative Data,
HR Master,
Org Chart.
User Account
Time Card
* Talent Management Systems include
Succession Planning, Competency,
Learning and Performance Management.
Property of HR Open Standards
Employee
Performance
Management
Screening Researchers(Providers)
Screening
Benefits Providers
Job Boards
Recruiting
Benefits
Enrollment
Screening Vendor
Shift Scheduling/Absence
Management
On Boarding
OnBoarding
OnBoarding
Assessments
Drug/Alcohol Industry
Drug/Alcohol
Testing
www.hropenstandards.org
50 Governments
● 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
workhere.in
Starting Up Quickly
● 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
workhere.in
HR Tech Implementations
IQNavigator’s Journey From Custom To Standard Integrations
Val Tsvetkov
October, 2014
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.
IQNavigatorSupplier Company
Standard Contingent Workflow
Buyer Company
7. Buyer
Invoice
3. Worker
On Boarding
6. Time /
Expense
8. Supplier
Invoice
1.
Requisitions
(Job Opp.)
4. Worker
Information
2.
Candidates
5. Worker
Updates
STANDARD Vs custom integrations
CUSTOMSTANDARD
Lack of agreed upon standards complicates the
process
Expedites requirements gathering due to a
predetermined set of standards
Depends on development resources to write code
for every integration
Subject to strict development guidelines which
makes it tough to quickly react to changing business
requirements
Same constraints and dependencies exist
when changes need to be made after go-live
VS
Cycles and resources dedicated to custom
code maintenance
REQUIREMENTS
Allows for business teams to operate without
dependencies on development
Provides flexibility to react to changing business
requirements
Focus on innovative new features and frameworks
Ongoing maintenance reaps the same
benefits as initial rollouts
RESOURCES
QA & UAT
MAINTENANCE
RELEASES
Developer.IQN.com
milch & zucker
THEMA: behind the curtain
DATUM: October 2014
Ingolf Teetz (me)milch & zucker AG
Education: Physicist (Justus Liebig Universität Giessen)Profession: CEO milch & zucker AG
Founded milch & zucker AG 1998
Products: BeeSite Recruiting (ATS)BeeSite TRMBeeSite JobHub (multiposting)BeeSite Global JobBoard
Member of HR-OpenStandard since 2003Member of the board since 2006
HR integration projects for Deutsche Telekom (t-mobile), Deutsche Bank, Daimler and many more ....
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.
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
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
HR Open Standards
HR-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 easily
change your brand on
job boardsin a short
period of time.
Thank You!
Moderator:
Bon Idziak, CEO, Applicant Insight, Inc., [email protected]
Panelists:
Ray Schreyer, Global Recruitment Technology & Enablement
Manager, IBM Corporation, [email protected]
Mike Seidle, Founder, Work Here, [email protected]
Val Tsvetkov, VP of Implementation Services, IQ Navigator,
Ingolf Teetz, CTO, Milch & Zucker, [email protected]