HCM Technology Report

John Baldino, President of Humareso, talks with Mark Feffer on this episode of PEOPLETECH about building stronger HR software, and how the skills trend seems to be all talk and no action.

One way HR tech platforms are failing is by having a weak dashboard. This part of the application should provide an optimized "at a glance" view of critical data points and tasks that require action. However, it seems as if most of these platforms are designed around HR compliance, data, and metrics...yet that shouldn't be their approach. It's unfortunate that these platforms are used by employees, HR, and also finance. That typically forces designers to choose who to build the platform for, so it's always going to be a losing scenario for someone.

There are some hot buzzwords that are floating around in the industry lately, particularly skills, and up-skilling. While a focus on skills and its development is a noble pursuit, it's quite possible that a lot of these organizations are just blowing smoke. Everyone seems to be jumping on the bandwagon on this topic without actually making any improvements to the skills development aspects of their platforms.

We would like to extend a warm thank you to our friends at Fuel50 for sponsoring this podcast.

Allyn Bailey (Executive Director of Hiring Success at SmartRecruiters) talks with Mark Feffer about moving beyond resumes, the power of the applicant, and the dire need for us to agree on how to approach skills.

We used to live in a very company-centric economy, and the paradigm of power has finally shifted towards the candidate. With this change comes the necessity to up your game. There are even situations where candidates can tell which hiring tools you're using, and prefer to not apply simply for that reason. The applicant has the means to look elsewhere for work, so with that comes the responsibility to transform your place of work into an organization worth investing in.

On the topic of resumes, it seems as if the industry is finally evolving past the static idea of a piece of paper defining someone. Showing your skills will always be more important than stating them (or rather convincing the hiring manager that you have them). Self reporting should not be a way to judge an individual, and there's a possibility that in the near future what defines a good candidate will drastically change.

Skills, however, has become such a hot topic in today's landscape that many business leaders can't agree on what direction to take. What does it look like to build a skills based job description? What is the correct assessment strategy? Higher level though like this is almost muddying the water in a sense, when it should be as simple as going back to the basics. What are the educational requirements, the technical requirements, and soft skills that accompany it. We can evolve recruiting without making it more complicated.

We would like to extend a warm thank you to our friends at Fuel50 for sponsoring this podcast.

This week in HR Technology: Shyft Careers launches hiring dashboard; Xoxoday partners with UKG.

Jackye Clayton (VP of TA and DE&I) at Textio talks with Mark Feffer about employee engagement tools, culture fits, customizable solution to employee solutions, and whether we have leaned too far into technology in the HR space.

People get so hyper focused on their deliverables that they seem to forget that humans are behind it all. Employee engagement tools seem to be a way to bring a human element back into HR. We have to make sure we're taking care of our employees to give them the opportunity for them to be their authentic selves.

Human resources traditionally helped to protect the company and to ensure compliance, yet nowadays it feels like it's actually becoming what the title suggests. We have tools to clock into work on our phones, conveniently request time off, or discuss important issues through an online portal instead of the anxiety of addressing another human. These technologies have both benefits and issues, though. Removing all of these vectors of human interactions could make an employee feel as if the company is not a set of people, but a structured platform of programs. It's important to balance carefully between technological advancement while also retaining the human element.

We would like to extend a warm thank you to our friends at Fuel50 for sponsoring this podcast.

What ServiceNow does for HR, how businesses navigated the turn toward remote work and what they’ve learned from the experience.

The challenges of creating effective experiences with technology, and new approaches to experience design

Analyst, writer, and speaker, and podcaster Mervyn Dinnen speaks about the boons of internal mobility, employee recognition, and fostering a strong relationship with your employees that will stand the test of time.

Skills are not just buzzwords that will disappear, giving way to the next new hot topic. Companies like Fuel50 back in 2016 were working on internal mobility, and nowadays it seems like that sort of thought process was leaps ahead of the times. While it is a popular focus nowadays, having a properly catalogued taxonomy of employee's abilities will be a cornerstone of both the recruiting industry and all companies moving forward.

A focus on up-skilling is great for employers and also employees, as it's a very human focus. Being able to develop a range of skillsets allows employers to focus less about recruiting and more about internal growth. On the other side, employees get the recognition they deserve and the opportunity to improve their resume, capabilities, and even to some extent: their self worth. Growth is something most people constantly thirst for, and bringing the opportunity right to our feet allows individuals to satisfy those basic instincts.

We would like to extend a warm thank you to our friends at Fuel50 for sponsoring this podcast.

This week in HR Tech: Playvox expands workforce management planning, gig workers continue to face financial challenges and lack proper tools.

Live at the HR Tech 2022 conference, our guest Tim Sackett, President of HRU Technical Resources and creator of the Tim Sackett Project, speaks with Mark Feffer about building an inventory of skills, enhancing learning environments, and being data rich yet information poor.

On the topic of skills, it's easy to not fully grasp the abilities of your workforce. If you don't successfully get an inventory of skills for your team, you might let a really amazing worker transition into a different company. Building talent isn't the only step, however. You need to cultivate a positive work environment so that these employees have the inclination to stay. Building skills doesn't always foster loyalty, that's a whole separate ballgame.

We've built a culture around YouTube centric learning environments, where the younger generation understands that learning can happen in short and efficient segments. Gone are the days of hour long classroom marathons. We in the industry have started to make multi channel engaging content that delivers the information while actually engaging the viewers.

We would like to extend a warm thank you to our friends at Fuel50 for sponsoring this podcast.

Payscale acquired Agora Solutions, Talogy launched a suite of 360-degree feedback solutions and more.