The 10 Best Performing HR Technology Solution Providers 2018

The way of business solutions

The

www.insightssuccess.com March 2018

10 Best Performing

HR Technology Solution Providers 2018

Tech Trend People Analytics: A Magical Crystal Ball for HR Fraternity

Insiders Opinion Talent Demand Generation: The Sophisticated New Way to Pipeline Talent

Marco Piovesan CEO

InfoMart

Meeting the Demand for Seamless Onboarding on a Global Scale

Editor’s Note

Technology is changing the Face of Human Resource Management Faster than Anyone Imagined

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he past year has brought much more innovation into the HR industry where HR personnel made great efforts in crafting a better work environment and also invested heavily in strategies to recruit and retain top talents. ‘Culture’ and ‘engagement’ are the recent buzzwords that are ready to make significant inroads into the HR vertical. This current year is expected to bring much more fascinating tools, techniques and procedures that will have the potential to make a much more positive impact on HR’s daily operations in a much enhanced way. According to one research, 65% of HR executives are planning to invest heavily in digital tools. HR being an important and core part of any organization, plays a crucial role in the smooth functioning of its business operation. But historically, HR personnel have been bogged down by time consuming administrative task and are not able to find enough time in the decision making and strategy planning process. With the advent of IT technologies like artificial intelligence, big data and techniques like HR analytics, key function of the HR can be automated through different tools and software solutions and thus it can provide HR personnel much more time to spend on crafting key strategies that will ultimately benefit an organization to grow in upward trajectory.

There are many burgeoning technologies that are changing the face of the HR industry, that too with faster pace that anyone has ever imagined. The application of virtual and augmented reality in on boarding and training in industrial environment is a big boon for HR personnel where employees can use this for anything ranging from off-site assignments to corporate training. The role of advanced machine learning is also somehow fascinating the HR industry with its potential benefits. Machine learning applications assist HR professionals in predictive analysis and in maintaining talent relationship, mostly in the recruitment process. Although there are many growing number of technologies apart from what enlisted here with much more features, but what an end user wants is

the wide range of HR technology solution providers that fulfill their needs and assist them in enhancing their existing productivity and efficiency. Therefore, in this issue of “The 10 Best Performing HR Technology Solution Providers 2018”, we have brought those organizations that have made a thumping impression all across the globe with their cutting-edge HR technology solutions.

On the cover we have highlighted “Infomart” which is a global identity and background screening company with almost three decades of experience in providing companies the information that they need to make informed business decisions.

Appical is a growing company of HR technology space that provides innovative solution for easy pre-boarding, on-boarding, retention and off-boarding of an employee. INCENTCO offers an internet based global performance management solution for the customers and employees of domestic and international enterprises.

Star Culture is a state-of-the-art, prescriptive leadership development system, combining anonymous employee feedback assessments with leadership training, all while supporting sustainability with a personalized coaching experience. Fidello has specialization in improving human performance. Through their products and services they help clients design, develop, and implement strategic, integrated Human Resource processes and systems.

Honey is a simple, beautiful intranet platform that helps companies shape their culture, manage internal communications, and maintain transparency, especially during periods of high-growth.

TalentAdore is empowering recruiters and candidates with their cutting-edge recruitment solution with the advantage of human touch. Synapse is a platform that automates the instructional design process. Everwise and Quintela are the other prominent firms of HR technology space that are gaining popularity among clients with their advanced HR solutions.

Everwise connects employees with the people, resources and feedback they need to be more productive and successful at every stage of their career. Quintela has expertise in creating solutions for digital interviews, pre-post hire assessments and more.

To give industry insights, we have brought one exclusively written article by an industry expert Adam Gordon, CEO and Founder, Candidate.ID which is titled as “Talent Demand Generation: The Sophisticated New Way to Pipeline Talent.”

“The Rise of Gig Economy”, “People Analytics: A Magical Crystal Ball for HR Fraternity” and “Customer experience management is the Key to Create a Long Lasting Impression” are some mastery written articles by our in-house editors which you will find captivating.

So, do flip pages and enjoy reading about the fascinating things of HR industry.

Ashwini Deshmukh

Cover Story

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InfoMart: Meeting the Demand for Seamless Onboarding on a Global Scale

30 Insiders Opinion Talent Demand Generation: The Sophisticated New Way to Pipeline Talent

Articles 16 Tech Bytes “Customer Experience Management� is the Key to Create a Long Lasting Impression

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38 Tech Trend Workforce of Contemporary World People Analytics: A The Rise of Gig Economy

Magical Crystal Ball for HR Fraternity

Appical:

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Transforming the way Businesses Communicate with its Employees

Fidello:

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The Name that has become Synonymous to Uniqueness

Honey:

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Revolutionizing and Democratizing Communication

INCENTCO: 28

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A Pioneer in the Field of Performance Management Technology

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Star Culture: 34 Transforming Managers into Leaders

Synapse:

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A Pioneer in How Corporations Automate the Instructional Design Process

TalentAdore: 42 Transforming Recruitment Process with an Added Advantage of Human Touch

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Editor-in-Chief Pooja M. Bansal Senior Editor Anish Miller Managing Editor Ashwini Deshmukh Executive Editors Piyush Rishi Jenny Fernandes Assistant Editors Brian Smith Ananda Das Visualiser David King Art & Design Director Amol Kamble Associate Designer Shweta Ambilwade Co-designer Savita Pandav Art & Picture Editor Paul Belin Jayant Khanna Senior Sales Manager Dharmendar Passi Business Development Manager Peter Collins Marketing Manager John Matthew Business Development Executives Steve, Joe, Rick, Vishal Sales Executives David, Kevin, Eric, Brad Technical Head Jacob Smile Technical Specialist Amar, Pratiksha Digital Marketing Manager Marry D’Souza Online Marketing Strategist Alina Sege, Shubham Mahadik, Vaibhav K SME-SMO Executives Prashant Chevale, Uma Dhenge, Gemson Research Analyst Chidiebere Moses Circulation Manager Robert, Tanaji Database Management Stella Andrew Technology Consultant David Stokes sales@insightssuccess.com

March, 2018 Corporate Ofces: Insights Success Media Tech LLC 555 Metro Place North, Suite 100, Dublin, OH 43017, United States Phone - (614)-602-1754 Email: info@insightssuccess.com For Subscription: www.insightssuccess.com

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InfoMart:

Meeting the Demand for Seamless Onboarding on a Global Scale

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Our modernized background screening services allow our clients to make quick and informed business decisions on a global scale

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Cover Story

Marco Piovesan CEO

up to answer the call. Over twenty-eight years ago, InfoMart entered the field. With a focus on designing a more intuitive process, they developed technology that modernized background screening and streamlined hiring.

Now, backed by nearly three decades of experience, the company has risen to meet the demand for seamless onboarding on a global scale.

he hiring landscape has transformed in the last few decades as the globalized workforce, the gig economy, and increasing concerns over the security of personal data has come center stage. With the economy growing and employment opportunities spanning continents, it is a job seeker’s market. Candidates have more options for how and where they would like to work, and that decision begins during the recruiting, hiring, and onboarding processes. The candidate experience is at the center of every conversation as technology and procedures are developed to provide a positive, simplified experience for both the businesses and the candidates.

Trailblazing Leadership Focused on Innovation Tammy Cohen, InfoMart’s Founder and Chief Visionary Officer, is the driving force behind InfoMart’s sustained success. The technology we take for granted now was nonexistent when she first began and, realizing the inefficiencies of the background check world, she set out to provide better service by deploying the most nascent technology of the time. With Tammy at the helm, InfoMart led the charge in developing the processes still in place in the industry today, and she continues to push her team to cultivate innovative tech that anticipates and remedies the inadequacies of onboarding on a global scale. She was instrumental in crafting InfoMart’s award-winning company culture, and her influence continues to touch everything InfoMart does; her unyielding passion is what invigorates her team to do bigger and better every day.

InfoMart, a known innovator in the background screening industry with a history of positive disruption, has stepped

She was a visionary then as she is now. InfoMart continues to release first-to-market solutions that keep ahead of the

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rapidly changing pace of technology. “You can never stop innovating,” Cohen insists.

“Not only for your own success but to benefit the customer. The insufficiencies I saw thirty years ago? Those were our jumping off point.

But now, we’re solving new problems. We’re focused on the gig economy, on global mobility, on utilizing our expertise to assist people in securing their identities.” Cohen is unafraid of any risk that might result in better service to her customers, who she treats like family.

With an eye on that goal, Cohen partnered with Marco Piovesan, an expert in global data and compliance. As InfoMart’s CEO, he contributes his expertise in designing global information and technology products and services. His passion is devoted to helping people establish their identities through technology in order to grant them access to basic facilities: education, jobs, healthcare, credit, and all forms of financial inclusion.

He’s dedicated to seamless processes and products using technology that has a global impact. “We’re much more than just a background screening company,” Piovesan says. “We’re a key player in a company’s hiring strategy, but our technology is versatile; our emerging and unique approach to identity services help people gets jobs, open bank accounts, and get into schools all over the world on a daily basis,” asserts Piovesan.

Designing a Seamless Candidate Experience While developing innovative new products, InfoMart always designs with one purpose in mind: to make the process quicker and simpler for their clients. ASAP ID directly responds to this goal. ASAP ID is a first-to-market application that utilizes biometric facial recognition software to analyze and capture identity information. “With this technology, we provide a fully mobile candidate experience that reduces inaccurate information, streamlines hiring, and can be deployed anywhere in the world,” explains Piovesan. InfoMart understands that companies rely on speed, particularly when hiring across continents, and ASAP ID enables applicants to provide relevant information with ease.

Ultimately, that’s what every InfoMart product provides: trusted, reliable results with unmatched speed. The globalized workforce requires technological solutions for worldwide onboarding, and InfoMart’s experience and technology make them uniquely qualified to answer that call. What makes InfoMart exceptional is that they understand that their process is an extension of each of their clients’ brands. “When a company onboards a candidate, they need to trust that

they are taken care of every step of the way,” Piovesan points out. For this reason, the applicant and customer experiences are front-and-center of all of their products and services. “Ultimately, what InfoMart brings to the industry is a simplified experience for everyone involved,” Piovesan continues, noting that InfoMart began exploring the ways in which AI, blockchain, and biometric identity authentication could be used to better the screening industry before it was on their competitors’ radar. “We incorporate biometrics and AI into our products not only because it’s the latest technology, but because we genuinely believe these advancements positively impact the experiences of our users,” states Piovesan.

Trusted Reliability Meets Fearless Determination “Trusted reliability” is one of InfoMart’s core strengths. They emphasize the importance of user experiences, speed, quality, efficiency, and customer support in order to gain their customers’ loyalty. InfoMart has matured into a global technology company capable of serving customers all across the globe, but at the core, they maintain the same vital passion and dedication they had as a startup thirty years ago.

“There’s an energy for innovation within our company that’s unmatched,” says Cohen. “We’ve enjoyed the benefits of a long-tenured team because we dedicate time to cultivating our culture in addition to growing in the marketplace,” asserts Cohen.

InfoMart’s track record and long-standing tenure within the industry resulted in mature processes strengthened by cutting-edge technology. Still, despite their time-tested procedures, the company challenges the status quo every day to guarantee they’re providing the best possible product to their customers. “We’ve always challenged ourselves to be the best at what we do, and that endeavor involves honest, ongoing selfassessment,” Piovesan says, pointing out that they’re not shy about adopting technologies from other spheres to improve their service. “From the beginning, InfoMart has listened to our customers and we’ve kept ahead of changes in the industry.

Our mission now is to be fearless about everything we do,” asserts Piovesan.

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InfoMart’s Take on the Latest HR Technology The HR industry is constantly looking for ways to improve background screening services, and the rapid advancement in the technology sphere will continue to be an influence. International hiring only reinforces the importance of a comprehensive background screening program to mitigate the risks to a company’s people and resources. Without proper background checks, an organization invites trouble that ultimately impacts the business’s bottom line. An effective vetting program is a necessity in any organization and with onboarding costs estimated as high as $10,000, no HR department can afford to ignore it. As soon as this year, HR tech will adjust to better integrate with the remote workforce and manage global recruiting. Blockchain, while still experimental in most spaces outside digital currency, will see increased investment and early adoption by background screening companies.

HR is also beginning to adopt AI technologies to track everything from productivity to recruitment analytics. Using this level of automation frees up time for HR to focus on more people-oriented work and allows technology to do the heavy lifting.

“We were the first company to introduce mobile biometric, document, and data onboarding within three steps.

Groundbreaking!” asserts Piovesan, who is certain InfoMart will play an integral part in shaping the conversations surrounding HR technology in the coming years. “We have several innovative products and services coming out this year, which will continue to streamline various processes for many types of onboarding. We have a mission to be an innovative contributor to an incredibly diverse and positive world benefiting consumers and businesses,” concludes Piovesan.

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Looking Ahead: InfoMart in Five Years InfoMart will continue its incredible journey toward becoming a truly global information services company. They strive to become synonymous with “streamlined onboarding” and to maintain the reputation they have developed for positive disruption. The company is currently invested in the development of blockchain and artificial intelligence for the screening industry, ensuring the latest technologies are being utilized to their fullest potential in their field. Much like InfoMart was influential in the formation of the industry 30 years ago, in the next five years they will be a motivating participant of the change that’s coming; InfoMart will help shape the policies and procedures associated with the globalized and gig workforces while remaining a trusted partner to companies with a worldwide footprint.

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Company Name

Management

Brief

Appical appical.net

Gerrit Brouwer Founder & CEO

Appical is a growing company of HR technology space that provides innovative solution for easy pre-boarding, onboarding, retention and off-boarding of an employee.

Everwise geteverwise.com

Mike Bergelson CEO

Everwise connects employees with the people, resources and feedback they need to be more productive and successful at every stage of their career.

Fidello ďŹ dello.com

Chris Bjorling President & CEO

Fidello has specialization in improving human performance.

Through their products and services they help clients design, develop, and implement strategic, integrated Human Resource processes and systems.

Honey honey.is

Rachel Kaplowitz CEO Chip Kellam CTO Alison Morris VP, Customer Experience Jason Tiernan Head of Design

Honey is a simple, beautiful intranet platform that helps companies shape their culture, manage internal communications, and maintain transparency, especially during periods of high-growth.

INCENTCO incentco.com

Gerry Wiatrowski Founder Greg Smith Founder

INCENTCO offers an internet based global performance management solution for the customers and employees of domestic and international enterprises.

InfoMart infomart-usa.com

Tammy Cohen Founder Marco Piovesan CEO

Infomart is a global identity and background screening company with almost three decades of experience in providing companies the information that they need to make informed business decisions.

Quintela quintela.io

Joel Quintela CEO & Founder

Quintela has expertise in creating solutions for digital interviews, pre-post hire assessments and more.

Star Culture starculture.com

David Long CEO

Star Culture is a state-of-the-art, prescriptive leadership development system, combining anonymous employee feedback assessments with leadership training, all while supporting sustainability with a personalized coaching experience.

Synapse getsynapse.com

Ryan Austin Co-founder & CEO

Synapse provides a platform that automates the instructional design process.

TalentAdore talentadore.com

Saku Valkama CEO & Co-founder

TalentAdore is empowering recruiters and candidates with their cutting-edge recruitment solution with the advantage of human touch.

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very customer has a reason for loving brands that they feel are great. The quality of product, tag line, better customer service, fun website, affordability are some of the factors that attract customers towards a particular product. But out of all these vital elements, the one thing that largely decides the fate of an organization is “Customer Experience”. Many companies make mistake by overlooking customer experience, since they never interact with the customer face-to-face and hence sometimes loose existing eminent customers and potential-customers as well and suffer losses. In this current era of hypercompetitive globalized world, any organization cannot afford the consequences of bad customer experiences, because it could only be proved fatal. So let’s dig deeper on how an organization can boost customer’s experience to win the race of customer delight and maintain a long term relationship based truly and purely on the brand value.

But before we begin, it is essential to know what Customer Experience Management (CEM) does not stands for. It is not something regarding collecting feedback, responding to feedback, or simply tracking your net promoter score.

Customer experience also does not mean a kind of physical interaction with the company. In fact, it is a vital interaction between your brand and customer that have the potential to create an ever-lasting impression on the customers mind. It is a robust combination of ideology and methodology that makes your business more delightful among customers.

Customer Experience Management Market Projection According to a prominent research report, CEM market is estimated to grow at a CAGR of 23.1% from 2017 to 2022.

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Currently, as per latest data, the market size of CEM is worth $5.98 Billion (in 2017) and it is projected to reach $16.91 Billion by 2022. The upsurge in CEM is primarily driven by the increased adoption of customer experience management solutions to reduce the customer churn rate across the globe. Rise in the adoption of smartphones and digitization are also fueling the growth of customer experience management in the market.

Excavating Customers Journey is Vital Customer’s journey provides valuable insights around the customers experience with a brand. They help organization to ask right questions at the right time, thereby help companies in building a brand value and trust that ultimately lead customers towards the point of purchase. It is not feasible to take a single point along the journey to understand your customer; it will most likely be ineffective as you won’t have enough context and data to make a solid conclusion. How did the customer get to this point? What are they looking for? Where are they heading in the overall journey? Question like these will only help companies to excavate valuable insights for better customer engagement with the brand.

Integration among All Universal Channels for better Client Engagement Gone are the days when customers use only brick and mortar shops to buy anything. Modern age customers use | March 2018 |

Tech Bytes

various methods to interact with the company that encompasses a wide range of touch points- mobile, social, interactive voice response (IVR), in-store, chat bots and more. Customers keep switching between these channels during their purchase lifecycle. This Omni-channel presence of customers holds a great significance for companies to unearth buying patterns or to find exactly what customers want and more. But for that to happen, companies need to first make their presence available wherever their customers are i.e. to becoming a truly Omnichannel. Having running these channels 24/7 and make them work together seamlessly will assist companies in better client engagement.

Customer Query Resolution through Seamless Integration No matter how good the products are, a minute inefficiency even in the service delivery system could go against company. Therefore, organizations are obliged to resolve customer’s queries. However, only 4% of dissatisfied customers actually complain and others doesn’t formally complain but simply turn towards other products, therefore it is imperative to use Omni channel path to ensure consumers that you are listening to their grievances. | March 2018 |

Different businesses have different systems for support.

Customer experience management ensures that poor feedback becomes a support ticket automatically so that agents at the back end can resolve the issue in the quickest possible time. Regardless of the industry, customer’s support tickets are a priority. Through the integration of organization’s systems with CRM software’s, point of sale systems and more, management can access and prioritize these customer tickets. Ease of integration and continuous flow of information between these types of systems will be a pre-requisite to enable intelligent loop closure in 2018.

By taking cognizance of customer’s pain points and addressing those in an efficient manner will enable enterprises to win over them for a longer time. Utilizing advanced tools, such as chum predictor to predict bad experiences will assist organization in better client engagement. A superior analytics engine can boost financial returns. All these facets are vital to make customer experience a better one, but it will only be possible when organization would be ready to invest in whatever it takes to redefine customer experience, since customer experience is everything.

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Appical: Transforming the way Businesses Communicate with its Employees

Appical-Now platform which is available on any mobile device was a big boost for company’s growth which this organization has celebrated in 2015.

Gerrit Brouwer Founder & CEO

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ith the mission to help employers in retaining best talents and assisting employees to be successful in their jobs and further creating value ambassadors, Appical is crafting a cutting-edge HR solution for the industry.

On-boarding is an important stage in recruitment process that paves way for a successful collaboration among employee and organization. Dull classroom or a traditional e-learning cannot offer a great candidate experience.

Therefore, Appical brings advanced approach that change the way companies communicate with their new hires.

Appical has seen that on average a new hire spends 9.5 hours in the solution before the first working day and it has lowered administrative HR burden by 40%.

Noteworthy Milestones Appical was founded in 2012 and within a year of its inception, it showed a great sign of success and won their first deal in the US. A year later, it made strong inroads into the healthcare and semiconductor industry. Launch of their

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The company saw an impressive growth of 350% in revenue and on-boarding last year and following that Onboard Amsterdam event formula was born. In this year, they have achieved another milestone by launching Appical. io covering even more moments of impact for the employee, including off-boarding.

Trademark Product and its Uniqueness Appical is their trademark product which is an employee driven on-boarding platform. This platform provides 360 degree video, attractive content and games, and highly interactive exercises to the new hires and assists them to successfully start their careers. Appical has transformed the way in which businesses communicate with new employees. In a scarce candidate market, it is important to be distinctive, to retain the best talent. Therefore, Appical offer their customers real-time insights into employee’s data and feedback, and make on-boarding a fun activity rather than a tedious one. It transforms HR processes in following ways.

• Telling client’s brand story from day one • Sharing client’s mission and vision • Guide a new hire to productivity with coaching by manager and colleagues • Minimizing administrative work • Retain knowledge and culture • Giving a positive employee journey, also when it comes to off-boarding | March 2018 |

Recognitions so far Appical’s advanced HR technology products and services have won many hearts and have received many awards as well. Some includes: • Brandon Hall: 2018: Best Organization in Onboarding Technology • DutchCham Singapore: 2017: Winner of Winsemius Awards for professional services • Winner of iHR Tech award Europe Captain of Appical Appical considers that each of its employees is a hero that has contributed equally in shaping the destiny of organization. But a ship also cannot reach to its destination unless it has a visionary captain on it. And the captain of ‘Appical’ is Gerrit Brouwer. He is one of the Founders and CEO of Appical who has built this company from scratch.

Incident that led to the birth of Appical: On his very first day of work at a global corporation in the early 2000s, Gerrit Brouwer, when came to know that his entire team is away for a Christmas party and his job description also have changed. He got frustrated, and to change this bad onboarding experiences, in 2011, Gerrit co-founded Appical, a Dutch tech startup that’s now among a growing number of firms that offer apps to help employers welcome, support, train and hold onto their new hires.

A thoughtful leader: Gerrit is a hard-core entrepreneur, game-changer and an enormous tech- & gadget freak person. He has a clear passion for people and technology and has audacity to transform a creative idea into an attractive employer brand. Within the industry Gerrit is seen as an international thought leader who has shared his views and opinion in various high-level conferences, and among journalists and off course customers.

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Turn your talent into heroes with our leading-edge HR solutions

creating a successful brand. This approach is driven by their unique on-boarding game that helps their customers to involve all stakeholders such as the line manager, recruiter, HR and executives to think about the story, content and the result they want to achieve from their new hires.

Ongoing Trends in HR Sector from Appical’s Point of View Employees nowadays want a clearer career visibility before starting their profession. This includes getting details about job descriptions, career path and more. By providing these details to a candidate can build up a sense of pride and openness towards an organization and can assist it in retaining employees as long as possible especially in IT and other engineering roles.

Speedy on-boarding for the contingent workforce is the other trend that is gaining popularity in the HR space.

Currently, over 55% of the flex workers are not taken into account in an onboarding strategy. This will increase significantly over the time as employment contracts will become more flexible.

Road Ahead In current year, Appical has an ambitious plan to launch Appical.io which will have the capacity to become the leading HR retention platform. From fully automated prehire to off-boarding while reducing manual HR work to minimum, Appical is positive about its future endeavor to help organization to invest in the experience of a new hire the same way they do for their customers. For them, it’s all about turning talent into heroes.

Unique Approach that is benefitting Appical Appical has a unique approach that helps their employers in | March 2018 |

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Fidello: The Name that has become Synonymous to Uniqueness

Fidello’s software as a service module approach to their Talent Management suite has the potential to quickly deliver unique customized solutions for its clients. The software is known as HR web and, it has been serving the clients since its online inception in 1996. This software has many modules that support onboarding Chris Bjorling surveys, performance management, competency President & CEO assessment, succession planning, learning management, career planning, organizational planning, exit surveys, and more. Each of these components can be tailored to eing unique is always better than being, “just meet a client’s specific needs and can be combined in like the others.” The unique positioning of a whole or in part to create a complete client solution. company attracts a potential client’s attention These unique client-based solutions fit the strategic and ultimately drives more business to the company. needs of the organization and match or enhance the That uniqueness also nurtures a bond of trust with the organization’s culture. For clients, not just willing to clients and provides the added advantages of efficient, “tic” a checkbox that they have a solution, but clients reliable, and creative services. Fidello, an established that need a solution enabling their talent management company in the field of HR technology space is also a vision efficiently and affordably, Fidello proves to be a firm believer of crafting unique solutions for each of its most valuable option. Their unique approach has clients and has built a strong reputation by transforming produced solutions for clients across the globe. These a client’s needs and desires into reality. Fidello believes solutions and their results have even been referenced by that no two clients are the same. Each client has their clients and discussed in publications such as Harvard combination of needs and culture that will lead to their Business Review among others. unique solution. One solution made for one client may not be a fit for another. Fidello has a mission by which USP of Fidello they work, that is empowering their clients by creating unique human resource solutions specifically fitting their Fidello was founded in 1987, and in these 30+ years needs while leveraging their corporate culture. they have proved themselves as expert consultants

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| March 2018 |

having expertise in designing solutions around performance improvement that addresses all aspects human resource management. The USP of Fidello is to identify the unique need of its clients and assist them in designing and delivering varied human resource management solutions that ultimately gives its client a competitive advantage in their respective marketplace.

Fidello has helped their clients to create or modify systems designed to attract, develop, reward, and retain individuals who can meet the organizations high standards of strategic performance while embracing and enhancing their culture.

Accomplishments that Prove the Worthiness of Fidello’s Products Fidello has been applauded by its clients for its agility and entrepreneurial spirit in tailoring and updating systems to meet the changing client demands and the developing talent management maturity within the organization. Many prominent media houses have also recognized Fidello’s contribution towards the field of HR technology. It has been listed among one of “The 10 Most Valuable HR Technology Solution Providers 2017” and “Top 10 Talent Management Software Solution Providers 2017” by prominent global magazines.

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Tailor-made solutions drive business more than anything else

from a unique set of client variables and distinct culture has made Fidello a leader in custom solutions.

Qualities that are Pulling Customers towards Fidello Fidello attracts clients because of their unique approach.

Too often competitive solutions offer little customization or are not able to leverage an organization’s unique culture: these limits make Fidello an attractive alternative to selecting a solution. Fidello has many years of experience in not only creating unique software tools but also in providing consulting in support of the tools and processes that allows the client to feel secure in using time-tested approaches as well as adding in trendsetting focus.

Future Perspective of Fidello Fidello will continue to improve its ability to provide cutting art talent management solutions leveraging the most recent advances and conforming to the usage trends of their client’s workforce. They will continue to make their products and modules more configurable while not limiting their ability to achieve their strategic talent management plan.

Torchbearer of Fidello Chris Bjorling is the President and CEO of Fidello. He believed that a ‘one-size-fits-all’ approach does not work in this modern day and to be on the bleeding-edge of any business an organization must develop unique solutions that are not only innovative but customized as well. It was in this belief that Fidello today tastes the different flavors of success. His ability to see a clear solution

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Workforce of Contemporary World

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s an employee, if you were given a chance to sell your skills on the global stage with a greater sense of autonomy, independence, and flexibility as compare to the traditional 9 to5 job, what would you prefer? As an employer, if you were given a chance to hire a potential candidate on-demand at your terms and conditions as compared to a permanent hire, what would you prefer? This is where Gig economy comes into picture. The days of ‘life-long’ careers within the same company, longterm stability of a signed job contract, guaranteed significance of the skills acquired in the college, and predictable work routines are long gone.

In this fast paced global economic era, there is a growing demand for independent talent who are autonomous and willing to sell their skillsets on the global market. There are multiple factors that are giving exponential rise to Gig economy than even before. Below are some of these factors that are fuelling the growth of Gig economy, which is considered as the new and burgeoning trend in the HR space.

Financial Freedom According to a survey conducted on 6,247 Gig economy workers, 57% said they chose freelance path to earn more money. On an average, a freelance worker makes $60,000 a year, according to MBO partners. When a person works as a freelancer, he is not tied to incremental salary increases, or limited to how much you can make. Depending upon the industry, sky is the limit.

And this is what fascinates most to the freelancers.

Do what you really passionate about People work because it gives them the most important resource required to live i.e. Money. But how many people do the work which they really find fascinating; that is the million dollar question, and answer might be a fraction of the total workforce. This is another reason people get attracted towards freelancing, as it gives them an opportunity to do what they really find interesting and have a passion about.

Balanced Work Life Gig workers have full control of their workload, they can pick and choose how much they can take on and where and when to work at their own convenience. One LinkedIn survey which was conducted on 10,000 workers revealed that more than 46% value working in such a fashion because it allows them to work on flexible timings. According to Forbes, more than 35% like the work life balance that Gig economy provides to its workers.

Full Control over Destiny In a permanent job, employee works for some specific job role and are bound to work in the same domain if they want a greater hike or a better position.

Whereas, gig worker have the liberty to change career track whenever they

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time to time. This is where gig workers fit into the picture more conveniently than a full time employee. When employers seek a gig worker, they often look for a specific skillset among candidates.

Since a gig worker is not a full time employee and hired to complete specific project, chances of getting work done more efficiently, effectively and in timely manner always remains high.

Speedy Hiring and Onboarding Process: Conventional onboarding process many times takes weeks or even months.

But individuals in the flexible workforce are expected to onboard much more rapidly and even seamlessly integrate their work with the team. Since companies hire gig workers for their expertise in the subject matter and there is a no commitment for a full time employment, workers do get hires from various platforms in a very speedy manner with fast onboarding process.

Past and the Future want. If a person wants to make some more money, want to try something new, or want be their own boss, then being a gig worker they can achieve these goals and have more control over what to do next. For a big dreamer who never gets satisfied with a traditional job, entering flexible workforce might be a refreshing change of pace.

Not only Employees but Employers also want Flexibility In most part of the contemporary world, employers also now gracefully accept the option of contractual manpower due to variety of advantages that contract worker bring for an organization.

Skill based Hiring: Many jobs require a specialist only when there is a dire need of it, not all the 365 days a year.

Then, why to spend extra money on a full time employee, is the burning question that arises in the mind of recruiters

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While alternative work arrangement has been in the fashion for long but its usage has grown significantly over the past decade. The fraction of contingent employees in the labor force increased from 10% to 16% between 2005 and 2015, with alternative work arrangements accounting for all of the net growth in employment over the past decade.

The increased applications of disruptive technologies like Artificial Intelligence, robotics and automation will shape the future of global workforce and will significantly give rise to so-called gig economy. According to one survey, an estimated 7.6 million Americans will be regularly working as providers in the on-demand economy by 2020, more than doubling the current total of 3.2 million flexible taskforce.

Gig economy is still at the nascent stage, according to research firm PwC, gig economy cover mere a 2% of the total recruitment market. But by 2020, gig economy will worth $63 billion globally.

| March 2018 |

Honey: Revolutionizing and Democratizing Communication

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platforms like Google Drive, Honey effortlessly becomes the central location for all critical company information. The most successful companies using Honey to share three main types of content: • Announcements - Important updates from senior leadership, company newsletters, and time-sensitive events like open enrollment Rachel Kaplowitz • Resources - Content like logo files, employee handbooks, company policies, and seating charts CEO • Social - The fun stuff, too! Like work anniversaries, new hires, promotions, happy hours, and holiday party photos y helping people become more successful at

work and providing clearer communication channels between colleagues, Honey is revolutionizing and democratizing the way fast-growing, savvy teams communicate. Founded at an awardwinning design agency in Brooklyn, Honey gives employees a simple, central location to find all company information and updates they need.

Honey - a simple, modern intranet Honey is a simple, design-focused intranet platform that helps companies shape their culture, manage internal communications, and maintain transparency — especially during the periods of high-growth. Companies like Lyft, LearnVest, Huge, and Lowe’s use Honey every day to keep their teams connected. Honey functions as a company hive, allowing teams to organize and manage all internal communications in a simple way. With integrations to chat apps like Slack and file sharing

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More than just a great product Honey is all about reducing friction at work - for employees who need to find information and for managers who need to create it. This philosophy of making things simpler, easier, and friendlier translates to their customer relationships, sales process, internal company culture, and, of course, their product. Most of their growth has actually come through client referrals, recommended frequently on HR forums, Slack channels, and LinkedIn Groups. Plus - when Honey users move on to new companies, they frequently take Honey along with them. As a result, Honey has built loyal relationships with its users, even when they move on to new ventures.

What Honey’s customers are saying Honey’s fresh approach to the stale intranet space has | March 2018 |

not gone unnoticed. Honey was crowned the winner of the Global Startup City Demos competition at Internet Week, New York, and received the top honor at the Ultralight Startup Competition. And, more importantly, they have the customers to vouch for their excellence.

“Honey’s interface is beautiful! I’ve used similar platforms in the past at other employers, and I think Honey does it best.” - Digital Strategist, full service communications agency, Philadelphia “I’m not sure how you guys do it, but I feel like every time I think of something to add to Honey, it’s already in the works. Wow, you guys are amazing” - Executive Project Manager, mobile ad tech company, San Francisco

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We believe in loving your job, and the tools you use at work too Honey’s Vision

Honey’s vision is a simple and powerful one - they want to be the most trusted work product in their clients’ lives.

From a product perspective, Honey is the place employees turn to get the information they need, when and how they need it. From a customer perspective, Honey is the first call when their users have questions about scaling their internal communication strategy as they double their headcount or go through a major company event. Finally, from a team culture perspective, Honey is the place where employees have a voice, understand their work matters, and confidently know they have the support and appreciation of their colleagues.

Future Goal

“We did an informal poll at today’s staff meeting about how happy people are with Honey and there were only positive replies. It has cut down on a massive amount of emails, and it is so much more fun. Everyone is very happy with it! Thank you so much” - Operations Director, nonprofit organization, Denver Leadership and the event that gave birth to ‘Honey’ Honey was founded by Rachel Kaplowitz (CEO), Chip Kellam (CTO), Alison Morris (VP, Customer Experience), and Jason Tiernan (Head of Design), while they were working together at Huge, a digital agency in Brooklyn. As part of a 1,000+ person global team, they knew how hard it was for everybody to stay on the same page and know what was happening across the agency. When they looked into buying an intranet, they were disappointed with the outdated designs, the clunky functionality, and the complicated set up involved with the available solutions. So, they decided to build their own. Turns out, they weren’t the only company struggling to find a perfect solution!

| March 2018 |

It’s becoming easier and cheaper than ever to create and share meaningful, high-quality content for internal company use. As more content is created and distributed over channels designed for quick, real-time communication - like Slack and email - it will become imperative for companies to implement a solution for evergreen and strategic content so their employees can actually find critical information! Honey’s integrations with Slack, email, and file sharing platforms like Google Drive and Dropbox, positions Honey as the clear solution. As this trend in high-volume content continues to grow, Honey will continue to be established as the must-have tool for company communication.

URL: www.sharehoney.com

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INCENTCO: A Pioneer in the Field of Performance Management Technology

space that has expertise in providing wide range of cloud-based solutions related to performance management, employee engagement, rewards and recognition, real estate solutions and more.

INCENTCO’s products have the ability to influence employee’s behaviour that can result in increased Gerry Wiatrowski performance with the help of right tools and technology.

The organization offers gamified SaaS platform to create Founder and administer advanced performance management and exciting rewards programs. Their platform includes: a robust reward and recognition component, a gamified user portal and easy-to-use admin control, organization mployee’s behaviour and performance plays a setup and hierarchy, performance dashboards, reporting pivotal role in deciding the fate of any tools and more. organization. Just getting the right people onboard is not enough these days. Nurturing them for the Most of the companies do not offer all of the features in challenging future roles, evaluating their performance, one single SaaS platform. This is where INCENTCO giving them proper feedback, providing platform to takes the lead. INCENTCO’s solutions eliminate the upgrade skillsets, encouraging them with rewards and requirement of multiple vendors’ solutions to cater recognitions also plays a significant role in employee client’s needs. Their flagship technology does not retention and is even beneficial for their overall require complicated integration and thereby saves a lot productivity. of critical IT resources and reduces implementation time as well.

Due to these facets, organizations all around the world are now taking employee’s performance management INCENTCO’s trademark performance management software very seriously. This is the reason talent technology was originally designed for the U.S. management market is a hot topic these days. apartment industry that enabled managers to use points INCENTCO is an organization that has built a strong instead of free rent as an incentive. This approach was repute of delivering cutting-edge performance received very well among the targeted audience and the management and employee engagement software all word-of-mouth publicity spread in such a manner that across the world. It is a leading name of HR technology suppliers in that space approached INCENTCO and

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| March 2018 |

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Our technology enables businesses of all sizes to ‘plug and play’, comprehensive performance management or rewards and recognition program in a customizable and gamified environment.

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started requesting to use their platform. After that success, their technology found many recipients outside apartment industry as well, and is now being used in multiple industries for both employees and customers.

Wiatrowski is responsible for platform innovation, marketing and sales while Greg Smith manages and leads company operations including IT and redemption strategies.

INCENTCO’s ‘pay-as-you-go model’ is a hit among customers

‘Work from home’ is a growing trend in HR space

Client’s love their platform due to its easy-to-use and no IT integration requirement capability. Their ‘pay as you go model’ is a hit among customers that enables companies of all sizes and budgets to create their own custom programs based on their company’s KPI. It is common for a client to start with one program and then expand the scope throughout their organization as per their need. The efficiency and usability of INCENTCO’s product led them to earn numerous prestigious recognitions. The most notable among those was being recognized by a leading technology magazine among the Top 25 HR Technology Providers of 2017.

The world has witnessed an increased momentum towards people opting to work from home rather than traditional on premise jobs. Many companies provide flexibility in terms of working hours and even allow employees to work from home in many cases. Although this needs to be regulated carefully in order to achieve the quality of work while allowing work from home. For some employers allowing this (remote work) present several challenges. But INCENTCO has a solution for this concern as well, and this is one reason that INCENTCO’s solution has been well received in market.

INCENTCO’s future perspective

Qualities that are assisting INCENTCO to attract more clients INCENTCO’s technology offers a ‘one- stop shop’solution that provide HR technologies that are easy to use, fast to implement, and affordable for any sized organization. This ease of use coupled with outstanding personalized service is winning customers trust and helping INCENTCO to expand its business footprint.

INCENTCO’s future endeavours will be to continue on its path to innovation. They are ready to continually upgrade their technology with the same consistency in order to make their products even easier to use for both their clients and participants while providing a scalable platform that can be used across all industries in the global marketplace.

Captains of INCENTCO Gerry Wiatrowski and Greg Smith are the Founders of INCENTCO. These leaders have been working together for over 20 years and with their shrewd knowledge, creative thought process and adept financial skill set, they are guiding the company towards the path of progression. These gentlemen have their specific roles and responsibility which they follow religiously. Gerry | March 2018 |

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Insiders Opinion

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ntroduction to the concept of Talent Demand Generation

Recruitment is more of a marketing activity than it ever has been. The world’s most sophisticated marketers combine targeted marketing programmes with a structured sales process as a holistic approach to drive awareness and desire for their products or services and when done in a comprehensive way, this is referred to as demand generation.

Talent Demand Generation is the focus of an employer’s marketing efforts to raise desire in everyone they might want to hire now or in the future to want to work for their organisation.

Background Organisations are fighting hard for a share of each individual’s mind space.

To get people thinking about working with your organisation, you are competing with Amazon for shopping,

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Facebook for socialising, Match.com for dating and Netflix for TV streaming; not who you would think of as your traditional competitors.

Until the internet became so ubiquitous, the only people you were really talking to about careers with your organisation were active job seekers.

Now however, you are able to disseminate subliminal messages to everyone you might want to hire today or in the future. You can: - Connect with them at LinkedIn, follow on Instagram or Twitter - Encourage them into your talent communities - Use paid search engine or social media marketing to advertise your vital messages - Nurture, track and automatically score each potential candidate’s engagement with a talent pipeline product like Candidate.ID

Common Components in Talent Demand Generation Every employer will have different demand generation challenges and opportunities but some of the most common may include - Building awareness of your organisation as a desirable employer - Building awareness of your hiring managers as people candidates should want to work for - Positioning the unique selling points of your organisation as an employer – often linked to culture and encapsulated in an employer brand and employer value proposition - Changing perception if for example your organisation is renowned for poor pay, conditions or culture Occasional v Evergreen Requirements The world’s most sophisticated talent acquisition teams apply different

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After 3 successful years making placements, Adam moved into recruitment and employee communications with HAVAS and PwC. In 2009 he founded Social Media Search, helping employers use social media for recruiting. After 4 years as a JV with Norman Broadbent plc, Adam undertook a management buy-out in December 2016 and formally launched talent pipeline software product Candidate.ID. Candidate.ID enables international employers to drive candidate demand and create genuine, sustainable talent pipelines.

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tactics for hiring that one-off legal counsel vacancy versus the positions that are non-stop conveyor belt hiring requirements. Examples might include sales and scientist roles for biotech, customer contact roles for customer services and kitchen managers for leisure.

Your Total Addressable Market For evergreen hiring, I believe it is vital to identify and maintain visibility to the total addressable market. That is everyone you might want to hire now and in the future.

How do you do this? You: - Refresh and enrich the data on your ATS or CRM - Undertake a campaign to ‘wake the dead’ on your ATS or CRM - Identify them on social media and other online sources Generating Demand It’s likely your total addressable market includes a large number of people. To activate each person in the past you needed to communicate with them all 1:1.

industry insights for example, ideally authored by hiring managers; people they might want to work for or whose jobs they might want to occupy in the future.

Don’t market your employer brand and certainly not send job opportunities to these people.

2) Middle of the Funnel Talent: These people are displaying more signs that express interest. They have moved beyond your top of the funnel content and have moved onto your corporate or even perhaps careers website. They may have looked at the hiring manager on LinkedIn or your company’s culture, vision and values. Share traditional employer brand-type content with them.

3) Bottom of the Funnel Talent: These people are or are nearly ‘hire-ready’. They’ve been looking at your careers site and perhaps specific job opportunities.

Depending on the size of this population, your next step may be simply to arrange 1:1 conversations and find out about each person’s career aspirations and where that might sync with your requirements.

This however simply isn’t a scalable activity other than in the executive search area of recruiting and this is the reason why it has been extremely difficult for employers to generate genuine talent pipelines.

Now however, technology has emerged in recruitment which allows employers to nurture their total addressable market and based on each person’s interactions with this nurture content, identify who is cold, warm and ‘hireready’.

If you are able to nurture relationships with potential candidates at scale, you create more demand for employment at your organisation.

Generating Demand - Talent Nurturing At each stage below, your challenge is to drive more people to the next. That’s talent demand generation.

1) Top of the Funnel Talent: This is the group who are merely aware of your organisation as an employer.

Most potential candidates will start at the top of the funnel. Nurture these people by sharing skills and

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You simply can’t drive demand if you are sending the same content (particularly job descriptions) to everyone on your database. You must use technology to understand people’s preferences according to their behaviour.

Candidate.ID enables international employers to drive candidate demand and create genuine, sustainable talent pipelines.

| March 2018 |

Star Culture: Transforming Managers into Leaders

Coaching. It combines anonymous employee feedback assessments with short-burst leadership training, all while supporting sustainability with a personalized coaching experience.

David Long CEO

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verything rises and falls with leadership.

Employees can only be fulfilled at work if they are engaged in their work. That responsibility rests squarely on the shoulders of that team member’s direct supervisor. The only way to truly impact the culture of an organization is to improve leadership. Star Culture supports the growth of managers with good intentions into leaders who know how to engage and motivate their teams. Star Culture transforms managers into leaders.

What is Star Culture?

Star Culture is a state-of-the-art, prescriptive leadership development system. The system begins with a diagnostic to clearly identify your greatest need for improvement. Star Culture uses a unique combination of Employee Engagement Surveys and Executive

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Nothing like Star Culture exists in the market today.

There are engagement surveys, and there are options for leadership development. However, no other program uses engagement surveys to prescribe a specific development path for your leaders. Star Culture is the difference between being busy with a bunch of ‘good’ things and being sure that you are implementing the most effective solutions for your team.

Where it all began for Star Culture In the beginning, Star Culture’s partner company, MyEmployees, had no way for clients to quantify the success of their employee rewards programs. MyEmployees wanted to provide clients with employee engagement surveys over the course of their rewards program so clients could track how the recognition was affecting engagement levels.

MyEmployees soon realized most of the employee engagement survey industry only provided leaders with a list of engagement issues without offering any solutions. From there, Star Culture was born. | March 2018 |

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Synapse: A Pioneer in How Corporations Automate the Instructional Design Process

becomes a core part of every organization’s learning development strategy.

Success Story of a Prominent Client Their clients include Learning Development and Talent Development departments from some of the largest Ryan Austin companies in the world. They are helping these Co-founder & CEO organizations streamline and automate how to design training programs. Their clients often design training content for performance support, micro learning, on-the-job esigning quality training content is complicated, aids, and for social learning. time consuming, and an expensive task. It takes weeks and many times months to design great One of their clients had a need to design 800 Micro content due to the manual instructional design process that learning modules in just 4 months. They designed an require specialized people and tools. Because of this, internal crowdsourcing campaign to motivate and training departments can’t scale and consistently fail to encourage internal subject matter experts to participate in meet business needs. Synapse automates and streamlines content design and development efforts. The training the instructional design process. Their cloud-based platform content was scaled across 4 countries in multiple languages lets training departments collaborate to design, develop, to meet business goals. Not only did they save 65% of costs manage, and scale corporate training needs quickly, easily, vs. estimates from vendors, but they also provided the and effectively. With Synapse’s training design and know-how and information needed for their employees. development software, anyone can produce quality training Synapse love success stories like this because it means that content much faster and at lower costs. they are contributing in innovation, continuous learning, and organizational support.

Mission that is Motivating to Move Forward A Desirable Need that Led to the Inception of Synapse Designing training content is not an easy task; many corporations either don’t have the time, resources or Synapse had launched its platform in 2016, although the expertise to perform this work well. That’s why Synapse founding team first dreamed up the idea in late 2015 while has a mission to automate how corporations design training at the EDGE EdTech accelerator program in New York. content. Their vision is to build simple software that The company was initially founded by three founders: Ryan

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| March 2018 |

It’s time to automate how you design training

Austin, Josh Crohn, and Sebastian Leks after they grew tired of watching companies struggle to build training content. They’ve faced these same challenges themselves.

Ryan and Josh had previously co-founded and built corporate training companies successfully. Sebastian had built knowledge management software solutions for large enterprises. After winning many learning innovation awards from credible industry providers, Synapse is now being used to empower some of the best brands in the world.

Notable Recognitions and Client Feedback • First Place: Learning 2016 by Elliott Masie • Mobility-X by Daimler Financial • Runner up Teachers Deliver Award “Working with subject matter experts just became easy!

Synapse enables my learning team to drastically cut the time it takes to produce and maintain content” --- Mori Seriki, Vice President of Learning & Development, Envoy Mortgage Leading Light of Synapse Ryan Austin is the Co-Founder & CEO of Synapse. He is a creative thinker with deep love for entrepreneurship. With his strong strategic capabilities, leadership, and business judgment, Ryan likes to solve complex problems and built products that clients love. Ryan continues to work with clients and drive strategic vision to enable Synapse to develop the new Learning Design System market.

Always Focused on Client’s Needs

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Learning Design System is the Burgeoning Trend Synapse has built the world’s first Learning Design System.

In corporate learning & development, many training departments rely on instructional design models like ADDIE (analysis, design, development, implement, evaluate). Whilst there are other systems like Authoring Tools and Learning Management Systems that automate how to deliver training content, the design and development phase is done with manual processes that don’t scale. The Learning Design System is a new technology that automates the instructional design process, enabling corporations and L&D departments to standardize best practices across the organization at any scale. Anyone can contribute to designing and developing quality content for the organization and automatically meet high-quality design standards.

Future Endeavour Synapse has been developing technology in three phases.

The first phase is to automate the instructional design workflow process with their software. Phase two is focused around enterprise app integrations. They have just partnered with Microsoft to build a native application on Microsoft Teams for corporate training. The last phase is focused around intelligence. Synapse has been built on an AI engine, and they have been developing solutions to make their recommendations engine smarter.

Synapse believes that this is a big mission, but they always strive to become better and do more. Their goal is to work with the best clients and partner with great companies who are aligned with Synapse mission.

Synapse always aim to listen to their clients’ needs and build features that provide a real benefit around problems their clients face. By innovating with clients and listening to the market, they are destined to do great things.

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T

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he secret of my success is that we have gone to exceptional lengths to hire the best people in the world” - Steve Jobs

The said quote itself explains the power of recruiting ‘right’ candidate. A right candidate has the potential to transform an organization fortune to a new level. A right candidate brings quality and effectiveness that builds a brand and develops a unique customer experience, while a ‘wrong’ candidate can lead to a lot of extra stress and issues that can hinder the development of a business. But at the core, hiring right talent is important, and this is where HR personnel struggle the most.

With the advent of an emerging technique known as “People Analytics”, hiring right candidate will get easy than ever before.

Necessity of People Analytics Competition for onboarding top talent is getting fierce, especially in industries, like IT, financial service firms, healthcare sector, and manufacturing, that are going to witness a massive transformation. Ever growing numbers of job seekers, shaken economy and neck-to-neck ruthless competition are making HR’s job even more challenging to find right talent for the right job. One technique that is seen as a solution for the said problem is “People Analytics”. It is an emerging field that is pulling everyone’s attention due to its potential to assist HR people in recruiting the right talent.

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| March 2018 |

Tech Trend

Understanding People Analytics People analytics or HR analytics is the application of statistics, mathematics, and modeling which collects and process worker-related data to see and predict patterns. This technique assist organizations to predict whether a particular person fit for a given job or not. Due to its ability to boost hiring and retaining the right talent, some people have gone so far that they have even started calling it as a “crystal ball for HR”.

How ‘People Analytics’ can help HR fraternity • Identifying the features or variables in jobs and employees that matter/counts most • Matching those important job variables with a pool of applicants or recruits • Predicting the likelihood of a worker to stay on the job for a long time or to “churn” • And recommending salaries and other compensation to bolster longevity Importance of Peoples Analytics There are lots of important questions that arise into the mind of management peoples like: How can we find more top performers? What do our most successful leaders do to excel at their work, and how can we replicate that across the organization? Which people are most likely to stay for long?

Which employees are likely to leave? With the right analytical tool in hand, one can get the right and accurate answers to these vital questions which plays a pivotal role in shaping company’s fortune and can assist an organization to maintain a robust workforce.

Popular HR Analytics Tools Power BI Power BI link multiple sources like SQL database with people’s data, live twitter feed, machine learning API’s and more. All these different data sources are then combined with an aggregation process to create one large database.

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The consolidated data then can be used to create pivot table to let end user get a quick insight in the key areas of the workforce. And, all these meaningful insights then the end user can see in a user-friendly manner with Power BI’s dash boarding capacity.

SPSS Dealing with analytics requires some sort of technical capability to make the most of it. But what if the end user is not a technical person but still want the same results which can be derived from the above tool. Answer to this said concern is ‘SPSS’ tool. Without having extensive statistical knowledge, an end user can do an exploratory correlation analysis or a quick regression analysis. This makes SPSS one of the most commonly used HR analytics tools in social sciences.

Rstudio It is a people analytical tool which is best suited to process huge data sets. It provides valuable insights that can help an organization to maintain robust workforce. It’s potential to let end user visualize and statistically analyze candidate data with the help of user friendly interface is the prime reason behind its popularity.

Interesting Research Finding Many recent studies even proved the effectiveness and productivity of People Analytics techniques. Recently, Deloitte’s Bersin found that organizations that use people analytics techniques at a sophisticated level reported 82 percent higher three-year average profits than corporations without properly-deployed people analytics methods.

Over the world more number of schools, colleges, and universities are opening up than ever before. There is an increased awareness for education as well. More people want to get access to quality education to raise their living standards. All these are resulting into increased number of job seekers. With business competition going intense with each passing year, recruiting right talent has become the need of hour for HR personnel. The potential benefit of People Analytics will then definitely assist HR fraternity in recruiting and maintaining a robust workforce if applied meticulously.

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| March 2018 |

TalentAdore: Transforming Recruitment Process with an Added Advantage of Human Touch

With the help of Artificial Intelligence, recruiters can send personalized status updates and feedback messages to each job applicant and that too with no extra time and large effort. This system empowers recruiters and gives them full control of managing the entire recruitment process: from job postings to hiring and even building dynamic Talent Communities.

Saku Valkama CEO & Co-founder VRA system puts candidates back to the center of recruitment process. Even if candidate faces rejection they get the reason behind that. Consequently, their solution has urrent recruitment system does not serve a significant impact on their customers’ employer brands as companies or candidates to its full potential and well. As per data, when recruitment is handled in the oldintention for which it meant for. As per estimates, fashioned way, around 20% of the rejected candidates 70 % of resumes are never even got touched by the recommend the company to their friends. When VRA recruiter. The reason behind that is the large number of job system is in use, up to 70% of them recommend. That is applications. The number of applications in a traditional something very fascinating about VRA. recruitment process is so high that there is almost no way a person can manually review them. As a result, when 100 Belief behind the Birth of TalentAdore people apply for a job, one person get selected and rest 99 When the founders of TalentAdore identified numerous face impersonal rejections after months of waiting. To flaws in the recruitment process especially the fact that change this system and revolutionize the recruitment candidates are being treated as ID-numbers rather than process, TalentAdore came up with one unique solution humans by the recruiters, they pledged to provide a solution known as Virtual Recruitment Assistant (VRA). that can challenge the outdated ways of hiring and which can bring back human touch to the recruitment process.

Virtual Recruitment Assistant: Empowering Recruiters and Job Applicants Short Journey that has seen an Impressive Business TalentAdore’s Virtual Recruitment Assistant (VRA) treats Expansion across many Countries every job application as important as others. What makes TalentAdore was established in 2014 by two entrepreneurs, this assistant a unique in the market is that it integrates the Saku Valkama and Joni Latvala. In less than three years best parts of Applicant Tracking Systems (ATS), advanced since its inception, the company has grown to 15 people communication technologies, and intelligent automation. and feels proud to be blessed with an exceptionally talented

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| March 2018 |

We bring the human touch back to recruitment

advisory board. Success of TalentAdore can be gauge from the fact that since the launch of their end-to-end recruitment solution in October 2016, they have attracted many customers across Finland, Japan, Norway, Mexico, Canada, USA, Sweden and Germany. Also, they have received close to 1M€ funding in total so far.

Factors that Differentiates it from Peers • Think recruitment process from the candidate perspective along with recruiter as well.

• Concentrate on the rejected candidate as well.

• Provide data and advanced reporting to the management.

• Create talent-on-demand capability for companies with help of their innovative Talent Community concept.

Recognitions that Proves the Worth of their Product • TalentAdore was nominated among top 50 EU startups in 2017 and got an opportunity to pitch in the European Parliament.

• Won Shift pitching competition, 2017 and was selected among top 3 startups in Arctic15.

• A leading business magazine of Finland nominated TalentAdore among top 10 startups in Finland for the year 2017.

“TalentAdore’s VRA has helped us tremendously in taking our talent attraction activities to the next level. Immediately after implementation, the tool improved our conversion rates, process efficiency, and internal collaboration between the hiring teams and managers. The tool has also had a huge positive impact on our employer brand via the outstanding candidate experience it offers. For us, TalentAdore offers the next generation and easy-toimplement solution we have been looking for a long time.”

– Satu Muilu, Head of People Operations, Tuxera Torchbearer of TalentAdore

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TalentAdore. He has a profound and pragmatic experience of over 20 years in handling various recruitment challenges that come across enterprises. He played a vital role in upscaling company’s strength and gave priceless contribution towards building a successful team. He is the prime reason for transforming a startup into a leading innovator in the HR technology sector that too within very short span of time.

Popularity of Talent Communities will Rise Candidate is also like a normal consumer who always in a search of information related to job and also relies heavily on referrals. In the near future, candidates will hold hiring decision more than the recruiters. Hiring is all about content marketing and brand building which needs a uninterrupted connection with the desired people, all the time not only when companies fall short of required manpower. This is where talent communities come into picture, its ability to provide desired candidate any time will make it even more popular in coming time. Stagnant talent pools will disappear in near future.

Future Vision Currently, TalentAdore is adding new features and improving the product in an incremental fashion. In the next 24 months their focus will mainly rely around building robust customer base in Finland and around the world.

Forming strategic partnerships and integrations to other HR solutions is also on their wish list.

In the longer run, their vision is to create a marketplace for talent without boundaries. In Talent Communities, candidates can help each other to find relevant jobs and expand their skills. Also, they have plans to create communities not only within, but between companies. In this way, truly open source candidate communities will become a reality - a win-win-win situation for companies, candidates and the society.

Saku Valkama is the CEO and Co-founder of | March 2018 |

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