- This is, without a doubt, the most interesting technology find of the year for me and has had pretty fantastic reception from the analysts and consultants I've pointed to them to "gut-check" my initial reaction to their offering. John Hancock, CEO of Loop, will tell you they fancy themselves to be a "telecommunications company for HR," but don't let that throw you off. They're a communications platform and quite frankly? They will rock your talent attraction process - internally and externally - here's how:
Yes, they also have a mobile apply feature, but there's 2 parts to Loop that I want to hit on: their text messaging platform, which is part of their Mobile Career Tools and their newest offering, which they call "Engage." The text messaging function is certainly not new, and on it's own might not rock your socks off - but it's one of the smoother programs I've seen. From a cost perspective, they're less expensive and provide a better candidate experience than any of their competitors in the space that I have come across thus far by personalizing the process to the candidate in a series of leading questions. The data collected stays with the system, thus "learning" that candidate and providing what's relevant to them without blowing up their phone... keeping you compliant with the newly changed CAN laws (head's up, they're changing again the 16th of this month).
The second piece of their offering is "Engage:" this is a mobilization of the apply and ongoing recruitment communications process that's simply brilliant. You can share the job description, of course, but you can also use simple gamification features to help gauge initial culture fit w/ a candidate, test for knowledge and skill level, poll for interest in opportunities and receive not only reporting directly into your CRM/ATS on accuracy of responses, but the speed in which the questions were answered as well. The system also has gamification features, such as a leaderboard, which can be of help with adoption and building a little friendly competition with ERPs.
On the back-end, the analytics are equally impressive.
All in all, this is a technology offering whose time has not only come, but is backed with a founder-leader who has a thorough knowledge of the recruitment function, the legal advisement necessary to keep its users on-top of issues and knowledge needed to navigate the telecommunications space with candidates, and a robust feature-set to help progressive organizations completely differentiate their candidate experience by balancing the candidate wants necessary to keep them engaged to fill the organizational talent needs. Check them out,
and when you do, be sure to tell John I said hello. ;)
2) Clear Company
- Bersin's report on 2014 Predictions was weighted heavily on HR's need to be more "business integrated" and Clear Company's performance management platform does exactly that. While this start-up's launch pitch still needs fine-tuning, the purpose, design and functionality makes perfect sense. Simply put, Clear Company focuses on the reason businesses have employees to begin with: to achieve a business purpose and then drills down into the work goals needed to accomplish them. Their mission? To help companies recoup the 40% bleed-out that the average company experiences from lost payroll productivity.
I'll give you a moment to take that in: the average company wastes 40% of its payroll - because that's the amount of time in the average work day/week/year that the typical employee is engaged in activities NOT associated with work associated to achieving the business purposes/objectives they were brought in to do in the first place.
In all candor, I truly have an apathy for most performance management systems. Many are cumbersome, clunky, and have a lot of unnecessary data that they want to collect that the employee doesn't quite know why it's being asked for or how it's ultimately used in improving the performance of their career. Gamification, when applied, seems to focus on the wrong areas in an effort to gain user adoption, and ironically often still fails to meet that objective. However, the project management features associated with Clear Company alone made me want to get this for my team.
Each user on the team being able to then look up to see how their work impacts the work objectives and current projects of the other members of the department and even peek in on other departments to understand WHAT they do and how that impacts overall organizational goals (and make comments/ask questions about it) was simply the icing on the "collaborative cake."
Not convinced? Talk with the Dale Carnegie organization, who can't seem to get enough of it. And when it comes to productivity and engagement, didn't they literally write the book?
3) Modern Survey
- To say that I was excited about the possibilities that Modern Survey offered my own organization would be a bit of an understatement - it actually made me downright giddy, Data, from the collection to the subsequent analyzation and alignment for use in meeting program/organizational objectives is an often under-appreciated part of Talent Attraction and Acquisition outside of the "Big Three Conversion Set"
Clearly, there's far more to a good program than those metrics... Especially if you're creating or retooling a employer branding or recruitment marketing campaign, or adjusting a kink in your recruitment process. Don McPherson helps you take the problem you're trying to solve for and create a series of questions you need to poll your audience set to get the data you need to create an appropriate solution. This help makes a complex process simple and branded in a way much smoother than a SurveyMonkey poll ever could hope to be. Here's a run-down of the features set:
- Proprietary survey items
- Accessible via mobile
- Intuitive reporting
- Data mining tool to drill down into the demographic groups and explore discovered trends.
- Post-Survey action planning module to help you simplify change management and act on the results.
The implications into how this could help you reengage your employees (of whom over 60% at any given time are disengaged from their job, thus not as productive as they could be) is fantastic. How that data could then be used to help your organization optimize its talent attraction campaigns? Even better. Check them out - this is money that would be well spent & Don seems to be a great guy to work with who really understands the point of what to do with the "big data" you're collecting from your organization.
There you have it. There's an honorable mention for Zoomforth that I'd like to make, but as I don't think they were technically presenting at HRTech, I'm saving that for a separate post. Look for it next week along with my take from LinkedIn's Talent Connect conference, happening this week in Las Vegas.