#TChat Recap: Realities Of HR-Vendor Relationships

A new reality is upon us.

According to new KeyInterval Research, HR departments are looking more like a purchasing departments and becoming quite skilled at managing vendor relationships.

But only a small fraction of those vendor-practitioner relationships produce high levels of excellence and return on investment.

This week’s #TChat guests: William Tincup and John Sumser, long-time HR and recruiting industry luminaries, friends and the founders of KeyInternal Research, shared the realities of the ideal HR-vendor relationship with our community.

Our attention must turn from the vendor landscape to the practitioner reality at the intersection between HR and technology. That reality is all about relationships.

But is HR getting better at managing their vendor relationships?

Connecting and building these essential HR-vendor relationships are facilitated by access to cloud, social, and mobile technologies.

Not everyone agrees that relationship management is getting better. HR must still battle bad practices and resistance to innovation.

Leadership can start relationship-building by prioritizing end-user satisfaction: satisfaction means quality adoption. Invest in the right technology and implement an application that works.

The most successful HR implementations are when they align with business outcomes.

The right HR software aligned with business outcomes, prioritizing end-user satisfaction, and leading with an open and positive mindset, are the essential components for creating lasting and meaningful HR-vendor relationships.

See What The #TChat Community Said About HR Vendor Relationships:

What’s Up Next? #TChat Returns Wednesday, March 25th!

#TChat Radio Kicks Off at 7pm ET / 4pm PT — Our weekly radio show runs 30 minutes. Usually, our social community joins us on Twitter as well. The topic: The Predictive Power HR Can Bring

#TChat Twitter Kicks Off at 7:30pm ET / 4:30pm PT — Our halfway point begins with our highly engaging Twitter discussion. We take a social inside look at our weekly topic. Everyone is welcome to share their social insights #TChat.

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Passive-Recruiting Photo credit: Startup Stock Photo

5 Tips To Selecting The Right HR Technology

The challenges and opportunities for HR and Leadership teams have never been greater.  Potential hires have more job screening tools and work choices than ever before.  Meanwhile, organizations must contend with an employment pool that is global in scope.  If things weren’t daunting enough, technology is evolving faster than our ability to process and adapt to it.  Well, almost.  So, how does someone in HR select the right technology for their organization?  Here are five things to consider:

1)    Find the Best Talent Regardless of Geography:  Companies that select top talent will have the brainpower to adapt, innovate and manage technological change.  Today, professional social networks are fast becoming the go-to source for quality candidates.  As a result, companies need global recruiting software systems that can share job openings with multiple social networks, screen candidates and streamline the interview process.  In the old days, job seekers came to you.  Today, you must market your company’s brand to potential hires.  This is the new landscape.  Get used to it.

2)    Employee Engagement and Talent Analytics:  Smart workforce systems can help organize workflow, enhance internal communication and evaluate performance.  Put simply, software that can analyze employee profiles (including skills, interest, and performance metrics) will help organizations better forecast employee potential, build more cohesive teams and provide more timely feedback. Companies need to measure and track employee performance.  Too many employees fail to appreciate how their performance directly aligns with their company’s goals.  HR technology can make the connection between employee accomplishment and corporate success more explicit.  In short, talent analytics helps improve employee engagement, which is directly tied to a company’s performance.

3)    Collaboration:  Today, the workplace is anywhere the connected worker is.  Organizations need to accommodate mobile devices and enable collaborative platforms.  In this regard, Cloud technology is indispensable.  Employees need an interface that is intuitive, a great experience and seamless with all the devices they use on the job.  Whether it is communicating internally with management or remotely with peers across the globe via video, workers need tools that foster collaboration.

4)    Maximize Flexibility:  Value flextime, telecommuting and tools that allow your employees to collaborate across distances.  Technologies that enhance flexibility will motivate employees and attract the right talent.

5)    Going Global: The workplace of today is global.  Geography is no longer a barrier to working at the company of your choice.  Working remotely is becoming routine.  Consequently, HR departments need to cope with a variety of regulatory requirements governing payrolls, hiring practices, and the like.  Systems that can safeguard and automate these functions will help HR departments do their jobs more effectively and efficiently.

Technology is disruptive, but it is also essential to solving the challenges businesses face today.  HR departments need to harness the most promising technologies in order to identify and attract the brightest talent, to improve workflow, foster collaboration and manage change in a global environment.  Getting technology to work for your company is essential; otherwise it will be working against you.

Photo Credit: Startup Stock Photos

#TChat Preview: Realities Of HR-Vendor Relationships

The TalentCulture #TChat Show is back live on Wednesday, March 25, 2015, from 7-8 pm ET (4-5 pm PT). The #TChat radio portion runs the first 30 minutes from 7-7:30 pm ET, followed by the #TChat Twitter chat from 7:30-8 pm ET.

HR departments and leaders deal with a new reality today. A reality that consists of complex relationship ecosystems that use a combination of insourcing and outsourcing as the only way to get their actual work done.

According to new KeyInterval Research, a practitioner centric market research firm founded by William Tincup and John Sumser, HR Department increasingly looks like a purchasing department with a specific set of subject matter expertise. So, HR is getting increasingly good at managing vendors and other relationships that cause work to be done by people who are not direct members of the HR Team (employees).

Join TalentCulture #TChat Show co-founders and co-hosts Meghan M. Biro and Kevin W. Grossman as we learn about the realities of the Ideal HR-vendor relationship with this week’s guests: William Tincup and John Sumser, long-time HR and recruiting industry luminaries and the founders of KeyInternal Research, a practitioner centric market research firm.

William is a Principal Analyst with KeyIntervalR building maps of the intersection of HR and technology.

John is also a Principal Analyst at KeyInterval Research and digs into the realities of HR Practitioner experience with technology. He is also the Editor of  HRExaminer.

Sneak Peek:

We hope you’ll join the #TChat conversation this week and share your questions, opinions and ideas with our guests and the TalentCulture Community.

#TChat Events: The Realities Of Ideal HR-Vendor Relationships

TChatRadio_logo_020813#TChat Radio — Wed, March 25th — 7 pm ET / 4 pm PT Tune in to the #TChat Radio show with our hosts, Meghan M. Biro and Kevin W. Grossman, as they talk with our guests: William Tincup and John Sumser.

Tune in LIVE online Wednesday, March 25th!

#TChat Twitter Chat — Wed, March 25th — 7:30 pm ET / 4:30 pm PT Immediately following the radio show, Meghan, Kevin, William, and John will move to the #TChat Twitter stream, where we’ll continue the discussion with the entire TalentCulture community. Everyone with a Twitter account is invited to participate, as we gather for a dynamic live chat, focused on these related questions:

Q1: Is HR getting better at managing their vendor relationships? Why or why not? #TChat (Tweet this Question)

Q2: How should companies prioritize software cost, implementation speed and end-user adoption? #TChat (Tweet this Question)

Q3: How can companies better understand how HR software drives business outcomes? #TChat (Tweet this Question)

Until the show, we’ll keep the discussion going on the #TChat Twitter feed, our TalentCulture World of Work Community LinkedIn group, and in our new TalentCulture G+ community. So feel free to drop by anytime and share your questions, ideas and opinions. See you there!!