April 18, 2017 · 4:30 am
I came across this fascinating white paper from SilkRoad the other day. The Big Shift Puts Employees First: HR Transforms from Processes and Transactions to Employee Experiences, is the 2017 contribution to their annual State of Talent reports. This shines a light on how the HR tech conversation has switched from tech to employees. The paper opens with this: ”More than ever, today’s CEOs recognize the tremendous competitive advantage in a workforce that’s highly motivated, excited and tightly connected to business goals. Building a powerful workforce strategy remains front and center for HR teams.”
White papers are, by their nature, primarily marketing documents. The data are collected and analyzed in a way that put a positive light on the vendor/purveyor who commissions the study and report. There appear to be robust data behind this analysis with the use of results from 8 surveys (including one from an analyst firm), fielded throughout 2016, from1,335 respondents in HR leadership positions, It’s a vendor white paper, to be sure, but one of the more interesting I’ve seen.
The topics covered in the report include the following:
State of Talent Strategy
State of Talent Technology
State of the Employee Experience
State of Talent Acquisition and the Candidate Experience
State of Onboarding and the New Hire Experience
State of Talent Development and the Employee Experience
State of Analytics and Technology
State of HR
Top Five Talent Trends
Don’t let this long and timely list deter you from downloading the report: it’s a compact 30 pages full of graphics and survey data. You can read this in under 30 minutes – and you’ll be smarter for it. These are critical topics for HR leaders and professionals in all industries – all over the world.
Introducing the first chapter, The State of Talent Strategy, 4 disruptors are identified that set the stage for the interesting data and discussions that follow:
Disruptor #1: Dissatisfaction with HR Technology
Disruptor #2: Continuing pressure to improve business outcomes
Disruptor #3: Changing workforce, multiple generations
Disruptor #4: Differentiation to attract talent
And then the following chart really kicks things off:
These data points then lead the fascinating analysis and discussions that follow. Even keeping in mind that this is a marketing document, it’s extremely well done and brings to light some important (and maybe surprising) shifts in focus and strategy that leaders (not just HR leaders) are contemplating.
You may not agree with all of the conclusions. And you may not have budgets to move forward in all – or many – of these areas. But the findings are fascinating and worthy of further exploration. Download the report here and have at it.
Filed under Big Data and HR, Brandon Hall Group, Candidate Experience, China Gorman, Data Point Tuesday, Employee Engagement, Employee Experience, HR Analytics, HR Data, HR Tech, HR Technology, HR Trends, HRM Technology, SilkRoad, Workplace Strategies
Tagged as Biig Data and HR, Brandon Hall Group, Candidate Experience, China Gorman, Data Point Tuesday, Employee Engagement, Employee Experience, HR Analytics, HR Data, HR Tech, HR Technology, HR Trends, HRM Technology, SilkRoad, Workplace Strategies
September 3, 2013 · 4:30 am
Vendor survey results, reports and whitepapers are self-serving. We know that, right? But vendor survey results, reports and whitepapers can also be sources of insight for HR professionals – as long as they understand that there’s an agenda behind the publication.
I read a SilkRoad report on some survey results last week that I thought was interesting. I don’t know anyone at SilkRoad but they sent me a link and I clicked on it. And found this: 2013 Employment Marketplace Survey Results: The Candidate’s Perspective. And I found that their results line up well with the work that Elaine Orler and Gerry Crispin’s Talent Board is doing with the Candidate Experience Awards* (CandEs).
The “Voice of the Candidate” is getting more and more powerful. And it’s clear from these results – and others – that organizations winning the talent game are listening to that voice. Those that aren’t listening are missing out on some great talent.
The report is a quick read but here are a couple of highlights:
Companies that invest in the commonly accepted components of “engagement” are more likely to catch the attention of job seekers. Period. The top five selected (this was a “check your top three” questions) characteristics are typically found in definitions of engagement. For good reason, as it turns out.
The report describes the results of this question as the “halo effect” of web-based recruiting technology. It’s not just about the efficiencies of using the web for recruiting – it’s also about the assumptions candidates make about the use of web-based recruiting technology. According to the results, the majority of survey participants indicated that they believe the use of web-based recruiting technology means that the employer is innovative and progressive.
There certainly are a number of HCM providers with web-based recruiting technology solutions – and more being introduced nearly every day. If an employer has the dual purpose of increasing talent acquisition efficiency as well as improving the candidate experience, then listening to the “Voice of the Candidate” is the right place to start.
*The CandEs will be announced at the HR Technology Conference, October 7-9, 2013 at the Mandalay Bay in Las Vegas.
Filed under CandE Awards, China Gorman, Data Point Tuesday, Elaine Orler, Gerry Crispin, HR Technology Conference, Recruiting, Recruiting Technology, SilkRoad
Tagged as CandE Awards, China Gorman, Data Point Tuesday, Elaine Orler, Gerry Crispin, HR Technology Conference, Recruiting, Recruiting Technology, SilkRoad