Talent Management Blog - Latest Comments

Re: Salesforce and Rypple: Not HCM, Not Even Close

Balakrishna Narasimhan — Sun, 16 Sep 2012 15:59:35 -0000

Great post. Insightful and fair. Will look forward to your take after the announcements at Dreamforce this week.

Re: SAP and SuccessFactors: What’s In It For the Customer?

Kyle Prevatt — Thu, 09 Aug 2012 16:17:26 -0000

I would love to see the follow-up article titled 'Oracle and Taleo: What's In It For the Customer?' and hear you thoughts on how this time it is different.

Re: Recap of Elliott Masie’s Learning 2011 Conference

Prathiba reddy — Sun, 22 Jul 2012 21:24:47 -0000

This must have been a really impressive conference. Thanks for sharing this informative post.

Re: The Great Talent Disconnect

Brad Driggers — Sat, 21 Jul 2012 19:08:35 -0000

Dear Mr. Wilkins,

As a job applicant I cannot tell you how frustrating it is to use your company. Every time I (and others) see your Taleo logo at the bottom of an application process, my heart sinks. I know that, in addition to the normal frustration of job hunting, I will have a clunky, non-intuitive interface to deal with that will inevitably require the input of the same information over and over again. I understand that job applicants are the raw material for your business and recruiting companies are the revenue source (and where your app is focused), but job applicants will one day be on the decision making end of the business and it would be nice to not be treated in a user hostile manner.

One suggestion would be to actually provide a "Contact Us" option that really takes you to a contact point rather than routing job applicants to just another sales screen.

Really frustrating and I apologize if you're not the person to do anything about this, but your company just doesn't provide any way at all for input from job applicants.

Please get help from job applicants on redesigning your interface.

Brad Driggers
brad.driggers@gmail.com
916-690-2424

Re: Social Onboarding

Ellie Erlich — Thu, 07 Jun 2012 15:05:27 -0000

After doing some research, I was surprised to find out that 90% of new hires decide within the first 6 months whether or not they are going to stay with their current employers. This statistic indicates how significant onboarding is to any company. The way a new employee gets acquainted to his or her work environment is crucial. For this reason, onboarding has stretched far beyond simply teaching a new hire how to handle their specific role within the company. This process of organizational socialization also includes getting new employees in touch with the company’s culture. What is the attitude one must adopt to succeed in this organization? Who can they go to for help??

If these types of questions are answered effectively, new hires will be more likely to remain employed at their new workplace. Furthermore, they will feel more comfortable to form interpersonal relationships and achieve collaboration within their team. Once a new employee is aligned with the company’s culture, they will quickly become a successful part of the organization. A job has become so much more than a pile of files and a calendar full of deadlines; a person’s occupation is a defining part of their lives. Therefore, choosing the right work environmental is a meaningful decision and successful onboarding is a key element in this process.

Re: External Hires Cost More and Perform Worse: The Case for Internal Mobility

Alex Watson — Mon, 23 Apr 2012 15:47:25 -0000

I've calmed down :) You provide a geat roadmap that organisations can learn from. I enjoyed your post, thanks.

Re: Talent Intelligence – Are You Investing in the Right Kinds of People Data?

Talent Analytics — Mon, 16 Apr 2012 14:42:24 -0000

Very good analysis. Couldn't agree more - it's so important to measure the RIGHT talent data.

Re: Developing Emerging Leaders at Magellan Health Services

Fabrice de Carné — Wed, 11 Apr 2012 16:38:16 -0000

Fantastic post and customer story about blended learning. Thanks for sharing this with us.

Re: A Social Recruiting Journey at Ministry Health Care

Thomas Stone — Wed, 11 Apr 2012 14:13:36 -0000

I'm glad you liked this post, and thanks for your insightful comment Stephen. I agree with your assessment and the items you've identified as key to success in this regard.

Re: A Social Recruiting Journey at Ministry Health Care

Stephen Turnock — Wed, 11 Apr 2012 10:38:33 -0000

Whilst a September post, this was a refreshing re-visit. Great example of smart thinking in social recruiting from Minstry Health Care and a shining example to all skeptics too! Important to note is the team effort where recruiters had responsible ownership and hence buy in which really made it work. Also backing from the top of course.

What is also great is the clear thinking behind the metrics and what to measure as so many recruiters cannot measure even traditional performance metrics or certainly not understand what is a key indicator. Putting these in early also help the skeptics in seeing benefit roi or even cost efficiencies as well of course, as actual performance in the networks. More difficult to measure is the longer term benefits to brand and the investment in actual time - a placement today may not be as a direct result of a post, tweet or seo or even current buzz, but as a result of relevance, transparency and trust over a passive period! Yes indeed we will have a way to go to measure such lag indicators not based on just activity - but is great to make a start.

As well as great use of Facebook, I noticed really interesting use of video and the ‘talking job’. Actually I started doing that many years ago with clunky equipment and giga bytes of videos on DVD.. but what are recruiters waiting for today with such easy access and means to post relevance to the followers and so easily?

Well one thing is for sure, without engagement, change and innovation recruiters inhouse or external, will not be attracting those great candidates.

@stephenturnock
Stephen Turnock MIRP CertRP

Re: External Hires Cost More and Perform Worse: The Case for Internal Mobility

Alex Watson — Thu, 05 Apr 2012 05:44:07 -0000

Organisations often source external talent and consultant, where they could develop internal capability, reduce costs and get a superior service in many cases. So why don't they do it?. I think there is a general lack of imagination within internal and external recruitment in general. People hire based on flawed criteria and their decisions can often be based on personal or political reasons, rather than organisational needs. Some people and are fearful of giving opportunities to bright internal candidates because they fear there own positions. Hiring externally allows an added element of control to the internal people that need resources, because they can more easily control a newbie. Just my opinion..and experience. Personally, I am sick to the back teeth of seeing people who look good on paper (often this paper has been diligently constructed to create the desired impression) then go into organisations complete a project or two, stay a year or so...just then move on to another more senior role in a new company, leaving poorly defined and executed projects in their wake. These are then tarted up for the next organisation. This is a personal bug bear of mine at the moment! Great article.

Re: Tea Leaves and Crystal Balls: Interpreting the Latest Jobs Data

spintreebob — Tue, 20 Mar 2012 08:53:05 -0000

Is there more than one interpretation of the numbers and of our society? The unemployment compensation system rewards unemployment. Some people pay into it; feel entitled to it; and feel like chumps if they don't take what is theirs. But other unemployed never register for it. They immediately look for, and find employment.

The unemployment situation reflects the larger society. More of society lacks the work ethic than previously. The work ethic is tied closely to supporting one's family. To be a MAN was to support one's family. But now the non-custodial parent does not even send money to his family. He sends it to the government and the government sends the child-support to his family. That relationship destroys the work ethic motivation.

The bullies in government keep putting their hand in my pocket and taking my money "for my own good". This further de-motivates one to work ...for the bullies.

Re: Talent Management and the Latest Television Commercials, Part 1

Christina Krenek — Fri, 10 Feb 2012 16:14:29 -0000

I love this article, I've never noticed the HR and talent management trends in commericals before now!

Re: Another Job’s Report, Another Mixed Bag

David Wilkins — Wed, 08 Feb 2012 19:35:46 -0000

Thanks Jim for the kind comments. I think you suggest a really interesting angle with this comment: "We either need to level the competitive global market of manufacturing and selling goods, or we need to create an entirely new business model of revenue generation for all the U.S. folks who somewhere between a high school graduate and a college alum." I didn't consider new business models or sectors, but I suppose I should have. It provides a third option that wasn't in my list.

The really scary part is that if anything, things are trending in the opposite direction. I'll be writing a post over the next couple of weeks about BLS projections regarding fastest growing jobs. The basic gist? There will be lots of jobs growth for those with just a high school degree, but nearly all of the fastest growing jobs in this segment are "dead end" sort of jobs like "Home Health Aide" or "Retail Clerk" or "Construction Laborers." Anyway, more to come on this. Thanks for the great comment. Would love to hear more of your thoughts on future posts.

Re: Another Job’s Report, Another Mixed Bag

Jim — Tue, 07 Feb 2012 13:12:40 -0000

This is a great perspective on a complicated topic. I sympathize with "Shark Tank Donny", because on the face of it, his business interests go beyond making money, opting to help employ fellow U.S. citizens at the expense (or lack thereof) of hiring cheaper foreign labor. Donny is doomed before he begins. If I were in the market to buy a run-of-the-mill ink pen and found 2 'almost identical' products for sale at the SAME price with one made in China and one made in the U.S., I'd buy the one made here in the USofA. But because of a multitude of laws, regulations, and CFOs who are looking for ways to maximize profits, the chances of two functionally identical products being offered at the same price point with one being made off shore and one being made in the U.S. is almost, if not entirely impossible. Do we have able-bodied people in the U.S. who could manufacture those said ink pens? Yes! Are they willing to take that job and get off the unemployed list? Yes again. But the days of competitive U.S. manufacturing are fading into the national sunset as surely as the sun falls into the western sky every day. We either need to level the competitive global market of manufacturing and selling goods, or we need to create an entirely new business model of revenue generation for all the U.S. folks who somewhere between a high school graduate and a college alum.

Re: Salesforce and Rypple: Not HCM, Not Even Close

dgarella — Thu, 29 Dec 2011 14:37:09 -0000

David,
I couldn't resist reaching out to applaud your comments. I have many thoughts to agree with here. The "social" word is being hijacked and added everywhere to the point where it is now so diluted/distorted that we have lost touch with what it actually means. As you say, "social" is in the DNA of HCM, not a descriptor for a new type. Rypple is no performance management system; like you, I fail to see how "cool" goal management supported by random badges is really going to move the needle with performance. Finally, I appreciated your observation about Rypple's customer list of "fun, tech start-ups in the valley". Yes, innovations often start here, but adoption in the real world may be slow. Thanks for the post.

Re: Unemployment News: The Two Details the News Media Missed

Ty Cobb — Thu, 15 Dec 2011 17:20:14 -0000

Many of the news media outlets are very biased particularly with current Administration's views. As usual they intentially neglect small details such as seasonal hires when reporting the national unemployment rate going down.Appreciate your reality check and calling out the BS,

Re: Unemployment News: The Two Details the News Media Missed

Anthony Kripas — Tue, 13 Dec 2011 08:12:53 -0000

The retailers we're speaking of are seasonal workers NOT full time. Also, because of ATS such as Taleo's, candidates' skill set screening is poor. Software MUST be more inner-active. Your software is making the process longer, more expensive, and terribly ineffective. Keep up the great work so others can look forward to a long unemployment period.

Re: Ten Great Learning Quotations to Celebrate Employee Learning Week

Alan Camerer — Thu, 08 Dec 2011 13:01:55 -0000

I am always ready to learn although I do not always like being taught. - Winston Churchill

Re: Recap of Elliott Masie’s Learning 2011 Conference

b.deepinder dhanoabhia — Tue, 06 Dec 2011 00:29:24 -0000

nice post, its very informative and knowledgeable post regarding Conference Management for me thanks for sharing all this...

Re: Unemployment and Jobs By the Numbers

News Boy 411 — Fri, 02 Dec 2011 09:16:22 -0000

Government employment continued to trend down. Household Survey Data Both the number of unemployed persons (13.9 million)

Re: Taleo Research Recommends (vol. 6)

kenya100 — Thu, 24 Nov 2011 14:17:37 -0000

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Re: Adobe’s Flash Announcement: A Tipping Point for Mobile Learning in 2012?

Thomas Stone — Fri, 18 Nov 2011 10:55:57 -0000

Hi Josh,

Good to hear from you! I remember meeting at an eLearning Guild event in the past -- I hope all is going well.

Thanks for your insights on ePUB3 and the work being done on that.

And I agree with you regarding not blaming "the industry for being gun shy on mobile development". I've been one of many out there at conferences, webinars, blogging etc. trying to educate, open minds, plant seeds, and encourage progress on mobile learning -- but I've always recognized the range of challenges, concerns, questions, etc. that organizations have. Sometimes I wish progress were *much* faster over the past few years, but in many cases I'm sympathetic with the challenges (including competing priorities and budget issues, that sometimes legitimately trump moving faster on innovation areas like mobile learning).

I like and agree with your list of other factors that could drive faster Mobile Learning in 2012... all good stuff, and I think several of them are closely related to and will be enabled or speeded up by the removal of the Flash uncertainty.

Thanks again for chiming in here!

Re: Adobe’s Flash Announcement: A Tipping Point for Mobile Learning in 2012?

Josh Cavalier — Fri, 18 Nov 2011 07:04:12 -0000

Thomas,

Excellent insight on this issue.

I have been involved with eLearning development since 1994 and I have never experienced such a disruption of content creation and consumption. There are more variables in play currently than just Flash and HTML5. One of those is ePUB3. The IDPF (International Digital Publishing Forum) has pushed through the standardization of this format in one year. Compared to the W3C (World Wide Web Consortium) and HTML5 - this is a blazing fast pace. ePUB3 is based on HTML5, CSS3 and JavaScript and will allow interactive publishing experiences on tablets. I'm starting to see a pattern here and I think Adobe connected the same dots. HTML5 will rule the day. The echo of Flash will remain with us for years to come, but all the money now is on HTML5.

I don't blame the industry for being gun shy on mobile development. Who in there right mind is going to take the risk on something that may not be viable moving forward? Case in point: I was teaching a jQuery Mobile class this week and the framework was updated twice in one week (R3 and finally 1.0). How can you decide on a technology when it changes that rapidly?

Other factors in play:
- Massive adoption of tablets in the next 24 months
- Tool vendors moving from desktop based development software to "apps", cloud services and subscription models
- New HTML5 development tools coming online in 2012
- Empowerment of content creation

At the end of the day - our job is to create a communication piece that will effective transfer knowledge. How do we do that? Well, heck - I don't know... the rules changed last week. One thing is clear: HTML5, CSS3 and JavaScript development is going to accelerate.

Josh Cavalier
Lodestone Digital

Re: What’s Really Going On With Unemployment

David Wilkins — Thu, 17 Nov 2011 18:55:51 -0000

Hi Laura,

I completely agree with your thesis. In fact, I'd also suggest that our lack of investment in education and retraining of our workforces is fueling the move to contingency. If an employee has to fend for herself in terms of re-skilling, training, and development and increasingly finds herself bouncing from project to project internally, it's not a big leap for her to start wondering about consulting, particularly with individual mandates on the way. Against this backdrop, I think businesses can realize competitive advantage by investing more in L&D and talent mobility strategies. I agree that it's a stretch, but hopefully one worth trying.

Dave