nowHIRE Demonstrates Commitment to Customer’s Privacy with Safe Harbor Certification…from nowHIRE

May 15, 2009

 

HRchitect includes nowHIRE in our list of top Talent Acquisition Systems vendors that businesses should consider.

nowHIRE announced the company’s Safe Harbor certification by the United States Department of Commerce. The Safe Harbor certification is especially important for nowHIRE’s international clients, as it ensures that information transferred between the European Union states and the United States is protected.

The U.S Department of Commerce and the EU have agreed on a set of data protection principles and frequently asked questions to enable U.S. companies to satisfy the requirement under EU law that adequate protection be given to personal information transferred from the EU to the United States.

We are committed to our customer’s privacy and will take whatever precautions necessary to protect their data, said Joseph N. Impastato, II, nowHIRE’s president. Our Safe Harbor certification underscores our continued commitment and offers our customer peace of mind about their data safety when doing business with us.

The European Commission’s Directive on Data Protection went into effect in October of 1998. The Commission is the EUs executive branch and the Directive prohibits the transfer of personal data to non-EU states that do not meet the European adequacy standard for privacy protection. While the U.S and the EU share the goal of enhancing privacy protection for their citizens, the U.S. takes a different approach to privacy from that taken by the EU.

In order to bridge these different privacy approaches and provide a streamlined means for U.S. organizations to comply with the Directive, the U.S. Department of Commerce in consultation with the European Commission developed a “safe harbor” framework. The safe harbor, approved by the EU in 2000, is an important way for U.S. companies to avoid experiencing interruptions in their business dealings with the EU or facing prosecution by European authorities under European privacy laws. Certifying to the safe harbor, as nowHIRE has done, assures that EU organizations know that nowHIRE provides privacy protection.

For more information on nowHIRE, please visit www.nowhire.com

 
Matt Lafata, HRchitect

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iCIMS Expands International Operations with Opening of London Office…from iCIMS

May 14, 2009

 

Software-as-a-Service Provider to Bring Best Mid-Market Option to the UK

HRchitect featured iCIMS in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems vendors that businesses should consider. iCIMS competed in the HRchitect Beauty Pageant on Talent Acquisition Systems in November 2008, and mid-market Talent Acquisition Systems in January 2009, where they were crowned the winner of each. Adam Feigenbaum and Susan Vitale from iCIMS also participated in the HRchitect WebMingle in December 2008.

iCIMS, the third largest provider of Software-as-a-Service (SaaS) talent acquisition solutions, announced today the company has enhanced its international presence with the opening of a new office in London, UK. The opening of the new European office broadens iCIMS’ global sales levels as well as brings to the UK the best talent management solution for the mid-market.

The opening of the new UK office expands iCIMS’ position as a dominant global provider; now with offices throughout North-America, Asia-Pacific and Europe. The new office, staffed with local sales executives, marks the beginning of an aggressive global sales push as well as the development of international channel and reseller partnerships. Additionally, the UK office will provide iCIMS with enhanced international resources and partnerships to more effectively support the needs of clients already taking advantage of the European market, as well as those clients looking to expand their international borders.

Over the last four years, iCIMS has emerged as a dominant global player, supporting over 700 clients worldwide on the iCIMS Talent Platform. Customers leverage iCIMS for all aspects of the workforce lifecycle, including applicant tracking, on-boarding , performance management, succession planning, surveys, and more. iCIMS’ scalable Talent Platform has gained industry recognition as a strong technology solution to power these initiatives; particularly for mid-market companies who foresee growth and expansion in their future. Because the single-source Talent Platform is configurable according to changing business needs, growing organizations are able to scale the platform without incurring customization or data storage fees. From a global standpoint, the iCIMS Talent Platform gives mid-market organizations the ability to establish and promote global recruitment campaigns with multi-lingual Career Centers for candidates, and a fully searchable and reportable back-end database for end-users. This allows iCIMS to deliver multiple workflows in different languages within the one core platform while enabling clients to have a localized focus on their talent initiatives.

“iCIMS has been the number one mid-market provider in the United States and now we have the opportunity to bring that expertise to the UK,” said iCIMS’ CEO and President Colin Day. “Because of our flexible technology and superior, around-the-clock Customer Support , coupled with the Talent Platform’s ability to manage different languages, workflows and talent initiatives through one easy-to-use system, iCIMS is able to deliver significant benefits to growing multi-national companies.”

iCIMS maintains strategic alliances with firms like Juniper Networks and Akamai, enabling users across the globe to access their data instantly over a network of 20,000 cache servers and facilitating the Talent Platform’s ability to run up to four times faster than competing web-based solutions. These alliances, along with iCIMS’ single-source delivery philosophy, help create the fastest and most reliable platform. In addition, iCIMS has been named the two-time winner of the HRchitect “Beauty Contest” for Talent Acquisition Solutions and Mid Market Applicant Tracking Solutions as well as was named the Customer Service Department of the year. With Customer Support available 24-hours a day, five days a week, and a 97 percent customer satisfaction rating, iCIMS provides international best practices and ongoing support to global companies like no other organization can.

For more information on iCIMS, please visit www.icims.com

 
Matt Lafata, HRchitect

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Peopleclick Announces the Latest Release of its Security and Administration Portal…from Peopleclick

May 13, 2009

 

Peopleclick Integration Manager Gives Clients More Flexibility

 

HRchitect includes Peopleclick in our list of top Talent Acquisition Systems vendors that businesses should consider.

Peopleclick, Inc., the leading global provider of talent acquisition and workforce compliance and diversity solutions, announced today the release of Peopleclick Security and Administration Portal 2.0, the latest version of the security platform for the Peopleclick Talent Acquisition Suite. The Security and Administration Portal is the platform’s centralized administration of user roles and permissions. With this release, Peopleclick clients will have access to the suite’s newest security configurations.

This new release will feature the following enhancements:

 

  • Peopleclick Integration Manager gives clients access to an Integration Dashboard, where their webMethods integrations can be monitored; it will also allow clients to run a specific integration on-demand and provides a quick, in-depth view of all webMethods imports and exports.
  • Multiple Organization Units functionality allows clients to segment their users into subsets based on geographical location, sub-business or division. This feature is also helpful for segmenting users for purposes of differing administrative data, visibility needs and branding configurations.
  • Dynamic Reporting Content can be displayed from within Peopleclick RMS ensuring critical reporting data is available at the fingertips of recruiters and hiring managers. This dashboard component demonstrates Peopleclick’s continued dedication to providing a true Talent Acquisition Suite.

“Tools such as Integration Manager will help clients gain transparency into all of their webMethods-based integrations and provide the means to optimize and streamline essential operational data for HR professionals,” said Ginny Gomez, Peopleclick’s SVP of Product Management and Marketing. “We continue to see a demand for the tools featured in our latest Security and Administration release, and these capabilities build upon our strategy to provide clients with the most advanced and centralized administrative applications available.”

For more information on Peopleclick, please visit www.peopleclick.com

 
Matt Lafata, HRchitect

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Cytiva Announces New Upgrade to SonicConnect…from Cytiva Software

May 13, 2009

 

SonicRecruit’s flexible toolset for HRIS interface gets new flexibility and capability

HRchitect includes SonicRecruit in our list of top Talent Acquisition Systems vendors that businesses should consider. Cytiva Software competed in the HRchitect Beauty Pageant on mid-market Talent Acquisition Systems in January 2009 and Ian Alexander, VP of Marketing with Cytiva Software also participated in the HRchitect WebMingle on April 10, 2009.

Cytiva Software, Inc. (CRX;TSX.V), a leading provider of on-demand talent acquisition software solutions, announced today the general availability of the newly upgraded SonicConnect HRIS interface toolset.

SonicConnect is a simple, application level toolset for mapping data in SonicRecruit to any HRIS, payroll or other employee record program. Built with a core feature set that includes mapping, scheduling, posting and monitoring employee exports triggered by hiring status changes, SonicConnect is the main vehicle by which SonicRecruit clients push newly hired employees into their master HR system or systems.

With this latest release, the SonicConnect toolset adds a number of enhancements that make it more powerful and flexible than ever. The new SonicConnect enhancements include:

 

  • Multiple export profiles for different systems like payroll, onboarding, AAP consultants, etc.
  • Support for auto re-exports of the same employee for seasonal workers
  • Support for stronger data encryption
  • Support for multiple delimiter schemes
  • Greater flexibility of export schedules
  • New preferences for auto assigning employee ID numbers
  • Increased ease of use

For clients who do not require the kind of customized 2-way interfaces that Cytiva routinely provides, SonicConnect is a cost effective way to ensure they can onboard new hires with ease.

“The SonicConnect toolset has evolved over many years of handling thousands of exports annually,” said Jason Moreau, CEO of Cytiva. “The latest version reflects the input of countless clients helping to make it more flexible and easy to use.”

As a true multi-tenant SaaS provider, Cytiva is able to make the newly enhanced SonicConnect toolset available immediately to all SonicRecruit clients.

For more information visit http://www.sonicrecruit.com.

 
Matt Lafata, HRchitect

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Agile•1 Launches AccelerationATS Onboarding Capabilities…from Agile 1

May 13, 2009

 

Automated Onboarding Decreases Talent Procurement Costs and Time-to-Hire

Leading workforce software and service solutions provider, Agile•1, announced today the release of ATS Onboarding with the latest version of its AccelerationATS talent procurement system.

AccelerationATS v.2.5.2 automates the onboarding of talent with configurable processes and new-hire portals that centralize onboarding tasks (i.e., documents, employment forms, etc.) for completion. AccelerationATS v.2.5.2 includes E-signature capabilities, integrates with standard HRIS, payroll and third-party services, and facilitates Rapid I9 services. Enhanced encryption and data security satisfy Safe Harbor certification requirements for international data privacy protections.

 

  • Configurable Onboarding Process: Allows customized onboarding based on job title, organization, location and regulatory requirements.
  • Customizable New-Hire Portal: Promotes corporate branding and socialization while directing new-hires and HR onboarding staff to tasks to be completed and reviewed before the new employee can start work.
  • Online Management of Employee Documentation: Employee forms are pre-populated using information captured during the candidate creation process, reducing time and errors. HR onboarding staff receive updates as items are completed.
  • Enterprise System Integration: Expedites background checks, mandatory drug and alcohol testing, payrolling and verification of the employee’s eligibility for employment in the U.S. through Rapid I9, a Web-based system overseen by U.S. Citizenship and Immigration Services.

AccelerationATS Onboarding expedites the start of new-hires while ensuring compliance with government regulations, company standards and job requirements. “In today’s business climate, it’s critical that businesses have the agility to properly onboard new talent and resources in time to meet emerging market opportunities,” said Ryan Baca, Vice President,  Agile•1. “Adding Onboarding to the Acceleration talent procurement suite exemplifies Agile•1’s commitment to delivering total workforce solutions for our customers.”

For more information on Agile 1, please visit www.agile1.com

Matt Lafata, HRchitect

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New White Paper from CyberShift Examines How to Match Labor Supply with Business Demands Through Workforce Scheduling Optimization…from CyberShift

May 13, 2009

 

CyberShift, a leading global provider of workforce management and expense management software and services, recently released a new white paper titled, “Driving Business Performance: How Workforce Scheduling Optimization Aligns the Workforce with Business Demands for Customer Satisfaction and Success.” The paper provides businesses and HR professionals with in-depth information about workforce scheduling optimization and the opportunities it presents. The complimentary white paper can be downloaded for a limited time from www.CyberShift.com/workforce_scheduling. 

“Employees represent the largest variable expense for most organizations – anywhere from 35 to 70 percent of costs. So, making sure the right people are available at the right time and at the right price can have a tremendous effect on customer service, sales and overall business profitability,” stated Morné Swart, vice president of Product Management, CyberShift, Inc. “By better aligning their workforce with business demands through optimized workforce scheduling, companies can achieve even greater success.”

Many businesses continue to use cumbersome manual processes to schedule and deploy their workforces, even across industries that rely heavily on workers’ schedules for success, such as manufacturers, call centers, transportation providers, healthcare and retailers. In CyberShift’s new white paper, the benefits of an automated workforce scheduling and optimization solution are outlined, including how it can accurately forecast and schedule workers to meet both customer service and cost objectives.

Swart added, “An important benefit of a workforce management solution with scheduling optimization is that it provides pertinent information to drive better decisions to meet business demands and deliver a competitive edge.”

Through the use of an optimized workforce scheduling solution, what was once a time-consuming process now takes managers just minutes to produce a schedule that meets peak period demands. In addition, an automated system provides real-time visibility into staffing levels and gives organizations the tools they need to effectively adjust schedules, control costs and adhere to regulations and safety standards, such as the Fair Labor Standards Act.

Using the CyberShift Advanced Scheduling and Optimization solutions, companies can match qualified employees to the needs of each job at the best cost. An intelligent scheduler allows managers to create master schedules that can be used as templates for other locations, departments or groups of employees. Employees, contractors, managers and scheduling administrators have the flexibility to replicate, improve on and automate the complex scheduling processes they follow day-to-day, including shift scheduling, compliance with national, local and company rules and regulations, supervisor and employee job position preferences, shift trading and bidding, absence scheduling, overtime forecasting and much more.

More information about CyberShift’s Advanced Scheduling and Optimization solutions is available at www.CyberShift.com/products_scheduling.asp. The white paper, “Driving Business Performance: How Workforce Scheduling Optimization Aligns the Workforce with Business Demands for Customer Satisfaction and Success,” is complimentary and available for a limited time by visiting www.CyberShift.com/workforce_scheduling.

 
Matt Lafata, HRchitect

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TalentDrive and Visibility Software Announce Recruitment Technology Partnership…from TalentDrive

May 12, 2009

 

Brings Comprehensive Recruitment Process Solution to Recruiters

Sean Bisceglia, TalentDrive’s CEO, participated in the HRchitect WebMingle on April 24, 2009.

TalentDrive, the creator of the SaaS recruitment technology, TalentFilter, announced today a partnership with Visibility Software, creator of the web-based recruitment process streamlining tool, Cyber Recruiter. This partnership brings users a seamlessly integrated, comprehensive recruitment process solution that offers advanced resume sourcing and matching.

This alliance allows Talentfilter to directly integrate with Visibility Software’s web-based recruitment tool, bringing an advanced searching and matching capability to Cyber Recruiter users. Now, users are able to enter job descriptions for open positions into one location, allowing the technology to automatically search over 11,000 online job board locations, social media sites, and niche resume locations. Combined with Cyber Recruiter’s streamlined recruiting process approach, users are able to complete all the steps in the hiring process with one technology, allowing recruiters to fill open positions faster and more efficiently. With a complete talent process solution, recruiters are able to filter through the glut of resumes online, reducing time spent sourcing resumes.

Cyber Recruiter’s users will feel the benefit of improved efficiency through a full service recruitment solution now that these two proven recruitment tools are joining forces. This powerful technology integration provides recruiters an answer to all of their recruitment needs.

“TalentDrive is excited about Visibility Software’s experience and proven track record in selling and supporting a multi-vendor environment. Visibility has a strong lineage of working in concert with partners and allows for a seamless integration with our product TalentFilter, a compelling value proposition for us. We are aligned with Visibility Software, both offering cost-effective, high-quality recruitment technologies and are excited by the opportunity this combined product offering presents,” Sean Bisceglia, CEO TalentDrive.

“The opportunity to add the advanced searching capabilities of TalentFilter to our recruitment technology allows Visibility Software to continue offering our users the most innovative, all inclusive technology on the market. Cyber Recruiter seeks to provide a product that streamlines the recruitment process for our clients so the addition of a strong sourcing tool is a logical move for us to make, and one we are excited to be a part of,” Michael Warden, CIO Visibility Software.

For more information on TalentDrive, please visit www.talentdrive.com

 
Matt Lafata, HRchitect

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Kenexa Announces Financial Results for First Quarter 2009…from Kenexa

May 12, 2009

 

HRchitect featured Kenexa in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems vendors that businesses should consider. Ron Hanscome, VP of Product Strategy with Kenexa will participate on the HRchitect WebMingle on June 26, 2009.

Kenexa (Nasdaq: KNXA), a global provider of talent acquisition and retention solutions, today announced operating results for the first quarter ended March 31, 2009.

For the first quarter of 2009, Kenexa reported total revenue of $38.8 million for the first quarter of 2009, compared to $48.2 million reported for the first quarter of 2008. Subscription revenue was $33.3 million for the first quarter of 2009, compared to $39.2 million for the first quarter of 2008, while professional services and other revenue was $5.6 million for the first quarter of 2009, compared to $9.1 million for the first quarter of 2008.

Rudy Karsan, Chief Executive Officer of Kenexa, stated, “While the business environment is challenging and we expect it to remain so for the remainder of the year, there are a number of positive developments related to Kenexa and the talent management market. During the first quarter, sales and renewals of Kenexa’s talent acquisition solutions remained solid, which was a primary contributor to the solid growth of our deferred revenue. This performance, combined with the company’s continued focus on operational efficiency, enabled Kenexa to generate a record level of cash flows from operations for a first fiscal quarter, expanding its already large cash balance.”

Karsan added, “We are encouraged to see a growing number of customers evaluating talent management vendors based on their ability to provide a comprehensive, integrated suite of solutions. We believe Kenexa is uniquely positioned to meet this demand based on our differentiated business model, industry leading product breadth and depth and continued global expansion, including our recently announced entry into China. We believe these factors enable Kenexa to deliver an unmatched value proposition to HR organizations, and they are among the reasons we remain highly confident in Kenexa’s long-term market position.”

Non-GAAP income from operations, which excludes share-based compensation expense, amortization of intangibles associated with previous acquisitions, a non-cash goodwill impairment charge, severance expenses and professional fees related to our Chinese expansion, was $3.9 million for the three months ended March 31, 2009, compared to $9.1 million for the three months ended March 31, 2008 and represented a 10% non-GAAP operating margin. Non-GAAP net income was $3.2 million, or $0.14 per basic and diluted share, for the quarter ended March 31, 2009, compared to $7.3 million, or $0.31 per basic and diluted share in the first quarter of 2008.

As a result of a substantial decrease in the Company’s stock price, reflecting the very difficult market conditions of recent months and the impact on its operations, the Company evaluated its goodwill for potential impairment as of March 31, 2009 in accordance with accounting requirements. Based on the results of this evaluation, the Company reported a non-cash goodwill impairment charge of $33.3 million, on a pretax tax basis. While the impairment charge reduced reported operating results under generally accepted accounting principles (GAAP), it is non-cash in nature and does not affect Kenexa’s liquidity or cash flow from operations.

Kenexa’s loss from operations for the three months ended March 31, 2009, determined in accordance with GAAP, was $33.6 million, compared with income from operations of $6.5 million for the same period of 2008. GAAP net loss was $34.3 million, or $(1.52) per basic and diluted share, compared to net income of $4.8 million and $0.20 per basic and diluted share in the same period of 2008. The results above include the non-cash goodwill impairment charge.

A reconciliation of GAAP to non-GAAP results has been provided in the financial statement tables included at the end of this press release. An explanation of these measures is also included below under the heading “Non-GAAP Financial Measures.”

Kenexa had cash and cash equivalents and short and long-term investments of $46.7 million at March 31, 2009, an increase from $42.8 million at the end of the prior quarter. The Company generated positive cash from operations of $8.9 million and deferred revenue was $41.4 million at March 31, 2009, an increase of $2.8 million compared to $38.6 million at the end of the fourth quarter 2008.

Business Outlook

Based on information as of today, May 11, 2009, the Company is issuing guidance for the second quarter 2009 as follows:

Second Quarter 2009: The Company expects revenue to be $36 million to $39 million, non-GAAP operating income to be $3.6 million to $4.6 million. Assuming a 23% effective tax rate for reporting purposes and 22.7 million shares outstanding, Kenexa expects its non-GAAP net income per diluted share to be $0.13 to $0.16.

For more information on Kenexa, please visit www.kenexa.com

 
Matt Lafata, HRchitect

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Saba Expands Relationship with IBM Around People Management…from Saba

May 12, 2009

 

HRchitect featured Saba in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. A.G. Lambert, VP of Marketing with Saba also will participate in the HRchitect WebMingle in August 2009.

Saba Software, Inc. (NASDAQ: SABA) and IBM today announced that they are working together to help businesses harness and develop talent.

The companies are combining expertise to offer organizations a threefold approach to people management. This includes human capital management services and consulting from IBM and advanced enterprise learning solutions from Saba. In addition, IBM will offer a new Learning Accelerator for WebSphere Portal that is based on Saba Learning.

The combination of IBM and Saba can help businesses save time and money by reusing the same IT infrastructure for learning that is used for their corporate intranet and extranet. In addition, enterprises can capitalize on the many opportunities for informal and formal learning created by the “always on,” collaborative and social networking-focused culture of today’s businesses. By combining learning opportunities with portal-based collaboration, employees, customers and partners can participate in broader informal learning channels, making them more effective and productive.

“Effective human capital management strategies and tools are critical to improving the employee skill base and facilitating team collaboration, which ultimately helps an organization align workforce and business strategy to create high-performance people, while managing administrative costs,” said Tim Ringo, global leader,  IBM Human Capital Management practice.

“IBM’s approach of combining our industry-leading portal software and Human Capital Management consulting services with Saba’s world-class learning software is a winning combination for our customers,” added Larry Bowden, vice president of portals and mashups, IBM Lotus.

“Saba looks forward to expanding our relationship with IBM to offer our proven learning management solutions and expertise to the Lotus community,” said Bobby Yazdani, chairman and CEO for Saba. “With Saba, Lotus customers will have a robust platform to improve key business processes, increase revenues, and reduce costs.”

As part of Saba’s unified people management platform, Saba Learning is a comprehensive management system for formal and informal learning that enables organizations to identify, manage, develop, and measure the capabilities and knowledge of people throughout an enterprise, as well as empower them to connect and contribute their expertise. Saba Learning provides organizations with leading capabilities for catalog and curriculum management; compliance, continuing education, and competency management; for-profit training; content development and management; virtual learning; informal learning; and collaboration.

IBM Global Business Services’ worldwide human capital management practice provides advisory and implementation services to enable enterprise performance through improved workforce effectiveness. The IBM Workforce & Talent Solutions (WTS) offering integrates services from Human Capital Management practice with a wide range of tools, technologies, and IBM Research projects, including Saba’s learning and people management applications. WTS is the first holistic offering in the talent management marketplace that addresses the science of people management throughout the entire employee lifecycle.

Since Saba and IBM support open standards, Saba’s learning capabilities can be surfaced in context within WebSphere Portal. This combination can also be expanded to other IBM collaboration tools allowing people to easily locate experts, share information and participate in broader communities of interest.

When Saba’s learning capabilities are coupled with WebSphere Portal, businesses can empower employees to work smarter. The personalization capabilities of a portal can display customized views of the applications and information a person needs based on their job role. Surfacing formal learning opportunities within this context can help employees relate what they are learning to the task at hand. In addition, portals help make learning easier by putting content in a context where it is most meaningful to end users.

Customers with active maintenance agreements for IBM Lotus Learning Management System or IBM Workplace Collaborative Learning will be entitled to Saba Learning licenses at no charge. Participating clients will be required to purchase support for Saba Learning from Saba.

Customers with active maintenance agreements for IBM Lotus Learning Management System or IBM Workplace Collaborative Learning will be entitled to Saba Learning licenses at no charge provided they purchase support for Saba Learning from Saba.

For more information on IBM WebSphere Portal: www.ibm.com/software/lotus/portal/value
For more information on IBM Human Capital Management Services:
www.ibm.com/gbs/humancapital 

For more information on Saba, please visit www.saba.com

 
Matt Lafata, HRchitect

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Spherion Recruitment Process Outsourcing Division Launches RPO One…from Spherion

May 12, 2009

 

New product transforms talent acquisition process through scalable, cost-saving hiring solution

The Recruitment Process Outsourcing (RPO) division of Spherion Corporation (NYSE: SFN) today announced it has launched RPO One(SM), an industry-leading, standardized RPO product that will allow companies to recruit top talent quickly via a highly scalable, cost-effective hiring solution. In today’s uncertain business environment, companies are looking for a talent acquisition model that meets the immediate demands of their business, while adjusting to the ebbs and flows of the economy. RPO One is designed to streamline the entire recruitment process, offering clients a timely, steady and fluid supply of talent to meet their evolving business needs.

RPO One is an all-encompassing solution that incorporates the most critical elements of the candidate hiring process, including: an innovative and highly advanced Applicant Tracking System (ATS); a comprehensive reporting package; and standardized workflow and service level agreements. Additionally, its fast-track implementation process of only six weeks, enables companies to realize the bottom-line benefits of RPO at record speed.

Spherion’s RPO One product enables companies to manage potential hires with a best-of-breed applicant tracking system. By instituting this technology, companies will experience immediate recruitment benefits from their RPO engagement. Depending on the organization’s needs, Spherion can also manage the ATS investment that the client has previously incorporated in their talent acquisition process. The built-in ATS provides a sharpened focus on recruiting and allows the organization to identify the best candidates in an accelerated timeframe.

“In today’s challenging hiring market, many organizations are engaging in RPO to take their recruitment process to the next level,” said Rebecca Callahan, senior vice president of Spherion’s Recruitment Process Outsourcing division. “RPO One will innovate and organize a company’s talent acquisition strategy while significantly lowering costs. Additionally, HR organizations will see a marked improvement in the quality of candidates and a notable reduction in the time it takes to fill positions.”

With RPO One, the entire recruitment engine – from sourcing and screening to hiring and on-boarding – has been standardized in order to provide more consistency in the hiring process. This will enable companies to see accelerated results during an RPO engagement and direct benefits to their bottom-line.

Spherion RPO provides end-to-end delivery of RPO services, as well as management of select areas of the recruiting process, for companies’ unique hiring needs. Leveraging a dedicated team of seasoned recruiters, Spherion RPO helps clients find the best candidates across a comprehensive range of positions. Working with a company’s talent management leadership, Spherion RPO helps clients optimize their talent acquisition process through a scalable recruiting solution that results in higher quality talent, improved time-to-fill, enhanced sourcing capabilities and significantly reduced hiring costs.

To learn more about Spherion’s RPO services, visit: www.spherionrpo.com.

 
Matt Lafata, HRchitect

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New Learn.com Product Benefits HR and Training Professionals…from Learn.com

May 12, 2009

 

HRchitect includes Learn.com in our list of top Learning Management Systems vendors that businesses should consider.

Learn.com, a provider of on-demand workforce development and productivity, announced that on May 3, the company deployed the latest release of its LearnCenter platform. This marks the largest software-as-a-service (SaaS) deployment in the history of the industry, as Learn.com has more users running the most recent release of its learning and talent management system than any other provider.

“Our clients benefit from having the largest pool of like users in the industry,” said Jim Riley, president and CEO at Learn.com. “Not only do our clients benefit from peer-to-peer networking for benchmarking and best practices, but they also enable our partnership to become stronger by providing real-world usability feedback that benefits the community as a whole.

“With the largest user population in the industry, we are always at the forefront of trend setting technology with innovations including SkillScore, MyProfile and the soon-to-be-launched Personal Edition business to consumer product, which is also deployed on the most recent LearnCenter platform.”

“Learn.com offers a highly customized, portal-based LMS that is easy to administer, easy to use and highly flexible for enterprise and midmarket companies,” said Josh Bersin, president and CEO of Bersin & Associates. “Its product offers many collaborative features, including workflow management, webcasting, content storage and management, and proprietary tools for content development. Enterprise and midmarket companies, workgroups and divisions that need an ‘instant on’ LMS with many advanced features should consider Learn.com as one of their top options.”

For more info: http://www.learn.com

 
Matt Lafata, HRchitect

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ADP Teams With Cornerstone OnDemand to Optimize Employer Talent Management Solutions Worldwide…from ADP

May 11, 2009

 

Offerings Enable Employers to Most Effectively Manage and Develop Their Workforce

HRchitect featured Cornerstone OnDemand in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. Cornerstone OnDemand competed in the HRchitect Beauty Pageant on Talent Management Systems in November 2008, where they were crowned the winner. Charles Coy from Cornerstone OnDemand also participated in the HRchitect WebMingle in January 2009.

ADP Employer Services, a leading provider of HR, payroll and benefits administration services, today announced the launch of a comprehensive suite of talent management solutions to the marketplace through its relationship with leading talent management software provider Cornerstone OnDemand. This marks the expansion of ADP’s global talent management solutions by offering best-in-class performance, succession management, learning, compensation and enterprise social networking, along with powerful reporting and analytics.

“The market is demanding a robust, global talent management solution set that complements and enhances employers’ current HR and payroll solutions,” said Regina Lee, President, ADP National Account Services and Employer Services International. “Our clients’ most valuable asset is their human capital. This relationship with Cornerstone OnDemand helps us significantly improve the HR experience and workforce programs for our clients and their employees.”

Cornerstone OnDemand’s Software-as-a-Service (SaaS)-based platform offers a scalable, cost-effective and easy-to-use talent management solution for enabling high-impact success around employee collaboration, development and performance. Employers operating around the world can take advantage of this comprehensive talent management solution immediately.

“We are elated to partner with ADP to expand the global delivery of our talent management software suite,” said Adam Miller, President and CEO, Cornerstone OnDemand. “Coupling the industry’s best talent management solutions with the industry leader in the space is a game-changer for the marketplace. Cornerstone’s unique approach, which integrates learning, performance and social networking solutions, will help ADP’s clients maximize business impact by providing those organizations with the tools they need to empower their people and foster a high-performing, engaged and productive workforce.”

Benefits of the new talent management solution include:

 

  • Performance management: enables employers to align individual goals with departmental objectives and organizational strategy to ensure that workforce activity is translated into positive business results.
  • Succession planning: handles workforce and employee succession management through automated career profiling, team building, internal recruiting and comprehensive succession planning capabilities, as well as identifying promising talent and critical roles within organizations to ensure that the right people are promoted to the right positions.
  • Learning management: allows businesses to strategically and cost-effectively create, manage, and deliver personalized training that brings together targeted, fully blended learning programs for all members of the organization.
  • Compensation management: provides the tools to allow organizations to reward the behaviors and outcomes they desire most.
  • Social networking: enables more effective on-boarding, workplace collaboration, improves employee performance, and drives innovation from customer and partner communities by fostering social (informal) learning, organizational memory, professional networking, and better communication across the organization’s employee base and the extended enterprise.

For more information, please contact ADP at 1-800-CALLADP.

For more information on Cornerstone OnDemand, please visit www.cornerstoneondemand.com

 
Matt Lafata, HRchitect

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Demand for Kronos Workforce Management Solutions Remains Strong…from Kronos

May 11, 2009

 

Kronos announces second-quarter Fiscal 2009 momentum

HRchitect includes Kronos in our list of top Talent Acquisition Systems vendors that businesses should consider.

Kronos Incorporated today announced financial results, company advancements, and customer successes for the second quarter of Fiscal 2009. Kronos revenue for the quarter was $159.7 million. Earnings before interest, tax, and amortization (EBITA) were $31.8 million.1

“Demand for our workforce management solutions remains strong in spite of the bleak economy. The critical business issues that we address — control labor costs, minimize compliance risk, and improve workforce productivity — intensify during times like these,” said Aron Ain, Kronos chief executive officer. “Because we solve real problems and deliver real results, we’re poised for success during the current economic turbulence and will emerge stronger than ever when the economy turns around.”

News Facts

Kronos delivered three major products during the quarter.

 

  • The latest version of Workforce Central is in high demand for its ease-of-use enhancements and deep functionality. Major advancements include enhanced ERP integration; lower total cost of ownership; complete automation of various workforce management business processes; and additional global capabilities.
  • The Workforce Acquisition hiring solution now includes advanced selection science for long-term care organizations, as well as support for field/hourly hiring in the UK.
  • Marking a major release of its time and attendance solution for small- and mid-sized businesses in Europe, Kronos delivered the latest version of Kronos Efficient.

Demand for high-quality information and complete automation of workforce management processes is driving interest in Kronos time and attendance, scheduling, absence management, HR and payroll, hiring, and analytics applications.

 

  • County of Guilford, the third-largest county in North Carolina, chose to automate time and attendance, scheduling, and absence management for 2,700 employees in all departments. The automation of time and attendance functions will be integrated with the overall effort to implement a new payroll system for the county.
  • Finning International Inc, the world’s largest Caterpillar equipment dealer, headquartered in Vancouver, British Columbia, Canada, selected Kronos for time and attendance as part of a global deployment of its new ERP solution.
  • Mt. Rogers, a national recreation area with 800 employees, purchased HR and payroll applications in an effort to trim five percent of administrative costs.
  • Wellstar Health System, a five-hospital system in Georgia, selected time and attendance, scheduling, absence management, and analytics for 11,000 employees.
  • Yale University purchased a 16,000-employee license for time and attendance, absence management, and analytics for use across 150 departments.

More organizations are choosing Kronos to extend the value of their existing ERP application.

 

  • City of Denver, Colo., purchased time and attendance, scheduling, labor activities and absence management applications for use by 13,000 employees in 50 government agencies. The city selected Kronos to replace a previously purchased time and labor system from a leading ERP vendor, citing issues with time-to-value.
  • New Mexico Department of Health Facilities Management chose to automate its time and attendance processes with Kronos to reduce payroll inflation and consistently enforce compliance requirements. The granular view of time and attendance data provided by the Kronos solution will help the Department of Health reduce compliance risk and minimize unnecessary overtime. The Kronos application will work in conjunction with the State of New Mexico investment in PeopleSoft.
  • One of the largest non-profit public health systems in the U.S. chose to remove the time and labor application from PeopleSoft/Oracle in exchange for Kronos, citing a desire for more complete automation of the time and attendance function without costly customization.

Global demand remains strong despite weak economy.

 

  • The UK had a very strong quarter with a large number of new customer contracts. Customer wins included: Accor, a European hospitality company and Alstom, a global leader in the world of power generation.
  • Customer wins in Australia included DFS, a leading luxury retailer catering to the travelling public; Linfox, a supply chain solutions provider; and Southern Health, a large metropolitan health service.
  • Customer wins in China included automotive supplier ArvinMeritor, an existing Kronos customer across multiple regions. In addition, Kronos entered the China healthcare market by securing a contract with United Family Hospitals and Clinics (UFH), one of the top healthcare service providers in China.
  • In India, business is increasingly coming from organizations that have realized deficiencies in how their ERP system handles local, country-specific workforce management business processes. Customer wins included GMR Group, India’s leading infrastructure developer; Firstsource, a global business process outsourcer; and Viraj Profiles Limited, one of the world’s largest producers of stainless steel products.

For more information on Kronos, please visit www.kronos.com

 
Matt Lafata, HRchitect

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SumTotal Receives Acquisition Proposal from Vista Equity Partners for $4.50 Per Share in Cash…from SumTotal Systems

May 11, 2009

 

HRchitect featured SumTotal Systems in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. SumTotal Systems competed in the HRchitect Beauty Pageant on Employee Performance Management Systems in February 2009, where they were crowned the winner. Kimberly Kasper, VP of Marketing, and Jon Ciampi, VP of Product Management for SumTotal Systems participated in the HRchitect WebMingle on May 1, 2009.

The Board of Directors of SumTotal Systems, Inc. (NASDAQ: SUMT), the market leader and a global provider of talent development solutions, last week confirmed that it has received a proposal from Vista Equity Partners (“Vista Equity”) to acquire all of the outstanding shares of SumTotal common stock for $4.50 per share in cash, subject to the conditions set forth in Vista Equity’s proposal.

As previously announced on April 24, 2009, SumTotal entered into a definitive merger agreement with affiliates of Accel-KKR (“the Accel-KKR Agreement” or “the Agreement”), under which affiliates of Accel-KKR will acquire all of the outstanding shares of SumTotal common stock for $3.80 per share in cash. The Accel-KKR Agreement contains a provision under which SumTotal may solicit alternative proposals from third parties during the 31 calendar days following announcement of the Agreement.

Consistent with its fiduciary duties and in consultation with its financial and legal advisors, SumTotal’s Board will review Vista Equity’s proposal and inform SumTotal’s stockholders of its position. The Board advises stockholders not to take any action at this time with respect to the Vista Equity proposal and to await the Board’s recommendation.

For more information on SumTotal Systems, please visit www.sumtotalsystems.com

 
Matt Lafata, HRchitect

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Upgrades to SmartSearch Talent Acquisition and Recruiting Automation Software…from SmartSearch

May 9, 2009

 

Industry-leading applicant tracking system enhances ability to source passive candidates on popular business and social networking sites including LinkedIn, Facebook and Twitter

HRchitect includes SmartSearch in our list of top Talent Acquisition Systems vendors that businesses should consider. SmartSearch competed in the HRchitect Beauty Pageant on mid-market Talent Acquisition Systems in January 2009. Doug Coull, President & CEO, and LJ Morris, CTO of SmartSearch also participated in the HRchitect WebMingle on March 6, 2009.

SmartSearch, the flagship solution from Advanced Personnel Systems, Inc. (APS), a top-rated talent acquisition management and recruiting business solution, further enhanced capabilities for its users to leverage Web 2.0 sites for sourcing passive candidates and business networking contacts. Second quarter updates to SmartSearch Version 13 and the ability for recruiters to export job postings to Facebook and MySpace, as well as for candidates to share a job through links to their personal pages. Plus, recruiters will have the ability to send job info as a twitter post. Users with a Twitter account can post job listings up to 140 characters (the Twitter maximum) and automatically load the job title and company URL for the posting. SmartSearch Version 13 already offers advanced Web 2.0 sourcing functionality such as the ability to store URL profile addresses for business contacts and prospective candidates from an unlimited number of online communities, and fast, easy access to corresponding records in the SmartSearch database. In addition, the system can be configured so that when users open a candidate or contact record already in SmartSearch, an automatic search is triggered to search the LinkedIn community to see if a matching record can be found, and then automatically update the corresponding SmartSearch record by adding the LinkedIn profile URL. Users can also manually initiate a search based on name, location, or company with a single click; a similar quick look up feature to find candidates on Twitter is in the works.

“SmartSearch has always provided a full suite of relationship management tools to support Web 2.0 sourcing with advanced XML feeds,” said Doug Coull, CEO of APS, “With the release of our Version 13 in January of 2009, we added functionality to further streamline the process and save time with one-click access to personal profiles posted on business and social networking communities such as LinkedIn.” The SmartSearch system offers proven talent management software that centralizes sourcing, recruiting, applicant tracking, and hiring activities in an online database where all the pieces come together. The built-in Web 2.0 sourcing tools and the second quarter updates to Version 13 are available to all SmartSearch users at no additional cost. These new functions are fully integrated to the base system and can be enabled by users with easy admin configuration tools.

For more information on SmartSearch, please visit www.smartsearchonline.com

 
Matt Lafata, HRchitect

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