PeopleClues Expands Leadership Team, Names Bryan Wempen Chief Strategy Officer…from PeopleClues

April 4, 2012

 

Social Media and HR Expert, Cathleen Carlos Joins Wempen at New Tulsa, Okla. Office

 

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 15 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

PeopleClues, an industry leader in workplace assessments, today announced that Bryan Wempen has been named the company’s chief strategy officer.  In this role, Wempen will focus on PeopleClues’ global expansion, solution development and channel strategy.  As PeopleClues continues its strategic growth, social media expert and former HR practitioner, Cathleen Carlos, also joins the company as its new client relations manager.

As chief strategy officer, Wempen will work with the company’s integrated partners, resellers and direct clients to develop future offerings, expand PeopleClues’ market presence, and help clients worldwide improve their candidate experience with validated and user-friendly workplace assessments. Wempen formerly served as executive vice president of Strategic Alliances at PeopleClues. Prior to joining the company in 2008, he was a founding partner of both Reliant Live and MacKay Edge Assessment Group/Talent Strategy, a company which served more than 500 clients globally. Earlier in his career, Wempen spent several years in staffing as founder and president of Corporate Staffing Technology and as regional VP and officer for Labor Ready, Inc.

Bringing extensive industry expertise and thought leadership to his role, Wempen was recently named to HRExaminer’s Top 25 Pulse of HR Influencers.  He also co-hosts HR’s #1 internet radio show, DriveThruHR; presents regularly at HR and social media focused events; and can be followed on Twitter @BryanWempen.

“Bryan has been essential to PeopleClues’ strategic growth, and to developing our valued partnerships over the past few years,” commented Julie Moreland, president of PeopleClues. “As PeopleClues continues to broaden its footprint in the U.S. and globally, Bryan also will play an important role in developing and delivering the workplace assessments that help companies identify and grow strategic workforces.”

As PeopleClues’ client relations manager, Carlos will build relationships with PeopleClues’ resellers and their customers to help them become more successful in their recruiting efforts.  Drawing from an extensive social media background, she will also be responsible for promoting and developing PeopleClues’ brand and online presence. Previously, Carlos served as a Human Resource assistant for Community Care College where she participated in the screening, interviewing, onboarding and training of new hires, and managed the organization’s employment brand on social media channels. As a screening specialist at Global HR Research, she performed background checks, reference verifications, and other talent screening for employers.

Carlos blogs at GetHiredbyCat.com, which covers a range of HR, candidate experience and job search topics; writes for Salary.com; co-manages the Oklahoma HR State Council Conference blog; and tweets as @GetHiredbyCat.

“With Cathleen’s creativity, social media experience and HR practitioner background, she is a valuable addition to the PeopleClues team,” said Wempen. “Critical to the success of our organization is a deep understanding of the expectations and challenges HR professionals face. As more companies seek to use innovative and validated behavioral assessment solutions, Cathleen can draw from her field experience to help our reseller’s customers improve talent screening and development processes and results.”

Both Wempen and Carlos are based at the company’s new Tulsa, Okla. office.

To learn more about PeopleClues, please visit www.peopleclues.com

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 
Matt Lafata, HRchitect


PeopleClues Announces #PeopleChat, Weekly Twitter Chat to Explore HR Lifecycle Topics…from PeopleClues

April 2, 2012

 

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 15 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

PeopleClues, an industry leader in workplace assessments, today announced that it will host a weekly Twitter chat under the hashtag #PeopleChat. The #PeopleChat discussion will take place on Tuesdays at 12:30 p.m. CT. and explore a variety of topics centered on the lifecycle of HR including recruiting, interviewing, assessments, hiring, onboarding, training, development, termination, and more.

The inaugural chat, “Culture, How to Stop Thinking About It,” will take place on Tuesday, April 3, 2012 and explore best practices for creating and fostering an effective corporate culture. Follow and participate in the chat by watching PeopleClues (@PeopleClues) and the #PeopleChat hashtag on Twitter.

Bryan Wempen, PeopleClues chief strategy officer, commented, “By leading the #PeopleChat weekly Twitter chat, PeopleClues hopes to showcase our bench strength of HR expertise while developing relationships with industry leaders and gaining a better understanding of HR practitioners’ challenges and experiences.”

All are encouraged to participate in the weekly discussion, which will propose a new topic every session and feature guest industry leaders who will share their expertise and insights.  The Tuesday time slot immediately follows the DriveThruHR radio show, where Wempen is a co-host. Each Twitter chat session will be recapped and shared on the PeopleClues blog, PeopleViews.

Other PeopleClues handles to follow include PeopleClues U.K. (@PeopleCluesUK); PeopleClues president, Julie Moreland (@PeopleCluesCEO); Bryan Wempen (@BryanWempen); and PeopleClues client relationship manager, Cathleen Carlos (@GetHiredbyCat).

For more information on PeopleClues, please visit www.peopleclues.com

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 
Matt Lafata, HRchitect


Assess Systems Announces Record Results for 2011…from Assess Systems

February 29, 2012

 

Assess Systems continued its growth in the assessment and leadership development segments of the HR industry with its announcement that the company exceeded all business goals set for 2011

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 15 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

Assess Systems continued its unprecedented growth in the assessment and leadership development segments of the Human Capital Management market and announced today that the company exceeded all business goals set for 2011.

Assess reported $5 million in new direct business and a growth in revenue of 27 percent over 2010. The company also renewed 100 percent of clients who were up for renewal. Direct client growth accounted for 80 percent of their business, and the company’s indirect channel partners have also been gaining traction by providing their customers with improved assessment solutions.

Assess added a number of marquee clients, including A|X Armani Exchange, CarMax, Red Robin International, Inc., 7-Eleven, La Quinta Inns & Suites, and OSI Restaurant Partners.

Assess Systems conducted over three million assessments in 2011, reflecting business growth due in part to their focus in the service-related industries such as restaurant, retail, hospitality and call centers. As part of its business strategy, Assess focused on industries whose talent makes a bigger impact on brand and business outcomes. Retailers, restaurants and hotels are representative of the types of businesses that rely on the quality of their talent. Because these segments typically experience high turnover, finding and retaining talent is acute. Assess Systems demonstrated the impact of talent on business outcomes by conducting fifty studies demonstrating the relationship between talent assessment results and performance outcomes.

“Companies are focused on optimizing the money spent on talent acquisition and on how to improve organizational effectiveness with their current employees, which translates to leadership development,” said Stephen Sasser, president and chief executive officer of Assess Systems. “We are able to have strategic conversations with our clients about enhancing and connecting their talent selection and leadership development initiatives to drive improved organization performance.”

Sasser attributes the company’s ongoing success to three main factors. First, Assess continues to execute well on client opportunities. Second, the company continues to invest in expanding the breadth of its selection and development solutions; and third, the company continues to extend its reach through relationships with global partners in the human capital software and consulting arenas.

For more information on Assess Systems, please visit www.assess-systems.com

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 
Matt Lafata, HRchitect


Kenexa Seminar on Business Performance Based on Feedback Features Oakland Athletics General Manager Billy Beane…from Kenexa

January 26, 2012

 

HRchitect featured Kenexa in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems and top Talent Management Systems vendors that businesses should consider. Derek Bluestone, VP Product Marketing appeared on the HRchitect WebMingle on June 17, 2010. HRchitect’s Matt Lafata, one of the industry’s leading talent management systems analysts, attended the Kenexa Analyst Day in 2010 & 2011 and the Kenexa World Conference from 2009-2011.

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 15 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

Billy Beane, the vice president and general manager of the Oakland Athletics, whose unique management approach was detailed in the bestselling book “Moneyball: The Art of Winning an Unfair Game,” discusses how he transformed his organization using out-of-the-box thinking at an upcoming Kenexa-sponsored seminar on business performance.

Kenexa (NYSE: KNXA) is a global provider of business solutions for human resources. The seminar titled, “Helping You Translate Employee Feedback into Business Performance,” will be held Jan. 31 at the New York Stock Exchange from 10 a.m. until 3 p.m. EST.

Beane motivated members of the Oakland A’s organization to levels of success very few believed were attainable. He was named the A’s GM following the 1997 season, and took a management approach of identifying and using undervalued assets to create and sustain a competitive advantage.

Beane is just one real-life example of how a top leader turned an organization around during tough times. Other speakers at the seminar include Charles Baldwin, executive vice president and chief administrative officer at Cabela’s. Baldwin will discuss how the use of assessments and surveys increased employee engagement and helped the outdoor retailer outperform goals in an economic downturn.

Bill Erickson, chairman emeritus and executive vice president of Kenexa, will also present new ways of thinking about talent to help businesses thrive.

More information about the seminar can be found at http://www.kenexa.com/Sharing-the-Stories-of-Organizational-Success-Seminar.

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

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 
Matt Lafata, HRchitect


Kenexa Announces Acquisition of Batrus Hollweg…from Kenexa

November 14, 2011

 

HRchitect featured Kenexa in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems and top Talent Management Systems vendors that businesses should consider. Derek Bluestone, VP Product Marketing appeared on the HRchitect WebMingle on June 17, 2010. HRchitect’s Matt Lafata, one of the industry’s leading talent management systems analysts, attended the Kenexa Analyst Day in 2010 & 2011 and the Kenexa World Conference from 2009-2011.

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

Kenexa® (NYSE: KNXA), a leading provider of business solutions for human resources, today announced the acquisition of Batrus Hollweg (BHI). BHI’s talent management solutions, particularly in the hospitality sector, along with their extensive research on talent management best practices, will add to the company’s existing research and content portfolio.

Founded in 1969 in Frisco, Texas, BHI specializes in talent management solutions that help organizations maximize success through their people. The acquisition of BHI further expands Kenexa’s talent management expertise by adding some of the most experienced consultants and researchers in the category, creating one of the strongest talent solutions teams in the industry.

Rudy Karsan, Kenexa’s Chief Executive Officer, said, “We’re delighted to welcome BHI and their clients to the Kenexa family. BHI’s wealth of research and content regarding talent best practice, as well as their assessment solutions, are recognized as some of the top notch content and solutions in our industry today. The combination of Kenexa and BHI will provide the most researched and proven talent solutions content, particularly in the hospitality industry. BHI is a valuable addition to the Kenexa family and our clients will benefit from the strength of its offerings.”

BHI’s clients will also benefit from Kenexa’s award-winning technology offerings and comprehensive solutions for employment branding, recruitment technology, employee assessment, recruitment process outsourcing, performance management, employee surveys and HR analytics.

“Joining with Kenexa is an exciting opportunity for BHI and our clients,” said Lewis Hollweg, President, Chief Executive Officer and Chairman of BHI. “Kenexa’s business solutions approach to human resources fits perfectly with BHI’s consulting and assessment offering. The strength of our combined company broadens significantly the services we can offer to our clients.”

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

 
Matt Lafata, HRchitect


Kenexa Unveils Next-Generation Online Strengths Assessment Offering: StandOut…from Kenexa

June 14, 2011

 

Provides Managers and Employees with Recommendations and Techniques for Maximizing Top Strengths

HRchitect featured Kenexa in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems and top Talent Management Systems vendors that businesses should consider. Derek Bluestone, VP Product Marketing appeared on the HRchitect WebMingle on June 17, 2010. HRchitect’s Matt Lafata, one of the industry’s leading talent management systems analysts, attended the Kenexa Analyst Day in May, 2010 and the Kenexa World Conference in 2009 and 2010.

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

Kenexa (NASDAQ:KNXA), a global provider of business solutions for human resources, today announced its launch of StandOut™, the next-generation online strengths assessment from Marcus Buckingham.  StandOut is designed to reveal an individual’s top two strength roles plus deliver practical techniques to help managers and employees “win at work.” 

As an industry leader, Kenexa offers more than 1,000 Assessment tests that enable companies to select and retain top performers based on seven key areas that predict individual performance and potential—experience, skills, abilities, personality, motivation, judgment and culture fit. In the last two years alone, Kenexa has administered in excess of 30 million Assessments in 14 languages and in 44 countries to some of the world’s largest, most respected organizations.

StandOut’s reports include a 20-page individual employee report that details the person’s comparative advantage and greatest value to the team as well as ideal career choices. The manager’s report links the team’s individual assessments to provide a meaningful and actionable snapshot. Managers also receive coaching guides to reward, motivate and challenge each employee based on his or her strengths.

“Crucial to effective workforce management is the ability to optimize performance by leveraging employee strengths in the right roles,” said Dr. Courtney McCashland, president of Kenexa’s Global Assessment Division. “StandOut enables Kenexa’s clients to focus, reward, engage and challenge their employees to produce the best thinking and business outcomes.”

She continued, “StandOut helps managers answer three questions: how can I become a better performance coach, how can my employees take responsibility for their own performance and development and how can we accelerate the uptake of best practices.  By utilizing StandOut in conjunction with Kenexa’s deep expertise in assessments, organizations can derive competitive advantages and attain better employee engagement.”

The measurement methodology used in StandOut is designed from historical research of open-ended questions and listen-for combinations.  Research demonstrates this approach is more predictive than binary self-descriptors or Likert Scale statements. 

More information about StandOut and Kenexa’s assessment practice can be accessed at http://www.kenexa.com/assessments

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

 
Matt Lafata, HRchitect


Kenexa and Aberdeen Cite Importance of Assessment Solutions to Improve Business Performance…from Kenexa

June 10, 2011

 

Recent Research Shows how Assessment Data Helps Organizations Achieve Business Goals

HRchitect featured Kenexa in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems and top Talent Management Systems vendors that businesses should consider. Derek Bluestone, VP Product Marketing appeared on the HRchitect WebMingle on June 17, 2010. HRchitect’s Matt Lafata, one of the industry’s leading talent management systems analysts, attended the Kenexa Analyst Day in May, 2010 and the Kenexa World Conference in 2009 and 2010.

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

As the only company currently offering fully integrated Assessment solutions that support the entire employee lifecycle, Kenexa (NASDAQ:KNXA), a global provider of business solutions for human resources, understands how Assessments can help organizations identify, hire and retain right fit employees by predicting human performance and potential. The latest Assessments report from Boston-based Aberdeen Group, a Harte-Hanks Company (NYSE:HHS), supports Kenexa’s focus. Aberdeen’s research showed that organizations that used assessments in both the pre- and post-hire processes achieved, on average, 19% more of their organizational goals in the past year, as compared to organizations not using assessments.

“The results of the Aberdeen report further demonstrate what we at Kenexa have always known – assessment data can improve employee and organizational performance by ensuring the right person is hired for the right job,” stated Dr. Courtney McCashland, president of Kenexa’s Global Assessment Division . “Many of our long-term clients have experienced dramatic improvements in key business outcomes by using our assessment solutions. By understanding the key levers of a company, we are creating tools that help businesses hire a higher quality candidate.”

Mollie Lombardi, Senior Research Analyst, Human Capital Management at the Aberdeen Group, commented, “The research findings show a number of common attributes among best-in-class companies. For instance, best-in-class organizations are 85% more likely to be able to correlate post-hire assessment results to ongoing performance. And, organizations with a formal process to assess candidates, new hires and existing employees are 56% more likely to be best-in-class companies.”
 
With more than 1,000 ready-to-use Assessment tests available, Kenexa has been responsible for administering more than 30 million Assessments in 14 languages and in 44 countries in just the last two years. Assessments are based on seven key areas that predict individual performance and potential – experience, skills, abilities, personality, motivation, judgment and culture fit. Kenexa’s Assessments also integrate with recruitment technology, onboarding, career development, succession planning and leadership development to create a seamless user experience.

A complimentary copy of Aberdeen’s research, titled “Assessments 2011: Selecting and Developing for the Future,” can be downloaded here.

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

 
Matt Lafata, HRchitect


Bond International Software to unveil latest version of Bond Talent…from Bond International Software

June 3, 2011

 

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

Bond International Software will be showcasing the latest version of  Bond Talent – the web-based talent acquisition and applicant tracking software application – at the CIPD Recruitment Software Show on the 15th and 16th June 2011. Bond International Software will be offering exclusive demonstrations of the new functionality and features within the latest version of Bond Talent on Stand R30 at the CIPD Recruitment Software Show.

Bond Talent is a powerful and versatile web-based talent acquisition software application developed for corporations of all sizes who wish to streamline their in-house recruitment processes and save costs.

The latest version of Bond’s talent acquisition software has been developed following recent detailed customer consultation answering the call for faster, improved implementation via its simple ‘plug and play’ design, thus reducing the need for costly in-house training requirements. Quicker and more efficient than previous versions, the new offering from Bond Talent helps to systemize talent acquisition by integrating each phase in the hiring process together: from acquisition, assessment, interviewing and screening, right through to the final decision. The wide-ranging flexibility of the talent administration system also means templates, forms and profiles can be configured internally to meet each client’s precise specifications. The latest version of Bond Talent offers a truly scalable solution that can be adapted as and when business growth demands such development.

The latest version of Bond Talent also brings users improved reporting and analysis capabilities. The advanced recruiting metric dashboard and comprehensive reporting functions within Bond Talent enable corporate recruiters to have complete visibility of all recruitment activities. This greater level of real-time and granular visibility helps organizations to reach better business decisions, also contributing to time savings and reduced administrative costs. Delivered as a Software-as-a-Service solution, Bond Talent enables recruiters to utilize the software, resources and information, whenever and wherever, with accessibility available on demand via a web browser.

The Chartered Institute of Personnel and Development (CIPD) is the largest HR development body within Europe. The free recruitment exhibition gives visitors the opportunity to meet software, technology and service suppliers and discover how technology can be used to improve existing recruitment processes. Visitors can also use the opportunity to compare their own departments to those of other organizations through the workshops and showcases also being held.

Tim Richards, Managing Director, Bond International Software (UK), comments, “Bond Talent is a figurehead product for Bond International Software and as such we are very proud of the place it holds in our product portfolio. With over two years in development and over £2 million in investment, we are confident that the latest version of Bond Talent will fare far better than its competition in the marketplace. We are therefore delighted to be unveiling Bond Talent’s most recent offering at the CIPID Recruitment Software Show 2011, and welcome visitors to our stand for a demonstration.”

For more information on Bond International, please visit www.bondinternationalsoftware.co.uk   

Matt Lafata, HRchitect


First Advantage Announces Sale of DecisionHR…from First Advantage

May 27, 2011

 

The sale aligns with the company’s continuing initiative to focus on its core offering

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

First Advantage, a leading provider of talent acquisition and electronic data solutions, announced recently the sale of its Professional Employer Organization (PEO) company DecisionHR to Bankers Employer Services.

“The sale of DecisionHR reaffirms our global corporate strategy and commitment to focus resources and energy on products and services that are core to our business,” said Todd Mavis, CEO of First Advantage. “Ensuring our efforts are directed at services which help our clients access information that informs smarter hiring decisions is paramount to our collective success.”

Started in 1996, DecisionHR is a National PEO which operates in 22 states. DecisionHR focuses on delivering and administering quality Human Resource services and other employer services and products to its clients. Bankers Employer Services, a wholly owned subsidiary of Bankers Financial Corporation, is a full-service human resource outsourcing company serving small- to medium-sized Florida businesses.  DecisionHR and Bankers Employer Services will retain their names.

“The acquisition of DecisionHR makes perfect sense within our larger corporate strategy and vision for the future,” said John Strong, Chairman and CEO of Bankers Financial Corporation. “Over the years, we have watched the management team grow DecisionHR into a leading national Professional Employer Organization. When combined with the insurance expertise of Bankers, their strength of management will allow us to advance our footprint and expand our capabilities in the PEO industry.”

Bankers Financial Corporation is a diverse financial services company that has been doing business in St. Petersburg, FL, for more than 35 years. The company is corporate parent to three property & casualty insurance companies and Bankers Business Group, which includes Bankers Employer Services and now DecisionHR.

For more information on First Advantage, please visit www.fadv.com

Matt Lafata, HRchitect


Kenexa Announces Pricing of Follow-on Public Offering of Common Stock…from Kenexa

May 20, 2011

 

HRchitect featured Kenexa in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems and top Talent Management Systems vendors that businesses should consider. Derek Bluestone, VP Product Marketing appeared on the HRchitect WebMingle on June 17, 2010. HRchitect’s Matt Lafata, one of the industry’s leading talent management systems analysts, attended the Kenexa Analyst Day in May, 2010 and the Kenexa World Conference in 2009 and 2010.

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

Kenexa Corporation (Nasdaq: KNXA), a global provider of business solutions for human resources, announced today the pricing of its underwritten public offering of 3,000,000 shares of its common stock at $27.75 per share.  Kenexa expects to receive net proceeds of approximately $78.7 million after deducting underwriting discounts and commissions and estimated offering expenses that are payable by Kenexa.  In addition, Kenexa granted the underwriters a 30-day option to purchase up to 450,000 additional shares solely to cover over-allotments, if any.
 
Kenexa intends to use the net proceeds from the offering for working capital, general corporate purposes and potential acquisitions or investments in strategic businesses or technologies. The offering is expected to close on May 25, 2011, subject to customary closing conditions.

Cowen and Company and Lazard Capital Markets LLC are acting as joint book-runners for the offering.  JMP Securities, Oppenheimer & Co. and Wedbush Securities are acting as co-managers for the offering.

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


Kenexa Announces Financial Results for First Quarter 2011…from Kenexa

May 4, 2011

 

HRchitect featured Kenexa in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems and top Talent Management Systems vendors that businesses should consider. Derek Bluestone, VP Product Marketing appeared on the HRchitect WebMingle on June 17, 2010. HRchitect’s Matt Lafata, one of the industry’s leading talent management systems analysts, attended the Kenexa Analyst Day in May, 2010 and the Kenexa World Conference in 2009 and 2010.

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

Kenexa (Nasdaq: KNXA), a global provider of business solutions for human resources, today announced operating results for the first quarter, ended March 31, 2011. 

For the first quarter of 2011, Kenexa reported total GAAP revenue of $60.0 million, with non-GAAP revenue of $63.0 million after eliminating the $3.0 million GAAP adjustment to deferred revenue resulting from the October 2010 acquisition of Salary.com, Inc.  Non-GAAP revenue increased 59% compared to $39.7 million for the first quarter of 2010. Within total non-GAAP revenue, subscription revenue was $49.2 million for the first quarter of 2011, an increase of 48% compared with $33.3 million in the first quarter of 2010.  Professional services and other revenue was $13.8 million for the first quarter of 2011, an increase of 116% compared to $6.4 million for the first quarter of 2010. 

“The first quarter was a strong start to 2011, with all major areas of our business performing at or above our expectations,” said Rudy Karsan, Chief Executive Officer of Kenexa.  “With the economy improving and hiring beginning to increase, we are seeing a growing number of organizations looking for a strategic HR solutions provider that can help them transform their recruiting and overall talent management business processes.  Our unique combination of software, proprietary content and services is a key driver to Kenexa’s growing market share and success with global organizations.”

Karsan added, “For the second quarter in a row, we are materially increasing our FY11 revenue guidance reflecting what we see as Kenexa’s growing momentum.  In addition, we are increasingly optimistic about Kenexa’s long-term market position and believe the company is at the early stages of realizing the benefits from our increased investments in sales and marketing as well as R&D.”

Non-GAAP income from operations, which excludes share-based compensation expense, amortization of acquired intangibles, fees related to our acquisitions and the purchase accounting impact to Salary.com’s deferred revenue, was $5.0 million for the three months ended March 31, 2011.  This was above the Company’s guidance of $4.4 million to $4.8 million and represented an increase of 119% compared to non-GAAP income from operations of $2.3 million for the three months ended March 31, 2010. 

Non-GAAP net income available to common shareholders, which excludes the items listed above, was $3.7 million for the three months ended March 31, 2011, compared to $2.2 million for the three months ended March 31, 2010.  Non-GAAP net income available to common shareholders was $0.15 per diluted share for the quarter ended March 31, 2011, above the Company’s guidance of $0.13 to $0.14 and up 50% compared to $0.10 per diluted share in the first quarter of 2010.  

Kenexa’s loss from operations for the three months ended March 31, 2011, determined in accordance with GAAP, was $2.8 million, compared to income from operations of $62,000 for the same period of 2010. GAAP net loss available to common shareholders was approximately $3.2 million, or a loss of $0.14 per basic share for the three months ended March 31, 2011, compared to a net loss of $18,000, or $0.00 per diluted share, in the same period of 2010.

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 of $19.7 million at March 31, 2011, compared to $52.5 million at the end of the prior quarter.  During the quarter, the company used approximately $23 million in cash to reduce its long-term debt and approximately $10 million as consideration for two small acquisitions made during the quarter.  Deferred revenue was $82.2 million at March 31, 2011, an increase of 51% from March 31, 2010 and up from $76.1 million at the end of the fourth quarter of 2010. 

Other First Quarter and Recent Highlights

  • More than 50 “preferred partner” customers were added during the quarter (defined as customers that spend more than $50,000 annually), an increase from the over 30 preferred partner customer additions in the year ago period.
  • The average annualized revenue from the Company’s top 80 customers, or P-cubed metric, was greater than $1.4 million, an increase from the over $1.0 million level in the first quarter of 2010.

Business Outlook

Based on information as of today, May 3, 2011, the Company is issuing financial guidance as follows: 

Second Quarter 2011*: The Company expects GAAP revenue to be $64.0 million to $66.0 million.  Excluding the GAAP adjustment to deferred revenue, resulting from the Salary.com acquisition, the Company expects non-GAAP revenue to be $66.0 million to $68.0 million, and non-GAAP operating income to be $5.4 million to $5.8 million. Assuming an effective tax rate for reporting purposes of approximately 20% and approximately 24.4 million shares outstanding, Kenexa expects its non-GAAP net income per diluted share to be $0.16 to $0.17. 

Full Year 2011*: The Company expects GAAP revenue to be $259 million to $265 million.  Excluding the GAAP adjustment to deferred revenue, the Company expects non-GAAP revenue to be $267 million to $273 million, and non-GAAP operating income to be $24.0 million to $27.0 million. Assuming an effective tax rate for reporting purposes of approximately 20% and approximately 24.4 million shares outstanding, Kenexa expects its non-GAAP net income per diluted share to be $0.70 to $0.82.

* Kenexa’s non-GAAP results  excludes stock based compensation expense, amortization of intangibles associated with acquisitions, fees related to closing acquisitions and the purchase accounting reduction to Salary.com’s revenue

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


HealthcareSource Continues Strong Momentum: Solidifying Its Position as Healthcare Talent Management Leader…from HealthcareSource

April 22, 2011

 

Sales surge through new client wins and expanded customer deployments drives another successful quarter

HRchitect includes Position Manager in our list of top Talent Acquisition Systems vendors that businesses should consider. Michael DiPietro, VP of Marketing & Product Management with HealthcareSource will be on the HRchitect WebMingle on May 20, 2010. If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

HealthcareSource®, the leading provider of talent management software solutions for the healthcare industry, today announced that in the first quarter of 2011 it saw strong results in new revenues driven by growing adoption and deployments of its software-as-a-service products including HealthcareSource Position Manager®, Performance Manager®, TestSource® behavioral assessment solutions, Physician Recruitment Manager® and Interview Manager. As a private company, HealthcareSource does not publicly report its sales and earnings.

“The first quarter of 2011 continues our ongoing track record of solid revenue and growth,” said Peter Segall, President and CEO of HealthcareSource. “Building on our 2010 momentum, we continue to add a large number of new customers, as well as follow-on purchases by legacy customers integrating additional HealthcareSource solutions with their prior investments.”

Healthcare organizations demonstrated their interest to invest in talent acquisition and retention through a significant uptick in their purchase and implementation of HealthcareSource solutions for applicant tracking, onboarding, pre-hire assessments, performance management, physician recruiting, video interviewing, and its industry-leading healthcare job board.

In April 2011, the Company announced the appointment of Mr. Bryce Chicoyne as Chief Financial Officer. A veteran financial and business leader who was previously an executive at Salary.com, Harvard Bioscience, and other technology companies, Mr. Chicoyne brings strong financial expertise and experience with leading vendors in the human capital (SaaS) market. With his appointment, Chicoyne joins a large group of new employees hired by HealthcareSource during the first quarter to meet the future needs demands of the company’s growing customer base and expanded product line.

HealthcareSource has added a number of new hospital clients, including regional health centers and large enterprise health delivery systems. Clients who purchased or expanded their HealthcareSource systems during in Q1-2011 include:

Alamance Regional Medical Center, Alexander Youth Network, Ashtabula County Medical Center, Bigfork Valley, Braintree Rehabilitation Hospital, Bronson Healthcare Group, Casa Colina Center for Rehabilitation, Cass County Memorial Hospital, Clark Retirement Community, CoxHealth, Doctors Community Healthcare Corporate, Eastern Connecticut Health Network, Emanuel Medical Center, Fisher-Titus Medical Center, Good Shepherd Medical Center, Gundersen Lutheran Health System, Health Essentials, Holzer Medical Center, Hugh Chatham Memorial Hospital, Jackson Purchase Medical Associates, Jefferson Radiology, Lehigh Valley Health Network, Los Robles Hospital & Medical Center, Madison County Hospital, Mary Free Bed Rehabilitation Hospital, Medical Facilities of America, Melmark Mercy Medical, Meritus Health, Methodist Hospital of Southern California, Methodist Rehabilitation Center, Middlesex Hospital, Munroe Regional Medical Center, Ohana Pacific – Hale Kupuna Heritage, Riverside Community Hospital, Saints Medical Center, Spectrum Medical Group, St. John’s Medical Center, Trinity Health, Trinity Mother Frances Health System, Tufts Medical Center & Floating Hospital for Children, University Health Care System, University of Mississippi Medical Center, West Hills Hospital & Medical Center, Willow Valley Retirement Communities, and Wishard Health Services.

What HealthcareSource Clients Are Saying:

Increasingly, hospitals are purchasing and integrating multiple HealthcareSource solutions for improved HR productivity throughout the talent management cycle. CoxHealth and University Health Care System are two examples:

CoxHealth is a three-hospital regional health organization with more than 60 physician clinics in 20 communities serving more than 900,000 people in a 25-county service area in southwest Missouri and northwest Arkansas. CoxHealth is accredited by The Joint Commission and distinguished as one of the nation’s Top 100 Integrated Healthcare Systems (2006-2010) for proven excellence in its provision of primary and specialty care. “Hiring and managing a staff of more than 7,500 employees is a major human capital challenge,” said Eric Maxwell, Director of Compensation/HRIS, Human Resources, CoxHealth (Springfield, MO). “We plan on leveraging the features of HealthcareSource Position Manager to better manage over 3,000 applications we receive monthly and to significantly improve our reporting capabilities which is essential now that we are under an affirmative action program. We also purchased HealthcareSource Performance Manager to eliminate our current paper based process and improve the timeliness of all evaluations.”

University Health Care System (which includes University Hospital, Georgia’s second largest acute care hospital) is one of the largest, most comprehensive healthcare providers in the southeastern United States. Accredited by The Joint Commission and winner of the National Research Corporation’s Consumer Choice Award 12 years in a row, University Health employs more than 3,000 healthcare professionals including nearly 600independent, private physicians on active, consulting, courtesy and associate staff. “University Health Care System will leverage the features of HealthcareSource Performance Manager to eliminate our current paper based performance review process, provide extensive reporting and metrics for our leadership team, as well as totally redefine the review process so that it is efficient and meaningful for employees and leaders,“ said Melissa Brandt, PHR, Total Rewards Manager at University Hospital (Augusta, GA). “In addition, we purchased HealthcareSource Position Manager to better manage more than 3,000 applications received monthly and provide a better onboarding experience for new employees joining the University team.”

For more information on HealthcareSource, please visit www.healthcaresource.com
Matt Lafata, HRchitect


Select International Completes Taleo Integration. Company Partners its Solutions in Taleo’s Business Edition Platform…by Select International

March 16, 2011

 

Select International recently announced that it has become a certified Taleo Business Edition partner. The integration between Select International’s solutions and Taleo’s people management systems delliveres quick ROI for additional functionality and value. The partnership falls under Taleo’s Assessment category

If you are looking for a new Talent Acquisition System, Talent Management System, or any HR system, talk to HRchitect first. HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

Select International, a global provider of human resource assessment solutions, announced that the company has become a certified Taleo Business Edition partner. This integration between Select International’s solutions and Taleo’s people management systems delivers quick return on investment for additional functionality and value.

Taleo’s platform makes it possible for companies to set up and configure a career site quickly, providing a custom system to immediately process applicants.

Select International’s partnership falls under Taleo’s Assessments category. Other categories within the Taleo Business Edition include Background Check, Compensation, ERP/Payroll Services, Learning and Tax Credit Screening.

“This Taleo partnership enables Select International to provide an even greater level of service and flexibility for our clients and prospects who utilize Taleo’s solution,” said John Kremer, Select International’s Director of Technology. “Taleo provides excellent talent management tools, and we’re proud to align our services with them.”

The partnership creates a seamless process for candidates and recruiters to utilize Select International’s assessment solutions. Select International offers technologically advanced assessment solutions for selection and development at all levels within an organization, improving the efficiency and accuracy of the screening and selection process. They develop and implement a wide range of hiring solutions, including Application Tools, Screening Tools, In-Depth Assessments and Interviewing Tools.

For more information on Select International, please visit www.selectinternational.com
Matt Lafata, HRchitect


PeopleAnswers Appoints Ira Grossman to Chief Operations Officer…by PeopleAnswers

February 9, 2011

 

If you are looking for a new Talent Acquisition System, Talent Management System, or any HR system, talk to HRchitect first. HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

PeopleAnswers recently announced its senior executive team has appointed Ira Grossman to chief operations officer (COO) responsible for the experience customers have using the PeopleAnswers pre-employment selection software. During his tenure as vice president of operations, Grossman helped lead the company to a 91 percent-plus client retention rate.

Grossman established the framework PeopleAnswers uses for world-class service delivery and will continue to maintain focus on client relations with operational execution to exceed client expectations. In the new role, Grossman will also assist in defining PeopleAnswers’ product development strategy.

“Companies depend on employing the right people who can effectively deliver products and services to their customers,” said Gabriel Goncalves, CEO and president, PeopleAnswers. “Since Ira joined PeopleAnswers seven years ago, he has helped the company grow, build a strong team and develop lasting client relationships by delivering world-class service to help companies assess and hire the right talent.”

Grossman brings 26 years of technology experience to this new role including founding two companies – an information technology services firm and a software company.

“I’m passionate about working with the talented PeopleAnswers team to provide clients with reliable, scalable and easy-to-use technology – surrounded by world-class service – to help them hire qualified employees who fit their culture and can be happy and productive team members. This is what takes human resources to a more strategic level at companies worldwide,” said Grossman. “We’ve built a strong culture at PeopleAnswers focused on business results. Both our employees and clients enjoy being part of the PeopleAnswers family.”

For more information on PeopleAnswers, please visit www.peopleanswers.com
Matt Lafata, HRchitect


Bon-Ton Stores Achieve Greater Sales Performance With Kenexa Custom Assessments…from Kenexa

February 2, 2011

 

Integrated Recruiting Technology Creates Seamless Hiring Process

HRchitect featured Kenexa in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems and top Talent Management Systems vendors that businesses should consider. Ron Hanscome, VP of Product Strategy with Kenexa appeared on the HRchitect WebMingle on June 26, 2009 and Derek Bluestone, VP Product Marketing appeared on June 17, 2010. HRchitect’s Matt Lafata, one of the industry’s leading talent management systems analysts, attended the Kenexa Analyst Day in May, 2010 and the Kenexa World Conference in 2009 and 2010.

If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

Kenexa (NASDAQ: KNXA), a global provider of business solutions for human resources, today announced that its custom and ready-to-use assessments have resulted in increased sales and improved employee retention for The Bon-Ton Stores, Inc. (NASDAQ: BONT), across its 277 U.S. department stores.

With cosmetics accounting for approximately 13% of Bon-Ton’s revenue and generating some of its highest store margins, Bon-Ton needed to improve the overall performance and sales of Bon-Ton new hires, particularly Cosmetic Beauty Associates (CBAs) and Sales Associates. Kenexa’s custom-built CBA Selector identifies the critical factors for success in the position and enables an improved screening process that helps Bon-Ton quickly select the most talented candidates.

“Since implementing the Kenexa assessments in February 2009, we have assessed 35,000 candidates and have hired 1,500 Cosmetic Beauty Associates. On average, associates scoring in the top 25% of the assessment achieved annual sales that were 3.3% higher than associates scoring in the bottom 25%,” stated Kaye Miller, director of Stores Recruitment for Bon-Ton. “What’s even more impressive is that on average, each associate hired using the CBA assessment in 2009 achieved 2.1% more in total sales per hour than associates in 2008 who had been hired without the CBA assessment. While at first glance a 2.1% difference may not seem like a lot, when you take into account the hours worked annually per associate and the number of hires we made in 2009 with the assessment, this number is truly remarkable.”

The Bon-Ton assessments are integrated with Kenexa 2x Recruit™, the solution that empowers recruiters to achieve optimal recruiting and hiring results. This allows for candidate assessments to happen within Bon-Ton’s workflow, eliminating the need to switch between applications. The integrated solutions provide Bon-Ton with cost-effective recruitment processes by tracking recruiting costs and time, as well as measuring individual performance scores, commission per hour and sales per hour.

Tiffany Green-Shortridge, Ph.D., Kenexa consultant, commented, “Our deep expertise in developing tailored assessments for a wide variety of industries enables us to deliver recruiting solutions that help our companies identify top talent and drive ongoing success. Bon-Ton now has hired a sales force that capitalizes on every opportunity and continues to deliver innovative sales practices. What’s more, Bon-Ton’s cosmetics sales force has experienced a lower turnover rate than the rest of the company, enhancing overall business productivity and performance.”

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


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