November 9, 2011
Global Provider of Talent Management Solutions Responds to Continuous Market Growth
HRchitect featured Taleo in our 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. Taleo appeared on the HRchitect WebMingle on November 6, 2009. HRchitect attended the 2010 & 2011 TaleoWorld conference and HRchitect’s Matt Lafata, one of the industry’s leading talent management systems analysts, attended Taleo’s annual Sales and Services meeting in 2010 & 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!
Taleo Corporation (NASDAQ: TLEO), the global leader of SaaS-based Talent Management solutions, today announced the broadening of its presence in Germany by expanding its facilities and staff in Taleo’s Frankfurt offices and datacenter. The expansion efforts build on Taleo’s July acquisition of Jobpartners, a move that doubled the company’s European customer base and professional staff.
“As social media and mobile technologies move Talent Management processes from the filing cabinet to the cloud, SaaS-based Talent Management is becoming an integral part of successful business management,” said Michael Gregoire, Chairman and CEO of Taleo. “As today’s announcement shows, Taleo is committed to a sustained, long-term investment strategy to pursue the opportunities we have identified in Germany. In fact, our goal is to generate a significant amount of new bookings from Germany over the next three years.”
Investments in Local Team and Facilities
Even before the Jobpartners acquisition, Taleo maintained numerous international customers deployed in Germany. Now, by leveraging the combined presence and expertise of Taleo and Jobpartners, the company can offer its German clients broader product and service capabilities. For example, Taleo will expand its existing datacenter presence in Germany and intends to further grow its Frankfurt-based team. Taleo will expand existing German-speaking technical support, sales, client executive, and implementation consulting resources, and is already hiring new positions for marketing leadership, inside sales and solution consulting in Germany.
Established Provider for Talent Management Solutions
Taleo has a European customer base of more than 250 clients. With more than 5,000 customers worldwide, Taleo supports dozens of large enterprise-class clients in Germany, including Deloitte, Ernst & Young, Mars, Merck, Procter & Gamble, and Roche. Globally, Taleo serves customers in 187 countries and employs more than 1,500 people worldwide.
Taleo’s SaaS-based Talent Management solutions optimize recruiting, performance management, learning and compensation, and arm organizations with Talent Intelligence, which is the insight companies need to grow their business by capitalizing on their most critical asset — their people. By tapping the world’s largest and most scalable Talent Management Cloud, Taleo delivers up-to-date information and increased visibility into candidates and employees so managers can see the talent that is powering their organization and better understand how to recruit, retain, and mobilize that talent. Every day, Taleo customers rely on Talent Intelligence to identify, develop, compensate, and retain the top performers that drive business results.
For more information on Taleo, please visit www.taleo.com
Matt Lafata, HRchitect
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HCM, HR, HR Technology, Human Capital Management, Learning Management, Recruiting, Talent Acquisition, Talent Management | Tagged: HCM, HR Systems, HR Technology, HRchitect, Human Capital Management, Matt Lafata, Recruiting, sourcing, Talent Acquisition, Talent Management, Taleo | 
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Posted by mattlafata
November 7, 2011
Business Leader & Innovator to Drive the Bright Future of Digital Interviewing
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!
HireVue, providers of an amazing new way to interview – on demand, today announced that David Bradford, a proven business leader with nearly 30 years of experience, has joined the company as CEO. Acknowledged by many as a significant contributor to the evolution of information technology, Bradford is well known for accelerating the growth and performance of game-changing organizations. Bradford assumes the position from Mark Newman, who remains with the organization as its founder.
Until April of 2010, Bradford served as CEO of Fusion-io, pioneer of a new storage memory platform. He continues to work with Fusion as Chairman of its Strategic Advisory Board. In his role at Fusion-io, he sourced and brought together an IPO ready management team – which included industry luminary Steve Wozniak – helped secure key strategic partnerships for the company, drove a massive increase in sales and saw the company named America’s Most Promising I.T. Company by the Wall Street Journal. Most recently, Fusion-io (NYSE: FIO) was named the No. 1 Technology stock pick for 2012 by Barron’s.
Previously, Bradford served as Senior Vice President and General Counsel of Novell, Inc. During his 15 year tenure, he helped lead the networking start-up through a series of acquisitions, public offerings and business development activities that led to market leadership and sales exceeding $2 Billion. At various points in time, he held responsibilities across four divisions: Legal, Government Relations, Business Development and Security. During this time period, he also twice served as Chairman of the Board of the Business Software Alliance, the world’s leading industry trade assocation representing companies like Microsoft, Novell, Lotus and Oracle.
Google (NASDAQ: GOOG) Chairman, Eric Schmidt, to whom Bradford reported while at Novell, said, “I have known my friend David Bradford for nearly 15 years. In addition to his fine work at Novell, he helped make magic happen with Fusion-io. I have every confidence he will do it again with HireVue, as they pioneer the digital interviewing market.”
Bradford is an advisor to a number of organizations and funds. He was on the original Advisory Board of Omniture, which recently sold to Adobe, and serves on the Board of Directors of Pervasive Software (NASDAQ: PVSW). Bradford is the recipient of numerous honors and distinctions, including the 2010 Utah “Executive of the Year.” He has a law degree from BYU, an MBA degree from Pepperdine University and a bachelor’s degree in Political Science from Brigham Young University.
Mark Newman, founder of HireVue, said, “We’re incredibly excited to have David guiding the future of HireVue. HireVue is defining a category that touches every candidate, manager and company on a daily basis. David’s proven ability to grow companies and catapult them into the mainstream will ensure that these audiences will be able to take advantage of HireVue’s solutions.”
David Bradford, CEO of HireVue, commented, “I am very excited to have the opportunity to work with Mark Newman and his team at HireVue. Mark is an extraordinary entrepreneur by any measure. His vision for fundamentally changing the world of human talent acquisition and interviewing matches mine. I believe every CEO on the planet will want to incorporate HireVue’s Digital Interview Platform due to its speed, cost-savings and ability to facilitate superior people decisions.”
“David has always had a passion for hiring top talent and connecting people to opportunity. It is reflected in the people and teams he has built at outstanding companies like Novell and Fusion-io,” said Steve Wozniak, Apple (NASDAQ: AAPL)Co-Founder and Chief Scientist, Fusion-io. “I appreciated his introducing me to Fusion-io and know he will build another winner at HireVue. The day of the digital interview may well be upon us and David is a great guy to lead the charge.”
For more information on HireVue, please visit www.hirevue.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: David Bradford, HireVue, hiring, HRchitect, Mark Newman, Matt Lafata, Recruiting, sourcing, Video Interviewing | Permalink
Posted by mattlafata
October 30, 2011
Federal Agencies Can Slash Interview Time and Costs while Drastically Improving Quality of Hire as HireVue Achieves Section 508 Compliance
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!
HireVue, providers of an amazing new way to interview – on demand, today announced that its digital interviewing solutions have achieved Section 508 compliance. HireVue’s Digital Interview Platform™ and On Demand Interviews™ are now the only digital interviewing solutions available with this accreditation.
Section 508 was enacted by Congress in 1998 to eliminate barriers in information technology, making available new opportunities for people with disabilities and encouraging development of technologies that will help achieve these goals. It requires that federal agencies and other government departments that receive federal funding make their electronic and information technology accessible to people with disabilities. With this accreditation, HireVue’s simple, safe and reliable solution is now available to any organization seeking support for individuals with hearing or visual impairment, including those government agencies that are required to work only with 508 compliant technology providers.
“HireVue’s digital interviewing solutions are ten times faster, nine times cheaper and 100 percent better for recruiters, hiring managers and candidates than traditional interviewing methods,” commented Peter Clegg, director of Product Management at HireVue. “Now federal agencies can turn to digital interviewing and enjoy the same improved quality of hire and time- and cost-savings that our private-sector customers experience.”
It was determined that HireVue’s interactive Digital Interview Platform and ground-breaking On Demand Interviews can help federal agencies meet Section 508 requirements after a rigorous audit by accessibility experts, Interactive Accessibility. The company’s web-based, enterprise-ready solution offers features that eliminate barriers for individuals with hearing and visual impairments including additional time allotment (up to 10 times the default time) for timed portions of the interview process, 24-hour customer and candidate support, interoperability with Assistive Technology and screen magnifiers such as ZoomText Magnifier, and the availability of captions and video transcripts.
Clegg added, “We’re very proud to meet Section 508 standards and be recognized for the opportunities our digital interviewing solutions bring to individuals with disabilities. At HireVue, it’s very important that our technology connects employers with candidates through a simple, fair and standardized process that improves the interview experience for everyone.”
For more information on HireVue, please visit www.hirevue.com.
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: HireVue, hiring, HRchitect, Matt Lafata, Peter Clegg, Recruiting, section 508, sourcing, talent acqusition, video interview | Permalink
Posted by mattlafata
October 20, 2011
New Websites are focused on the flexibility, scalability and reliability of their U.S. staffing and recruiting software products, Bond Adapt, Bond eEmpACT, and Bond StaffSuite.
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, Inc. represents the integration of Bond’s three operating divisions in the United States; Bond Adapt, Bond eEmpACT and Bond StaffSuite (formerly VCG). In order to effectively inform the staffing and recruiting industry of the capabilities of its software products, Bond has launched a new corporate site and re-launched its three major product sites.
www.Bond-US.com is the new corporate site for Bond International Software, Inc. the U.S. operating company for Bond. Here visitors will be able to discover more about our company, leadership, mission, services and more. A key feature of the site will be a frequently updated “News and Resources” blogging area, where Bond U.S. sector experts will write on topics such as industry and technology trends as well as product features and benefits. The corporate site will be the jumping off point to visit Bond U.S.’s product sites:
www.BondAdapt-US.com is the newly updated site for Bond’s flagship recruiting and staffing software, Adapt. Highly flexible and configurable, Adapt is the leading recruiting software package in the world, deployed in staffing firms of all sizes and specialties.
www.BondeEmpACT-US.com is the enhanced site to learn more about eEmpACT, Bond’s integrated front and back-office staffing software solution with a built in accounting system and reliable GL and AP for commercial staffing firms.
www.BondStaffSuite-US.com is the updated site for Bond’s StaffSuite software, a highly scalable, configurable front and back-office solution for full-service staffing firms with strong reporting, document management and workflow capabilities.
Steve Taylor, Bond International Software, Inc. President and CEO added “Bond International Software Inc. was created to support the North American market with premier staffing and recruiting software solutions that empower their success. These new and updated Websites offer prospective and existing customers alike greater opportunity to learn more about our products and services and interact through our blogs with our experienced team of veteran subject matter experts.”
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: Adapt, Applicant Tracking, Bond International, eEmpAct, hiring, HRchitect, Matt Lafata, Recruiting, sourcing, Staffing, StaffSuite, Steve Taylor, Talent Acquisition | Permalink
Posted by mattlafata
October 20, 2011
Enhances Usability, Global and Local Compliance, Reporting and Career Website Tools
HRchitect includes Lumesse in our list of top Talent Acquisition Systems and Top Talent Management Systems vendors that businesses should consider. 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!
Lumesse, a global leader in integrated talent management solutions, today announced that it has made the latest version of its enterprise talent acquisition (e-recruitment) solution, Lumesse TalentLink, available to its rapidly growing software as a service (SaaS) customer base through its worldwide data centers.
Version 11.2 of Lumesse TalentLink delivers an enhanced API (TalentHub) that allows customers and partners even greater flexibility when integrating and extending Lumesse TalentLink to build career websites, interact with search technology and connect via social media. Based on customer demand, the business intelligence (BI) apps originally released in Version 11.1 have been extended to deliver even more real-time insight to users. Other new capabilities include support for the new EU Temporary and Agency Workers Directive, compatibility with OpenOffice documents; time-saving workflow enhancements such as a job advert wizard; and additional capabilities to deliver a faster, more tailored candidate experience.
Lumesse CEO Matthew Parker said, “With Lumesse TalentLink v11.2 we continue to bring innovations to our SaaS talent management product that give our global customers more information, more choice and more flexibility, as well as helping them meet critical local legislative requirements such as candidate data retention rules and the EU Agency Workers Directive.”
Lumesse TalentLink v11.2 includes numerous enhancements in the area of web services. Many companies want to build extensive recruiting functionality into their corporate websites, to use Internet search technology and particularly social media to find and attract talented candidates, and to deliver a fast, interactive candidate experience. The ability of Lumesse TalentLink to make available its power through web services APIs gives career site developers huge flexibility in building unique, creative career websites.
Actionable information on recruiting campaigns and recruitment metrics continues to be a growing requirement for many companies. The enhanced BI apps capability in Lumesse TalentLink v11.2 brings flexible, user-defined, multi-dimensional drill-down reporting on key talent acquisition metrics to the workspaces of users and managers. Reportable metrics include job listings, requisition status, candidate applications, hires and time-to-fill. The configurability of the BI apps means that individuals can create actionable intelligence that works for them, enhancing efficiency and creating greater insight into hiring decisions and progress.
The new capabilities provided in Lumesse TalentLink v11.2 supporting the EU Temporary and Agency Workers Directive add to the unique capability Lumesse TalentLink already offers in its Contingent Workforce support. Both fully employed and contingent (contract) workers can be managed with Lumesse TalentLink on a fully equal basis, a key benefit for the growing number of employers and managed service providers that employ both kinds of staff.
Among many other new features, Lumesse TalentLink v11.2 also introduces support for the file formats used by OpenOffice, including documents, spreadsheets and presentations, improving efficiency and compatibility for users of this popular open source application suite.
Lumesse TalentLink v11.2 is available immediately to all customers.
For more information on Lumesse, please visit www.lumesse.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: Applicant Tracking, compliance, hiring, HRchitect, Lumesse, Matt Lafata, Recruiting, sourcing, Talent Acquisition, TalentLink | Permalink
Posted by mattlafata
October 1, 2011
Product Releases Designed to Help Recruiters Tap into the Mass of Online Resumes More Strategically and Successfully
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!
TalentDrive, creator of the most advanced global resume search API on the market, today announced a two-part product release with longtime partner First Advantage, a leading provider of talent acquisition solutions, aimed at bringing more intelligence, efficiency—and, ultimately, success—to the online recruitment process.
The new release seamlessly integrates TalentFilter’s advanced resume sourcing and matching technology into First Advantage’s candidate relationship management (CRM) system so that employers can mine more resume databases more effectively to find the best qualified candidates. In addition, in an effort to bring resumes to life, First Advantage will be offering a Career Fit Assessment—the results of which will be available to recruiters through TalentDrive’s proprietary network—that will help pinpoint prospective candidates’ core aptitudes. Adding this new dimension to the search process by identifying soft skills and personality traits will help candidates stand out in a saturated job market and help recruiters find higher quality candidates and make better hiring decisions more quickly.
Advanced Resume Search
By providing access to the power of TalentFilter’s best-in-class resume searching, as well as connections to thousands of Web-based, niche resume databases directly from First Advantage’s CRM and job distribution systems, this unique tool now enables employers to add highly qualified candidates immediately to their pipelines, develop and manage relationships with those candidates and convert them into applicants for current and future positions.
Resume Enrichment and Core Aptitude Pinpointing
An initiative to add a new dimension to online resumes, this joint venture brings TalentFilter’s candidate profiles to life with a second level of personalization. Through advanced filtering, millions of candidates are invited via email to complete a brief Career Fit Assessment developed and provided by First Advantage, which is used to pinpoint core aptitudes. Through TalentDrive’s API partners, recruiters gain access to a concise profile of candidate’s aptitudes. “First Advantage has been a powerhouse in the talent acquisition technology space, offering not only a wide array of services, but a dedication to exceptional products and a commitment to thinking outside the box to advance every aspect of the recruiting process,” said Sean Bisceglia, CEO of TalentDrive. “Through our direct partnership and the relationships that stem from our integrations, we hope to set the paradigm for CRM and enriched resume products.”
“This is an exciting time for First Advantage as we grow our presence in the CRM and assessment world,” said Lisa Bordinat, vice president of First Advantage assessments. “The combination of TalentDrive’s versatility and leadership as a resume search technology provider positioned the company as an ideal partner for our assessments. I am confident TalentDrive’s sourcing technology will continue to impress our joint clients and am pleased to be announcing our newest endeavor with TalentDrive and our assessment product.”
For more information about TalentDrive, please visit www.talentdrive.com. For more information about First Advantage, please visit www.fadv.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: Applicant Tracking, First Advantage, hiring, HR Technology, HRchitect, Matt Lafata, Recruiting, sourcing, Talent Acquisition, TalentDrive, TalentFilter | Permalink
Posted by mattlafata
October 1, 2011
HRchitect includes Kronos in our list of Talent Acquisition Systems that businesses should consider. 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!
Kronos Incorporated today announced availability of the latest version of its selection and hiring solution. Workforce Talent Acquisition™ 9.0 introduces a new look, improved reporting capabilities, self-service configuration tools, new recruiting features, and simplified assessment technology. These new enhancements increase the value of the Kronos® solution for customers, resulting in superior return on their hiring technology investment.
News Facts
Workforce Talent Acquisition 9 includes a variety of new features and functionality focused in five strategic areas:
- Integration – Workforce Talent Acquisition can now be accessed from Kronos’ award-winning user interface. The client-branded navigator has everything a manager needs to manage their workforce, from hiring to scheduling and more. Relevant information like calendars and task lists can be imported to provide a comprehensive, personalized work environment.
- Improved Reporting – Turns hiring data into business intelligence with enhanced reporting capabilities and analysis tools across the entire workflow. New reports include recruiter productivity, candidate activity, and performance metrics.
- Self Service – A self service management console serves as the structural foundation for several new change management and self-service tools that enable users to configure, test, and deploy changes to production without a Kronos professional services representative or change order, making the technology even easier to use and accelerating adoption.
- Simplified Assessments – Using a more efficient and streamlined job mapping survey process, new off-the-shelf, standard assessments enable customers to quickly and easily implement a variety of assessments for the most commonly occurring roles making for faster and easier deployment.
- Unified Hourly/Salaried Solution – Enhancements supporting unified hourly and salaried hiring include added flexibility and efficiency in moving candidates between salaried and hourly positions and adding candidates. These enhancements support an easier, more consistent and compliant hiring process.
Supporting Quotes
- Dr. Katherine Jones, principal analyst and director human capital management, Bersin & Associates
“Bersin & Associates research shows that peak-performing organizations outdistance their competition by understanding how to select and promote the right people. For managing the selection and hiring of both hourly and salaried staff, these organizations look for comprehensive assessment solutions that provide consistency and quality across the board. Such solutions enable organizations to assess and hire employees that are a better fit more quickly, allowing staff to stop focusing on hiring and start focusing on contributing to the bottom line.”
- Stacey Harris, vice president, research and advisory services, Brandon Hall Group
“Kronos is one of the most important players in the talent acquisition market and version 9.0 shows why. Its ease of use and deep functionality make it an attractive solution for organizations of varied size and across many vertical industries. We believe Kronos will continue to innovate in the market.”
- Nick Ordon, vice president and general manager, hiring solutions, Kronos
“Kronos is committed to being an innovator in the field of talent acquisition. We continue to deliver on our promise to provide customers with the very best unified hiring solution available. Enhancements in this version make Workforce Talent Acquisition easier to use and more powerful than ever, providing organizations with superior return on their hiring technology investment.”
For more information on Kronos, please visit www.kronos.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: Applicant Tracking, hiring, HR Technology, HRchitect, Kronos, Matt Lafata, Recruiting, sourcing, Talent Acquisition, Talent Management, workforce | Permalink
Posted by mattlafata
September 21, 2011
Leading talent acquisition & recruiting business software makes it easier for candidates to apply for job postings with new LinkedIn feature
HRchitect includes SmartSearch in our list of top Talent Acquisition Systems vendors that businesses should consider. Doug Coull, President & CEO, and LJ Morris, CTO with SmartSearch appeared on the HRchitect WebMingle on March 6, 2009. 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!
Advanced Personnel Systems, Inc. (APS), makers of the SmartSearch® applicant tracking system (ATS), announced the addition a new “Apply with LinkedIn” integration. An “Apply with LinkedIn” button can be included on job postings which enables candidates to select this option — instead of submitting a resume when applying for a position — and export their LinkedIn profile directly into the SmartSearch® ATS database. This portable feature works on any job posted on any site or job board and offers candidates the added advantage of updating their LinkedIn profile before applying, and shows them if anyone in their LinkedIn network is working at the company with the job opening. Any candidate who clicks the “Apply with LinkedIn” button that does not have a profile is given an opportunity to create one.
Similar to the “shared apply” function that SmartSearch offers with integration to major job boards including Monster and CareerBuilder, the “Apply with LinkedIn” feature is available to all SmartSearch users at no additional cost, with a choice of modes: AutoApply or PartialApply. The AutoApply mode automatically pulls in the candidate’s LinkedIn profile and allows them to bypass any online employment application or additional screening questions that may be posted. The PartialApply mode pulls in the candidate’s LinkedIn profile, but the applicant will still need to complete any missing data on the employment application or required screening questions.
“LinkedIn has become a top resource for recruiting professionals,” said Doug Coull, CEO at APS, “For many, it has become the site of choice for sourcing, research, business networking, and relationship building. Integration to LinkedIn in any aspect of our candidate management process is a hot-list item for our engineering team.”
In 2010, SmartSearch added the ability for users to post jobs to their LinkedIn profile status update with a link to their company web site and share that across LinkedIn Groups or send directly to selected contacts in their LinkedIn network. Other SmartSearch® LinkedIn integrations include research features such as the Company Insider that identifies people at a specified company, with a count of how many are already connected to the user’s LinkedIn account. In addition, SmartSearch® customers have the option of capturing applicant’s LinkedIn profile URL when they apply for jobs posted on their career sites. For LinkedIn “power users,” the system can be configured so that when users open a candidate or contact record, it automatically searches the LinkedIn community to see if a matching record can be found, and then updates the corresponding SmartSearch® record by adding the LinkedIn profile URL. Users have the option to manually initiate a search based on name, location, or company with a single click. SmartSearch® also supports paid job postings on LinkedIn. The new “Apply with LinkedIn” builds on these popular features by making it much easier for candidates to apply for jobs.
“SmartSearch® has always provided a full suite of relationship management tools to support social network sourcing with advanced XML feeds,” said LJ Morris, CTO of APS, “SmartSearch was one of the first ATS to enable users to access personal profiles and see related records posted on business and social networking communities such as LinkedIn.”
SmartSearch® is best known for the ability to seamlessly integrate with existing systems and applications for managing all employment-related information from one easy to use interface.
For more information on SmartSearch, please visit www.smartsearchonline.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition | Tagged: Advanced Personnel Systems, APS, ATS, CareerBuilder, hiring, HRchitect, LinkedIn; applicant tracking, Matt Lafata, Monster, SmartSearch, sourcing, Talent Acquisition, WebMingle | Permalink
Posted by mattlafata
September 18, 2011
Top job search site launches free resume search
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!
Indeed.com today announced the launch of Indeed Resume, an open search engine for resumes. Indeed Resume provides employers and recruiters instant access to millions of qualified candidates on the #1 job site. Indeed Resume is free during beta and available at http://www.indeed.com/resume.
“Resume search on Indeed is as fast and simple for employers as our job search is for job seekers,” said Chris Hyams, Indeed’s VP of Product.
Unlike the subscription-only resume databases of job boards, Indeed Resume is an open search engine. Searching for resumes is free and unrestricted and does not require an account. Employers can contact job seekers for free during the beta period.
“With no up-front costs or per-seat licenses, Indeed Resume is for everyone from the small business owner looking to make one hire to the Fortune 500 company filling thousands of openings,” said Hyams.
Indeed Resume enables 1-click apply to select jobs on Indeed.com, and offers job seekers privacy protection that traditional resume databases lack. Initial contact is brokered by Indeed and personal contact information (phone number, email, and address) remains private until the job seeker chooses to share it.
Searching for candidates is made possible using familiar “what” and “where” search boxes. Instant Search suggests common search terms and automatically displays results as you type. Resumes may be previewed without ever leaving the search results page, allowing employers to quickly view the details of candidates. Employers can set up unlimited saved searches and receive daily emails with new and updated resumes matching their search criteria.
Indeed Resume represents a significant expansion of the company’s services to employers and recruiters, building on its leadership as the #1 pay for performance recruitment advertising network.
For more information about Indeed.com, please visit www.indeed.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: Chris Hyams, HCM, hiring, HR Systems, HR Technology, HRchitect, Human Capital Management, Indeed.com, jobs, Matt Lafata, Recruiting, resumes, sourcing | Permalink
Posted by mattlafata
August 9, 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, last week announced operating results for the second quarter, ended June 30, 2011.
For the second quarter of 2011, Kenexa reported total GAAP revenue of $69.0 million, with non-GAAP revenue of $71.3 million after eliminating the $2.3 million GAAP adjustment to deferred revenue resulting from the October 2010 acquisition of Salary.com, Inc. Non-GAAP revenue was $44.9 million for the second quarter of 2010. Within total non-GAAP revenue, subscription revenue was $52.2 million for the second quarter of 2011, an increase of 45% compared with $36.1 million in the second quarter of 2010. Professional services and other revenue was $19.1 million for the second quarter of 2011, an increase of 119% compared to $8.7 million for the second quarter of 2010.
“Kenexa’s better than expected second quarter performance was the result of high customer interest levels, solid execution and Kenexa’s differentiated value proposition. An increasing number of organizations around the world are looking for a strategic HR solutions partner, and Kenexa’s unique combination of software, proprietary content and services is driving continued market share gains,” said Rudy Karsan, Chief Executive Officer of Kenexa. “We are increasing our outlook for 2011 based on our strong second quarter results and client momentum, though we continue to monitor the economic environment closely as macro data points remain highly variable on a global basis.”
Non-GAAP income from operations, which excludes share-based compensation expense, acquisition-related fees, amortization of acquired intangibles, the purchase accounting impact to Salary.com’s deferred revenue, a benefit related to a legal settlement, and non-recurring litigation charges, was $6.4 million for the three months ended June 30, 2011. This was above the Company’s guidance of $5.4 million to $5.8 million and represented an increase of 69% compared to non-GAAP income from operations of $3.8 million for the three months ended June 30, 2010.
Non-GAAP net income available to common shareholders, which excludes the items listed above and accretion associated with a variable interest entity, was $4.7 million for the three months ended June 30, 2011, compared to $3.1 million for the three months ended June 30, 2010. Non-GAAP net income available to common shareholders was $0.18 per diluted share for the quarter ended June 30, 2011, up 38% compared to $0.13 per diluted share in the second quarter of 2010. Non-GAAP net income per diluted share for the second quarter of 2011 was $0.01 above the Company’s guidance of $0.16 to $0.17 and included a $0.01 negative impact from higher shares outstanding. The Company’s follow-on offering of common shares during the quarter was not anticipated at the time guidance was provided.
Kenexa’s income from operations for the three months ended June 30, 2011, determined in accordance with GAAP, was $0.4 million, compared to income from operations of $1.7 million for the same period of 2010. GAAP net loss available to common shareholders was approximately $1.6 million, or a loss of $0.06 per basic and diluted shares for the three months ended June 30, 2011, compared to net income of $1.0 million, or $0.04 per basic and 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, cash equivalents and investments of $127.5 million at June 30, 2011, compared to $19.7 million at the end of the prior quarter. The increase in cash was primarily related to the company’s follow-on offering of common shares during the quarter, which provided $91.7 million in net proceeds including the execution of the overallotment option. The Company also generated $16.8 million in non-GAAP cash from operations for the second quarter.
Deferred revenue was $84.9 million at June 30, 2011, an increase of 47% from June 30, 2010 and up from $82.2 million at the end of the first quarter of 2011.
Other Second 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 $1.5 million, an increase from the over $1.1 million level in the second quarter of 2010.
- On May 25, the company completed a public offering of 3,450,000 shares of its common stock at $27.75 per share. Kenexa received net proceeds of approximately $91.7 million after taking into consideration the execution of the overallotment option and deducting underwriting discounts and commissions and offering expenses that are payable by Kenexa.
Business Outlook
Based on information as of today, August 2, 2011, the Company is issuing financial guidance as follows:
Third Quarter 2011*: The Company expects GAAP revenue to be $70.5 million to $72.5 million. Excluding the GAAP adjustment to deferred revenue, resulting from the Salary.com acquisition, the Company expects non-GAAP revenue to be $72.0 million to $74.0 million, and non-GAAP operating income to be $7.1 million to $7.5 million. Assuming an effective tax rate for reporting purposes of approximately 20% and approximately 28.0 million shares outstanding, Kenexa expects its non-GAAP net income per diluted share to be $0.19 to $0.20.
Full Year 2011*: The Company expects GAAP revenue to be $271.0 million to $275.0 million. Excluding the GAAP adjustment to deferred revenue, the Company expects non-GAAP revenue to be $279.0 million to $283.0 million, and non-GAAP operating income to be $27.5 million to $28.5 million. Assuming an effective tax rate for reporting purposes of approximately 20% and approximately 26.5 million shares outstanding, Kenexa expects its non-GAAP net income per diluted share to be $0.77 to $0.80.
* Kenexa’s non-GAAP results excludes stock based compensation expense, amortization of acquired intangibles, acquisition-related fees, the purchase accounting reduction for Salary.com’s revenue, a benefit related to a legal settlement, non-recurring litigation charges and accretion associated with a variable interest entity.
For more information on Kenexa, please visit www.kenexa.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: BrassRing, HCM, hiring, HR Systems, HR Technology, HRchitect, Human Capital Management, Kenexa, Matt Lafata, Recruiting, Rudy Karsan, sourcing, Talent Management | Permalink
Posted by mattlafata
August 9, 2011
Billings up 36% Year Over Year; Deferred Subscription and Support Revenue up 45% Year Over Year; Added 275 New Customers; 7 Greater Than $250k in Annual Subscription Value
HRchitect featured Taleo in our 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. Kevin Marasco, VP Brand Marketing with Taleo appeared on the HRchitect WebMingle on November 6, 2009. HRchitect attended the 2010 TaleoWorld conference and HRchitect’s Matt Lafata, one of the industry’s leading talent management systems analysts, attended Taleo’s annual Sales and Services meeting in 2010 & 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!
Taleo Corporation (NASDAQ: TLEO), the global leader of SaaS-based Talent Management solutions, last week announced strong results for its second quarter 2011.
“We saw exceptional growth and momentum across key metrics in our second quarter,” said Michael Gregoire, Taleo’s Chairman and CEO. “We are seeing more customers standardizing on Taleo across all areas of talent management and they tell us that the talent intelligence they garner from Taleo is giving them a powerful competitive advantage.”
Taleo delivered the following results for the second quarter 2011:
Second Quarter Revenue: Subscription revenue for the second quarter was $55.2 million, an increase of 15% on a year-over-year basis. Subscription revenue was reduced by a $6.5 million reserve for the settlement of claims asserted by the United States government. The claims related to a subcontract entered into in 2002 through which services were provided to the Transportation Security Administration (“TSA Settlement”). For further details on the TSA Settlement, please see our report on Form 8-K filed on August 4, 2011. Professional services revenue for the second quarter was $14.5 million, an increase of 74% on a year-over-year basis. Total revenue for the second quarter was $69.7 million, an increase of 24% on a year-over-year basis, which includes the reduction of $6.5 million reserve for the TSA Settlement.
Non-GAAP subscription revenue for the second quarter was $63.6 million, an increase of 32% on a year-over-year basis. Non-GAAP professional services revenues for the second quarter was $15.2 million, an increase of 82% on a year-over-year basis. Non-GAAP subscription revenue for the second quarter has not been reduced for the $6.5 million TSA Settlement. Total second quarter non-GAAP revenue was $78.7 million, an increase of 39% on a year-over-year basis.
Second Quarter Loss per Share: Second quarter net loss per share was $(0.20), compared to a net loss per share of $(0.04) a year ago.
Significant items impacting net loss per share included:
- The TSA Settlement, which reduced second quarter revenue by $6.5 million;
- An agreement reached with Kenexa, disclosed in our filing on Form 8-K on July 5, 2011, under which we agreed, among other things, to dismiss with prejudice all outstanding lawsuits, to cross license certain patents, and to make a one-time cash payment of $3.0 million. The agreement resulted in a $2.4 million charge to general and administrative expenses in the second quarter; and
- $3.2 million in cumulative refundable tax credits associated with Taleo’s acceptance during the second quarter into a Quebec provincial investment tax credit program for 2009, 2010 and 2011. The credits were reflected as a reduction in cost of revenues and operating expenses in the second quarter.
Non-GAAP net income per fully diluted share was $0.27, compared to non-GAAP net income per fully diluted share of $0.14 a year ago.
An explanation of the non-GAAP measures used in this press release is included in the section below titled “Non-GAAP Financial Measures” and a reconciliation of GAAP to the non-GAAP financial measures has been provided in the tables included as part of this press release.
Cash: Cash generated from operations for the first half of 2011 totaled $19.4 million as compared to $21.3 million in the first half of 2010. Cash flow in 2011 has been impacted by the settlement of the Kenexa lawsuits, acquisition related spending and working capital requirements. Total cash and cash equivalents finished the quarter at $148.4 million, a decrease of $96.5 million from the prior year due primarily to the acquisitions of Learn.com and Cytiva.
Customers: In the second quarter, 275 new customers chose Taleo’s Talent Management solutions for recruiting, performance, learning and/or compensation management, including: Western Union, Bausch & Lomb Incorporated, Devon Energy, Invesco and Volkswagen Group of America. In the second quarter we were awarded 7 new contracts of $250,000 or larger in first year subscription revenue, underscoring the market interest in larger, global deployments and in multiple component suite solutions.
Billings: Billings, defined as the change in short-term deferred subscription revenue plus non-GAAP subscription revenue, was $69.2 million in the second quarter, up 36% year-over-year.
For more information on Taleo, please visit www.taleo.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: Cytiva, HCM. human capital management, hiring, HR Systems. HR Technology, HRchitect, Learn.com, learning, Matt Lafata, Michael Gregoire, Performance, Recruiting, sourcing, Talent Acquisition, Talent Management, Taleo, WebMingle | Permalink
Posted by mattlafata
July 29, 2011
Report identifies screening trends and best practices based on survey of human resource and security professionals
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!
HireRight, a leading provider of employment screening solutions, today announced the availability of the HireRight Employment Screening Benchmarking Report, 2011 Edition. This popular report identifies common screening practices and important issues and trends related to background checking, drug and alcohol testing, and employment eligibility. It is based on a survey of nearly 1,800 human resources, talent management, recruiting, security, safety and other professionals from organizations of all sizes across a broad range of industries around the world. A copy of the report can be accessed at www.hireright.com/benchmarking.
“The HireRight Employment Screening Benchmarking Report is now in its fourth year and has become an important informational tool for organizations to reference in designing and fine-tuning their employment background checking, drug testing, and employment eligibility programs,” said Mike Petrullo, HireRight president and CEO. “Our goal with the report is to help employers gain a better understanding of what their peers are dealing with and how other organizations construct and operate their employment screening and eligibility programs.”
The 2011 Benchmarking Report shows a modest continuation of hiring and retention optimism that began in 2010. Ninety percent of organizations surveyed expect no decline in their workforce this year, and 51 percent anticipate an increase in hiring as compared to only 43 percent last year. Anticipated hiring reported will primarily consist of full-time employees instead of contingent labor, which is consistent with past job recovery trends.
With the need to hire full-time employees moving front and center, the role of screening in the hiring process is being emphasized by organizations. Survey respondents placed the finding and retaining of quality talent as their top current talent management challenge, and the reduction in time-to-hire was their primary screening challenge. Stressing the importance of screening practices in making quality hiring decisions, nearly half of respondents indicated they conduct employment background and drug screening to improve quality-of-hire.
Employers continue to globalize their screening programs with almost half of respondents indicating they check the global backgrounds of domestic hires and more than a third report screening workers outside of the U.S. Similarly, less than half of employers who utilize contingent labor reported screening this portion of their workforce, representing a potential security risk.
The report also includes key survey findings on the:
- Primary reasons for employment screening
- Most common searches and tests performed by employers
- Impact of evolving regulatory and compliance legislation on screening
- Prevalence of screening programs for vendor employees, temps and contractors
- Current trends in emerging issues such as credit checks, social media screening and medicinal marijuana policies
“Employers continue to share the benefits realized through employment background and drug screening, including improving the quality of their hires, mitigating risks, and maintaining compliance,” said Rob Pickell, HireRight senior vice president of customer solutions. “Interesting survey statistics on employment issues such as workplace violence, achieving compliance, companies’ programs for drug and alcohol testing, global screening, social media use, and policies on screening non-employees are just some of the other topics covered in the report.”
For more information on HireRight, please visit www.hireright.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: Applicant Tracking, Background Screening, compliance, HCM, HireRight, hiring, HR Systems, HR Technology, HRchitect, Human Capital Management, Matt Lafata, Mike Petrullo, Rob Pickell, screening, sourcing, Talent Acquisition, Talent Management | Permalink
Posted by mattlafata
July 27, 2011
Peoplefluent Delivers Customers Immediate Access to Talent Pool of Over 100 Million Candidates Worldwide; Increases Quality of Hire and Streamlines Recruiting Processes
HRchitect includes Peoplefluent in our list of top Talent Acquisition Systems vendors and top Talent Management Systems vendors that businesses should consider. 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!
Peoplefluent, offering a unique combination of best-of-breed suite solutions for Talent Management, Vendor Management and Workforce Compliance and Diversity, today announced it is working with LinkedIn to connect its customers with over 100 million potential applicants worldwide, further generating quality of hire and streamlining recruiting processes. Today’s news, in conjunction with the “Fluency on the Move” mobile product line introduced by Peoplefluent earlier this month, underscores the Company’s intuitive talent management strategy designed to drive engagement by creating innovative, immediate and interactive experiences through the communities, devices and methods naturally preferred and undertaken by the user.
“The individual is today’s new system of record. In an emerging landscape, where shifting cultural and professional dynamics and rapidly evolving technology enablement have changed the relationship between employees and employers, LinkedIn has become the preeminent resource for individual Talent Profiles,” said Charles S. Jones, Chairman and CEO of Peoplefluent. “Consistent with our overarching intuitive talent management strategy and recent product innovations, we are helping our customers find the talent they need by giving them the easy, engaging and immediate ability to meet potential candidates where they already are — in their own powerful interactive communities.”
Concur, as a global leader in integrated travel and expense management, is the first of several Peoplefluent customers to expand its existing Peoplefluent Recruiting Solution with the “Apply With LinkedIn” integration. The company will implement the “Apply with LinkedIn” functionality across all of its career sites and its corporate site, in a phased strategy over the next several months, beginning with TripIt, their leading mobile trip organizer.
“LinkedIn represents a highly qualified and professionally engaged pool of talent, and it’s in Concur’s best interest to make the application process as easy as possible,” said Shelly Holt,Director of Global Staffingfor Concur. “We are committed to reaching and identifying the highest quality candidates for our rapidly growing business units like TripIt, and to making every interaction with our business a simple and welcoming experience. We are delighted about the impact that this integration will have on our recruiting initiatives, beginning with TripIt.”
Further expanding the functionality of its broad Recruiting Solution, Peoplefluent has developed key product integrations with LinkedIn’s leading professional platform. With this effort, Peoplefluent is streamlining the application process for job seekers and broadening the candidate pool for companies worldwide.
Citrix, a leading provider of virtual computing solutions that help people work from anywhere on any device, strives to provide the company’s hiring managers and candidates with simple, efficient tools, such as Peoplefluent’s Talent Management suite. “As a long-term Peoplefluent customer, we’re excited to enhance the recruiting and application experience with this innovative technology,” said Rich Berger, Senior Director Citrix Global HRIS.
“This is a great tool for candidates to streamline their application experience with Citrix. We are strengthening our social media and bridging the gap between LinkedIn profiles and our application process,” said Melissa Thompson, Director, Citrix Talent Acquisition. “We look forward to adding ‘Apply With LinkedIn’ to our Peoplefluent RMS implementation later this summer.”
Peoplefluent will offer two “Apply With LinkedIn” plug-in integration options to its Recruiting Solution customers. The first option will, through a one-click apply process, populate relevant LinkedIn profile information into the Peoplefluent recruiting system. Designed to streamline the application process for people who maintain rich professional profiles on LinkedIn, this will serve to broaden our customers’ applicant pool of high-quality candidates both actively and passively looking for new opportunities. The second option couples the convenient submission process of the first, while adding compliance and candidate screening alternatives for global enterprise customers. A one-click process will access a candidate’s profile data and populate the information into existing application forms on the career site. This process further allows the candidate to provide supplemental application documents, complete assessment forms and provide any other data necessary that is not typically stored in a profile, but is required as part of the application process.
For more information, please visit www.peoplefluent.com.
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: Authoria, Charles Jones, diversity, HCM, hiring, HR Systems, HR Technology, HRchitect, Human Capital Management, LinkedIn, Matt Lafata, Peopleclick, peoplefluent, Recruiting, RMS, sourcing, talent acquisition applicant tracking, Talent Management, Talent Profiles, vendor management, workforce compliance | Permalink
Posted by mattlafata
July 27, 2011
HRchitect includes Lumesse in our list of top Talent Acquisition Systems and Top Talent Management Systems vendors that businesses should consider. 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!
Lumesse, a global leader in integrated talent management solutions, is pleased to announce that it has been successful in winning ISO/IEC 27001 certification for its Lumesse TalentLink talent acquisition (e-recruitment) services. As a provider of Software-as-a-Service (SaaS) integrated talent acquisition and talent management solutions for 1,700 of the world’s leading companies, security of data relating to job applicants and employees is an increasingly important priority for Lumesse customers in a connected world:
“We are seeing increased interest in mobile data access, especially in the light of our recent launch of the Lumesse Mobile* app for Android, Apple iOS and Blackberry, and our ‘Apps for Everything’ philosophy,” said Matthew Parker, Lumesse CEO. “That puts even greater emphasis on having world-class information security controls, so the award of ISO/IEC 27001 certification to our global TalentLink services couldn’t be more timely. It also underlines our commitment to compliance and to the internationally accepted standards that major global customers increasingly demand of SaaS and cloud-based service providers.”
ISO/IEC 27001:2005 specifies the requirements for establishing, implementing, operating, monitoring, reviewing, maintaining and improving a documented Information Security Management System within the context of the organization’s overall business risks. It specifies requirements for the implementation of security controls customized to the needs of individual organizations or parts thereof. ISO/IEC 27001:2005 covers all types of organizations, including commercial enterprises, government agencies, and not-for profit organizations. For more information please visit: http://www.iso.org/iso/home.htm
* Lumesse Mobile is a device-independent application that works on Android, Apple iOS and BlackBerry devices. The application is optimised for efficient use of mobile data tariffs, connecting securely to the SaaS-based Lumesse TalentLink platform through any mobile data connection. Lumesse has committed to releasing regular updates of the app to increase its capability to reflect the growing power of smartphones and tablets, and the increasing use of such devices as primary corporate information tools.
For more information on Lumesse, please visit www.lumesse.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: Applicant Tracking, eRecruitment, HCM, hiring, HR Systems, HR Technology, HRchitect, Human Capital Management, ISO, Lumesse, Matt Lafata, Matthew Parker, Recruiting, sourcing, StepStone, Talent Acquisition, Talent Management, TalentLink | Permalink
Posted by mattlafata
July 25, 2011
Highlights Include Continued Global Client Expansion, More Than 5 Million End Users, Strategic Hires, New Partnerships and Award Recognition
HRchitect featured SilkRoad in our 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. SilkRoad competed in the HRchitect Beauty Pageant on Onboarding Systems in January 2009, and the HRchitect IRONMAN on Mid-Marketing Talent Acquisition Systems on June18, 2010, where they were crowned the winner of each. Brian Platz, EVP and COO of SilkRoad also appeared on the HRchitect WebMingle on March 20, 2009. Finally, HRchitect attended the SilkRoad user conference, SilkRoad Connections, in May 2010 and May 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!
SilkRoad technology, inc., a leading provider of talent management solutions, announced today the second quarter of 2011 marked the strongest quarterly results in company history, achieving a record number of new clients, monthly recurring revenue and bookings. Top talent brands choosing to partner with SilkRoad as their strategic talent management vendor included LivingSocial, Queensland Bank, Oceus Networks, Mighty River Power, Meridium and Bingham Hospital. SilkRoad also surpassed more than 5 million global end users in more than 80 countries.
This quarter SilkRoad expanded its global operations with a new corporate office in London, England, enabling the firm to better meet the increasing talent management needs of businesses throughout the United Kingdom, Nordics and Netherlands. This expansion adds to SilkRoad’s list of recently opened corporate offices in France and Japan and follows the $40 million investment raised in late 2010 to capitalize on the increasing global market demand for talent management solutions.
SilkRoad announced this month the appointment of a new CMO, Wm. Edward Vesely. Vesely is responsible for worldwide marketing and has more than 22 years of marketing experience. He brings to SilkRoad a consistent record of growing revenue, market share and business valuation with his experience in global marketing and channel development.
Also in the second quarter, SilkRoad announced strategic partnerships with companies HireRight and WorkStrategy. SilkRoad and HireRight, a leading provider of employment screening solutions, will provide joint customers with a new pre-integrated solution to help them manage their employment screening programs more efficiently, and make better-informed hiring decisions. SilkRoad’s recruiting management solution OpenHire has been seamlessly integrated with HireRight, through the HireRight Connect integration platform, to increase efficiency and provide faster turnaround for SilkRoad clients through the employment screening process.
SilkRoad’s partnership with WorkStrategy, a leading provider of innovative human resource management and technology services, will make SilkRoad’s RedCarpet onboarding and life events management solution more accessible to WorkStrategy’s customers operating in an integrated ERP-based human capital management (HCM) environment. This partnership will enable SilkRoad to enhance its existing Oracle-PeopleSoft customer deployments by leveraging WorkStrategy’s PeopleSoft integration expertise including data management, user accessibility, and workflow automation.
“Our continued expansion and client growth, exciting partnerships with HireRight and WorkStrategy, and recognition across the industry has made Q2 2011 the best quarter in company history,” said Andrew J. “Flip” Filipowski, Executive Chairman and CEO of SilkRoad technology. “We’re excited about our expansion, which includes new team members and offices across the globe, and a new CMO leading our worldwide marketing efforts. 2011 has already been an amazing year for us.”
Also in Q2, the company was honored as a “Customer Service Department of the Year” in The 2011 American Business Awards, America’s premier business awards program. This is the fifth consecutive year SilkRoad has been recognized by the American Business Awards for its customer service. The Network Products Guide, the industry’s leading technology research and advisory publication, also honored the company by naming SilkRoad a finalist in the 6th Annual 2011 Hot Companies and Best Products Award categories for its Life Suite. SilkRoad has also been recognized by Network Product Guide multiple times for its product innovation.
For more information on SilkRoad, please visit www.silkroad.com
Matt Lafata, HRchitect
Leave a Comment » | HR Technology, Talent Management, HCM, Human Capital Management, HR, Recruiting, Talent Acquisition, Learning Management | Tagged: HRchitect, Talent Management, HCM, HireRight, Matt Lafata, HR Technology, Talent Acquisition, Recruiting, SilkRoad, Onboarding, Applicant Tracking, OpenHire, RedCarpet, Human Capital Management, WebMingle, Brian Platz, HR Systems, Andrew Filipowski, Performance, sourcing, learning, hiring, screening, employment, ed vesely, workstrategy | Permalink
Posted by mattlafata
