Cornerstone OnDemand Foundation Transforms K-12 Education Organizations with Talent Management Software and Support…from Cornerstone

January 6, 2012

 

The Foundation works with 11 education non-profits, schools and school districts to help improve teacher performance and drive student achievement

HRchitect featured Cornerstone OnDemand in our first release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. Charles Coy participated in the HRchitect WebMingle on January 16, 2009 and again on December 8, 2011. HRchitect attended and sponsored Cornerstone’s user 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 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!

 

The Cornerstone OnDemand Foundation, which helps to provide non-profits with talent management software and services for managing their people and increasing their impact in the communities they serve, today announced it now has 11 education non-profits, schools and school districts participating in its Strategic Partnership Program. Program participants are awarded a two-year contract to receive Cornerstone OnDemand’s (NASDAQ: CSOD) learning and talent management software, as well as consulting services, at no cost.

The Foundation works closely with education organizations to help them improve teacher and administrator performance – and, in turn, help students succeed in the classroom – through the use of learning, performance and talent management tools and best practices. This includes New Leaders, one of the Foundation’s inaugural participants in the program. New Leaders works to ensure high academic achievement for every student by developing transformational school leaders and advancing the policies and practices that allow great leaders to succeed.

“We believe if we can become more effective as an organization, we will be even more successful at developing school leaders who can transform our underperforming schools and raise student achievement,” said Chip Ross, executive director, people development and human resources for New Leaders. “Cornerstone’s software and support have been transformative because they give us the ability to train, develop and manage our employee population in a way that we’ve never had the ability to do before. Through our close collaboration with the Foundation’s team, we were able to really think through our talent strategy in order to be even more effective in delivering on our mission of high academic achievement for all students.”

Other education organizations participating in the Cornerstone OnDemand Foundation’s Strategic Partnership Program include Big Brothers Big Sisters Lone Star; Boys & Girls Club of America; Building Educated Leaders for Life (BELL); California Community Foundation; Citizens Schools; Friendship Public Charter School; Jumpstart; KIPP; The New Teacher Project; San Francisco Unified School District; and Teach for America.

“The growth of metrics-driven charter schools, combined with the Obama Administration’s focus on accountability, are causing more K-12 educators to seek out better ways for improving and demonstrating teacher effectiveness,” said Julie Brandt, executive director of the Cornerstone OnDemand Foundation. “Talent management is a relatively new conversation in the education sector, given that schools have not traditionally had the resources to invest in or apply these types of technologies and strategies. But when used properly, they can help empower teachers and administrators to be excellent at what they do.”

Since launching in 2009, the Foundation has welcomed a total of 26 non-profits to the Strategic Partnership Program. This includes U.S. and international organizations with an emphasis on education, workforce development and disaster relief, which are the three focus areas of the Foundation. In addition to the Strategic Partnership Program, Cornerstone’s software and services are available to all non-profits at significant discounts.

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


Taleo Helps Facebook Users Realize Their Full Potential in Today’s Job Market…from Taleo

September 30, 2011

 

Professional Tagging on Talent Exchange Uses Authentic Feedback From Peers to Build Reputations

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!

 

There’s something new for professionals to “Like” on Facebook — a way to build their reputations among peers and top companies by using authentic feedback on their skills and abilities to create a unique view into who they are and what they have to offer.

The new feature is available only to users of Talent Exchange from Taleo Corporation (NASDAQ: TLEO), the global leader of SaaS-based Talent Management solutions. Talent Exchange for Facebook is an implementation of Taleo’s open online marketplace where more than 5,000 companies can connect with candidates.

Leveraging the popularity of tagging among Facebook’s 750 million users, Talent Exchange adds analysis and rankings that people can use to help them get ahead in the job market. In Talent Exchange, friends and colleagues can tag a user’s profile with short feedback on that person’s skill set, strengths and work ethic. Taleo then analyzes and ranks each user’s feedback and network activity so individuals can measure how they compare with peers in their field. Talent Exchange also uses game-style features like badges and leader boards to encourage users to tag more often, which in turn leads to more comprehensive rankings. The new features are available to everyone who joins Talent Exchange, whether through Facebook or directly at talentexchange.com.

Talent Exchange also helps give professionals a head start on their next career move by exposing their reputation and marketplace ranking directly to recruiters and hiring managers who work daily in Taleo’s recruiting software. And as soon as a hiring need is created by a Taleo customer, that opportunity is immediately available on Talent Exchange. This gives Talent Exchange users a first look at the latest job openings, often before they’re posted elsewhere.

By making use of both keywords and tags, Talent Exchange also introduces a better way to search people. Recruiters and hiring managers can also navigate a user’s network based on the tags given and tags received to find talent associated with that individual.

“Talent Exchange helps Facebook users realize their full potential by building and promoting their reputation among peers and top companies — a reputation enhanced by objective endorsements from the people who know them best,” said Jason Blessing, executive vice president, products and technology at Taleo. “Whether professionals sign up through our Facebook application or directly at talentexchange.com, they now can leverage relationships and opportunities more effectively and elegantly than ever before.”

When they join Talent Exchange, users automatically become better prepared to quickly pursue new opportunities. Their first step is to create a Universal Profile. The Universal Profile is an online resume that allows users to enter their information once and then apply for multiple jobs without re-entering the same information again and again. That information, which can highlight skills, experience and career goals, is also instantly viewable by the companies that use Taleo solutions to recruit and manage talent. Recruiters and hiring managers at more than 5,000 companies worldwide use Taleo to recruit and hire roughly 1 million people a year.

Taleo also makes it easier to pursue new opportunities in real time through a free mobile app called Taleo Radar. An extension of Talent Exchange, Taleo Radar combines location-based mobile technology with talent intelligence to pinpoint opportunities and match them with professionals whose skills and experience make them candidates for job openings, new business pitches, or professional collaboration and networking. The new app is available from the iTunes AppStore for Apple iPhone, iPad and iPod touch running iOS 4.0 and later. Taleo also plans to release Taleo Radar on Android and BlackBerry platforms.

Anyone can join Talent Exchange on Facebook at https://apps.facebook.com/talentexchange/, or directly at talentexchange.com. There is no cost to join.

For more information on Taleo, please visit www.taleo.com

 
Matt Lafata, HRchitect


Kenexa and SkillSoft Announce Alliance to Integrate Next Generation Talent Management Solution with Leading Learning Content…from Kenexa

September 30, 2011

 

Addresses Growing Market Demand for Combination of Performance with Learning Management

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, and SkillSoft, a leading SaaS provider of e-learning content, technology and services, today announced a strategic alliance to  integrate and market Kenexa’s Global Talent Management solutions with SkillSoft’s learning content and platform technology.  This collaboration uses SkillSoft’s Open Learning Services Architecture (OLSA), which utilizes web services technology, to provide richer content and user experiences for the enterprise market.

Under the alliance, the companies will bring together SkillSoft’s learning content and underlying SkillPort platform capabilities with the Kenexa 2x Integrated Talent Management platform and 2xPerform performance management suite. Joint customers will benefit from the unique combination of Kenexa Recruiting, On boarding, Performance Management and its  competency libraries, which are used to identify candidates’ skill sets and gaps with SkillSoft’s learning management platform for delivery and tracking of content and courseware, as well as streamlined access to SkillSoft’s high quality content libraries.

“Kenexa has been an admirer of SkillSoft for a number of years and we are delighted to now be a strategic partner with a company so universally recognized for its learning content and platform technology.  We have already partnered with SkillSoft on a number of new opportunities and our existing customer base is extremely excited by the potential of seamless access to content directly from Kenexa platforms. Our customers recognize the need to identify, launch and manage learning solutions through their Performance Management solution,” Kenexa’s Eric Lochner, President, Global Talent Management commented.

“SkillSoft believes this collaboration with Kenexa, a leader in integrated talent management, will provide substantial value to our mutual customers and will open up entirely new opportunities with companies who share the vision for making learning content more fluidly available throughout the talent management process.  Kenexa’s vision and enthusiasm around OLSA, not just for learning platform support but more seamless content access, raises the bar for the industry and improves the overall experience for enterprise clients,” said John Ambrose, Senior Vice President, Strategy, Corporate Development and Emerging Business for SkillSoft.

The Kenexa 2x platform was designed to integrate all talent management functions and data, including a unified talent record, mobile tools and robust analytics, into one single system that provides a consistent user interface, security features and reporting engine while allowing for a customer’s future global expansion. The powerful performance management software gives companies the information they need to make strategic decisions based on a holistic view of their workforce. Kenexa’s Software-as-a-Service (SaaS) model is complemented by its drive to deliver extreme service with a commitment to accuracy, timeliness, responsiveness, and mutual learning.

Kenexa 2x Perform is available now for annual subscription. For more information, visit http://www.kenexa.com/performance-management.

SkillSoft’s OLSA is a suite of web services that seamlessly integrate multiple types of content resources and learning application services, as well providing a means for integration with third-party systems faster and more efficiently.

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

 
Matt Lafata, HRchitect


iCIMS Welcomes Erinn Tarpey as Director of Marketing…from iCIMS

September 23, 2011

 

HRchitect featured iCIMS 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. iCIMS competed in the HRchitect Beauty Pageant on Talent Acquisition Systems in 2008 and mid-market Talent Acquisition Systems in 2009, where they were crowned the winner of each. Adam Feigenbaum and Susan Vitale from iCIMS previously appeared on the HRchitect WebMingle.

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!

 

iCIMS, a leading provider of Software-as-a-Service talent management solutions, today announced the appointment of Erinn Tarpey as Director of Marketing. In her role, Tarpey will oversee iCIMS’ operational marketing activities and is responsible for extending global brand awareness of the company’s solutions and services.

Prior to joining iCIMS, Tarpey led the marketing efforts for two SaaS Procure-to-Pay solution providers serving Fortune 1000 organizations: Vinimaya, Inc. and PurchasingNet, Inc. While at PurchasingNet, Tarpey’s online marketing strategy, incorporating a redesigned, SEO-compliant website and integrated e-marketing campaigns, helped to increase lead generation by 25% and almost double company sales in just two years.

With more than 16 years of B2B and B2C marketing experience gained on both the agency and client sides, Tarpey will play a key role in managing iCIMS’ marketing strategy, prospect demand generation efforts, customer cross-sell and up-sell strategy, staff development, events, internal communications, and analyst and press relations. “Erinn brings a broad range of experience from other industry-leading SaaS solution providers and B2B advertising agencies; her involvement is sure to help us further position iCIMS as the premier provider of a flexible, easy-to-use Talent Platform that can serve a wide span of organizations,” said Susan Vitale, Chief Strategic Officer, iCIMS.

“I’m very pleased to join the iCIMS family at this exciting time in the company’s development,” stated Tarpey. “In addition to the strong executive leadership at the organization, I was compelled by iCIMS’ focus on continuous innovation and delivering a customer experience that is second to none in the industry,” Tarpey continued. “My goal is to share the iCIMS story with a larger audience of businesses and ensure that our existing customers continue to get value from iCIMS by expanding their use of the Talent Platform into other areas such as recruitment marketing, on-boarding and employee data management,” Tarpey concluded.

iCIMS’ product, the Talent Platform, enlists multiple comprehensive product and customer service offerings, simplifying HR tasks for human resources personnel, globally. The platform supports candidate and employee management programs from applicant tracking to onboarding, performance management, employee data management, and more. Named the mid-market leader for business platform solutions, iCIMS supports the talent management needs of HR professionals worldwide.

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

 
Matt Lafata, HRchitect


Healthcare Industry Turns to Talent Management Software to Meet Compliance Requirements, Improve Patient Care…from Cornerstone OnDemand

September 22, 2011

 

New Cornerstone OnDemand white paper shares best practices for helping healthcare HR leaders evolve their people management and development strategies

HRchitect featured Cornerstone OnDemand in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. Charles Coy participated in the HRchitect WebMingle on January 16, 2009. Cornerstone OnDemand participated in the Talent Management Systems Beauty Pageant in December 2008, where they were crowned the winner.

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!

 

Changes in the healthcare industry, such as consolidations, nursing and IT staff shortages, and increasingly detailed regulatory compliance needs, are requiring healthcare HR leaders to evolve their employee development and management strategies. A new white paper from Cornerstone OnDemand (NASDAQ: CSOD), “Talent Management for Healthcare: Facilitating Organizational Excellence and Outstanding Patient Care,” shares how leveraging talent management software, combined with the right strategies, can help healthcare providers better meet compliance requirements, address skill gaps, streamline processes and improve the quality of patient care.

Compared to other industries, Bersin & Associates research shows that healthcare has traditionally been slow to adopt and implement talent management automation and processes. This includes processes for training and development, performance management, onboarding and succession management.

“Today’s comprehensive HR software solutions make it much easier to establish common processes and track and report on employee information across even the largest, most dispersed health systems,” said Julie Norquist Roy, VP of marketing for Cornerstone OnDemand. “From blended learning and real-time performance observation to compliance assessments, organizations now have the ability to automate and integrate processes that tend to be paper-based or conducted in silos. And by empowering employees with appropriate training and development support, we’ve seen our clients improve working environments and boost staff retention.”

One organization that is successfully managing the compliance needs of its medical community is the St. Louis-based BJC HealthCare. BJC uses Cornerstone’s learning and development platform, as well as Cornerstone’s performance observation checklist functionality, to standardize clinical competencies across its hospital system and observe and measure competencies and performance in the field in real-time. This helps to ensure superior patient care and safety, as well as compliance with accreditation standards and requirements imposed by Joint Commission, the Centers for Medicare and Medicaid Services (CMS) and state agencies.

To jump-start learning and talent initiatives in a healthcare organization, Cornerstone’s white paper recommends these five steps:

 

  • Build with an eye toward integration. A strong learning management system will benefit from onboarding, performance and succession initiatives. To maximize the value of your investment, consider targeted, formal development programs for employee supervisors.
  • Automate job descriptions with a foundation of competencies. Standardize job descriptions and competencies to create a common culture in large healthcare systems and build job profiles that will guide career development, training and performance improvement across your organization.
  • Build internal talent pools. Grow your own talent by implementing appropriate talent management and learning tools. This makes identifying high-potential employees and developing critical skills easier to accomplish.
  • Collaborate to build a comprehensive succession strategy. HR can and must play a crucial role in facilitating the next generation of leadership. Technology can identify the gaps and assign development plans for designated successors.
  • Leverage the power of software-as-a-service (SaaS). Healthcare employers can now rapidly implement talent solutions at a far lower cost and with greater operational efficiency. Other advantages include less time to ROI.

 

Healthcare organizations such as Mount Sinai Medical Center, New York-Presbyterian Hospital, Sanford Health and WellSpan Health use Cornerstone’s comprehensive SaaS solution to streamline their people management processes. To learn more about talent management best practices for healthcare or read more about BJC HealthCare’s initiatives, download the white paper at http://www.cornerstoneondemand.com/talent-management-healthcare-facilitating-organizational-excellence-and-outstanding-patient-care.

For more information about Cornerstone OnDemand, visit www.cornerstoneondemand.com.

 
Matt Lafata, HRchitect


LinkedIn “Apply Now” Integration Added to SmartSearch® Applicant Tracking System…by SmartSearch

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


SilkRoad technology Appoints Roland Berthelot as Senior Vice President of Global Services…from SilkRoad

September 16, 2011

 

Cloud Computing Veteran to Lead Customer Implementation Experience

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 cloud-based talent management solutions, announced today that Roland Berthelot has been appointed Senior Vice President of Global Services. With more than 10 years of experience in cloud computing, consulting and sales, Mr. Berthelot joins SilkRoad with proven expertise in transforming business operations through a Software-as-a-Service (SaaS) delivery model for major Fortune 500 companies. Mr. Berthelot will report directly to Brian Platz, COO of SilkRoad.

Mr. Berthelot brings extensive experience in the implementation and deployment of SaaS offerings across multiple industries. With specialties in manufacturing, media and financial services, Mr. Berthelot has helped companies maximize the customer experience through on-demand SaaS-based platforms. Mr. Berthelot will be leading SilkRoad’s global services organization, responsible for all aspects of delivery including strategic services, professional service and strategic learning services.

“Roland comes to SilkRoad with deep expertise and firsthand knowledge of exactly how SaaS can transform business operations. Over his career, he has helped thousands of companies increase productivity and reduce costly software investments and updates by adopting SaaS models,” said Brian Platz, COO of SilkRoad. “His track record in the successful implementation and deployment of SaaS-based platforms will certianly elevate our award-winning customer service model.”

Prior to SilkRoad, Mr. Berthelot was the senior director of delivery services at Bluewolf, a consultancy focused on improving business performance through cloud computing. During his time with Bluewolf, Mr. Berthelot led the growth of its major SaaS delivery practices, including Salesforce.com and Big Machines. Previously, he held leadership roles in sales and operations at CCC Information Services, TravelCLICK and Kohler Co.

“The SaaS delivery model can be leveraged to transform and transcend the customer experience,”said Roland Berthelot, Senior Vice President of Global Services at SilkRoad. “I look forward to working with SilkRoad to enhance and maximize our award-winning customer experience through the implementation and deployment of its SaaS-based talent management solutions.”

Mr. Berthelot received his B.A. from Michigan State University and his M.B.A. from Grand Valley State University.

For more information on SilkRoad, please visit www.silkroad.com

 
Matt Lafata, HRchitect


Taleo and LinkedIn Harness the Power of Social Recruiting…from Taleo

September 12, 2011

 

Taleo Enterprise(TM) Combines the Power of Taleo Recruiting(TM) With the World’s Largest Professional Network on the Internet
Now LinkedIn Members Can Submit Information From Their Profiles Faster When Applying for Jobs That Use Taleo’s Talent Management System
Recruiters Gain Instant Access to the Right Information at the Right Time by Seeing LinkedIn Profile Data Within Taleo, and Getting Access to Taleo’s Profile Information in One Click From LinkedIn Recruiter

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, and LinkedIn Corporation (NYSE: LNKD), the world’s largest professional network on the Internet, today announced two new integrated features that make it simpler and faster for professionals to apply for jobs at companies using Taleo’s talent management solutions, and for recruiters at those companies to hire the best talent.

Two new features work together to integrate Taleo Recruiting™ with LinkedIn functionality:

LinkedIn Profile Upload, which leverages Apply with LinkedIn technology, allows candidates to pull their LinkedIn profile content into a career website with the click of a button, rather than manually entering this data. This new tool cuts the time required to submit this information by allowing candidates to use their LinkedIn profile to populate work experience, education and contact information. After the profile information populates, candidates can modify or customize the information to align with the position they’re seeking. For Taleo customers, LinkedIn Profile Upload improves the ability to hire top talent by increasing the size of candidate pools by reducing the drop-off rates on an application form.

LinkedIn Preview gives any recruiter and manager the ability to view LinkedIn’s 120 million profiles directly through Taleo Recruiting. Taleo customers with a LinkedIn Recruiter account benefit from additional capabilities that make it easier for recruiters to collaborate with their colleagues, discover candidates, and track their progress during the application process. Firstly, they can quickly access the candidate’s full LinkedIn profile and see which candidates have already been viewed by their colleagues using Taleo. Secondly, users who have both Taleo Recruiting and LinkedIn Recruiter can now instantly access Taleo profile information from LinkedIn Recruiter and open the full Taleo profile with one click.

Because LinkedIn profiles frequently feature more current information than applicant data stored in a candidate database, the new integration capabilities make life easier for both candidates and recruiters by ensuring candidate data is up to date. This also helps companies pinpoint and engage passive candidates who, while not actively applying for jobs, maintain LinkedIn profiles that reveal they possess critical skills for hard-to-fill jobs.

“As more and more information is stored in the cloud, accessing that information to apply for a job should be much simpler than it has been to date as candidates have had to enter the same information again and again as they submit multiple applications,” said Jason Blessing, executive vice president of Products and Technology at Taleo. “At the same time, recruiters wanting to engage with LinkedIn members have had to toggle between LinkedIn and Taleo to learn more about their candidates. The latest release of Taleo Enterprise gives recruiters the right information at the right time while relieving both of these challenges.”

“Our integration with Taleo further reveals how professional networking can connect the best candidates with employers,” said David Hahn, vice president, product management, at LinkedIn. “We’re proud to work with Taleo to bring these capabilities to those LinkedIn members looking for their next job, and to the Taleo Enterprise customers looking to engage with them.”

Launching with the latest release of Taleo Enterprise, which was also announced today, LinkedIn Profile Upload and LinkedIn Preview are available from LinkedIn.

For more information on Taleo, please visit www.taleo.com

 
Matt Lafata, HRchitect


WorkForce Software Achieves Inc 5000 ranking in Fifth-Straight Year…from WorkForce Software

September 8, 2011

 

Achievement recognizes pace-setting growth in workforce management

Marc Moschetto, Vice President of Marketing, from WorkForce Software appeared on the HRchitect WebMingle on August 12, 2010. HRchitect’s Matt Lafata, one of the industry’s leading Talent Management Systems analysts, attended WorkForce Software’s Vision 2010 conference.

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!

WorkForce Software, the leading provider of workforce management solutions for organizations with complex labor policies and stringent compliance demands, announces that it has earned a spot on Inc.’s prestigious 500|5000 list for the fifth consecutive year.

An exclusive ranking of the nation’s fastest-growing private companies, the Inc. 500|5000 list represents the most comprehensive look at the most important segment of the economy—America’s independent entrepreneurs. WorkForce Software joins Spirit Airlines, Vizio, Honest Tea, and Dunkin Donuts, among other prominent brands featured on this year’s list.

Propelled by 98% growth over the last three years, WorkForce Software achieved rankings of #173 in the software industry and #2426 overall in the 2011 list. The company’s consistent growth has accelerated in 2011, as well, rising 61% over 2010 results through the first two quarters. Strong sales of its EmpCenter® workforce management suite, boosted by the release of an industry-leading absence management solution and record levels of client renewals and re-investments, contributed to the company’s recent success.

“There are few distinctions as widely read and regarded as Inc’s 500|5000 list, and it is quite an honor to be ranked among the fastest growing private businesses for a fifth year in a row,” noted Kevin Choksi, WorkForce Software’s President & CEO. “That we’ve been able to sustain rapid growth throughout our 12-year history is a testament to our employees’ investment in making our clients successful, to our clients’ extraordinary spirit of partnership, and to our strategy of delivering the most flexible and complete workforce management solutions on the market.”

In a stagnant economic environment, median growth rate of 2011 Inc. 500|5000 companies remains an impressive 94 percent. The companies on this year’s list report having created 350,000 jobs in the past three years, and aggregate revenue among the honorees reached $366 billion, up 14 percent from last year.

“Now, more than ever, we depend on Inc. 500/5000 companies to spur innovation, provide jobs, and drive the economy forward.  Growth companies, not large corporations, are where the action is,” says Inc. magazine Editor Jane Berentson.

WorkForce Software’s span of multi-year growth also coincides with a dramatic transformation of the HR function. Historically a tactical department, HR is increasingly asked to deliver measurable results and competitive advantage for the organization. To perform this more strategic role, HR needs greater insight into the activities and effectiveness of their global workforce – a level of visibility only possible through best-in-class solutions such as WorkForce Software’s EmpCenter.

Gartner Research analysts Jim Holincheck and Thomas Otter observed this shift in a July 2011 report, noting that, “Since 2004, the focus for most HR organizations has shifted away from system of record applications (as embodied by core HR management system [HRMS] solutions) to systems of differentiation (embodied by talent management or workforce management applications).”

For more information on WorkForce Software, please visit www.workforcesoftware.com
Matt Lafata, HRchitect


Taleo Announces Second Quarter Results…from Taleo

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


Saba Announces Fourth Quarter and Record Fiscal Year 2011 Results…from Saba

July 29, 2011

 

  • Record total bookings of $125.4 million in fiscal year 2011, up 13% year-over-year
  • Record deferred revenue of $45.8 million at the end of fiscal year 2011, up 24% year-over-year
  • Annual contract value of new SaaS bookings grew 276% in the fourth quarter of 2011 and grew 210% in fiscal year 2011 over the respective year ago periods
  • SaaS revenue grew 59% in the fourth quarter of fiscal year 2011 and 33% in fiscal year 2011 over the respective year ago periods
  • Added 153 new enterprise customers in fiscal year 2011; 40 in the fourth quarter

HRchitect featured Saba in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. A.G. Lambert, the VP of Marketing with Saba appeared on the HRchitect WebMingle on August 14, 2009. Matt Lafata with HRchitect attended the 2010 Saba Global Summit and Analyst Day in Boston, MA. Matt Lafata & Tiffany Appleby attended the Saba Global Sales Rally FY12 in June 2011 in Redwood City, CA.

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!

Saba (NASDAQ: SABA), the premier People Cloud provider, today reported financial results for its fourth quarter and fiscal year ended May 31, 2011.

“We grew our SaaS bookings 276% and SaaS revenue 59% in the fourth quarter of fiscal year 2011.  We now have one of the fastest growing SaaS businesses among public companies,” said Bobby Yazdani, Chairman and CEO of Saba.  “We signed four of the five largest transactions in our history during the fiscal year, with all four customers selecting Saba People Cloud Applications.  The transformation of our business to SaaS from license is well ahead of plan.  I want to take this opportunity to thank the Saba team for all their hard work and dedication, and congratulate them on their success in enabling Saba to become a world-class SaaS company.”

SaaS revenue steadily increased during fiscal year 2011, growing 8% in the first quarter, 19% in the second quarter, 42% in the third quarter, and 59% in the fourth quarter over the respective year-ago periods.  Nine of our 12 largest deals in the fourth quarter were for SaaS offerings.  The number of new SaaS transactions over $50,000 increased almost three-fold in fiscal year 2011 over fiscal year 2010. 

Results for the Fourth Quarter and Fiscal Year 2011

Revenues: Total GAAP revenues were $29.9 million in the fourth quarter of fiscal year 2011, up 1% from $29.6 million in the same quarter last year.  Total Non-GAAP revenues in the fourth quarter of fiscal year 2011 were $30.0 million, up 1%, compared to $29.6 million in the same quarter last year.  Non-GAAP revenues reflect the exclusion of the fair value adjustments to deferred revenue due to acquisitions.

For fiscal year 2011, total GAAP revenues increased to $116.7 million from $109.6 million in the year ago period.  Total Non-GAAP revenues for fiscal year 2011 increased 7% to $116.7 million from $109.6 million in the year ago period.

Deferred Revenue: Total Deferred revenue increased to a record $45.8 million at the end of the fourth quarter of 2011, growing 24% year-over-year and 8% sequentially.

Fourth Quarter Investments:  During the fourth quarter, we accelerated our investments in a number of key areas by approximately $2.0 million or $0.07 per share to support our fiscal year 2012 growth initiatives.  Areas of investment included:

Sales Force Expansion — added country managers in Canada, India, and China and continued expansion of sales capacity and management in existing and new markets

International Expansion — launched our operations in China and grew our operations in Latin America and Asia Pacific

Cloud Operations  – invested in our global cloud operations in preparation for the major release of our new People Cloud Applications which is planned for this Fall and invested in a number of new technological innovations that are planned to be released throughout fiscal year 2012.  We also added key executives to run our Cloud business including Shawn Farshchi as Executive Vice President and Chief Operating Officer and Daniel Lipkin, Vice President of Technology

Acquisitions — closed our acquisition of two leading testing and assessment software companies

Earnings (Loss) per Share: GAAP loss per share was $0.17 in the fourth quarter of fiscal year 2011 compared to fully diluted earnings per share of $0.03 in the same period last year.  Non-GAAP loss per share was $0.10 in the fourth quarter of fiscal year 2011 compared to non-GAAP fully diluted earnings per share of $0.08 in the fourth quarter of last year. 

For fiscal year 2011, GAAP loss per share was $0.26 compared to fully diluted earnings per share of $0.09 in fiscal year 2010.  Non-GAAP loss per share was $0.02 in fiscal year 2011 compared to non-GAAP fully diluted earnings per share of $0.29 in fiscal year 2010.

Our non-GAAP results are calculated by adjusting GAAP results for the impact of certain items including (i) non-cash amortization of intangibles, (ii) non-cash charges related to share-based compensation expenses, (iii) non-operating reorganization costs, (iv) fair value adjustments to deferred revenue due to acquisitions and (v) other acquisition related costs for legal and accounting services.  A reconciliation of GAAP to non-GAAP results is included in the financial statements accompanying this press release.  

Cash: Cash flow from operations was $4.0 million in fiscal year 2011, and cash and cash equivalents at May 31, 2011 were $25.9 million.  

Share Repurchase: The Company repurchased 243,648 shares of common stock during the quarter for $2.3 million, bringing the total number of shares repurchased under its share repurchase program to 777,291 shares for an aggregate purchase price of approximately $5.5 million.  The Company now has approximately $4.5 million remaining under the repurchase program.    

Customers: We added 40 new enterprise customers in the quarter including Fiat/Chrysler, Shire Pharmaceuticals, Fitch Ratings, and Kumon Institute of Education.  

In addition, we expanded our footprint with a number of our existing customers in the quarter including W.W. Grainger, Five Guys, Union Bank, Bio-Rad, Novartis, France Telecom, and Kronos. 

Partners:  We added 14 partners in the fourth quarter including Aon/Hewitt, Satyam, and British Telecom.   We have signed 36 new partners in fiscal year 2011 bringing our total number of partners to 107.  Our partners once again contributed over 50% of our new business in the quarter. 

Acquisitions:  We acquired Pedagogue Solutions and Comartis, two leading software companies in the testing and assessment market.  These companies provide the foundation of our new Testing and Assessment offerings.  “The ability to test and assess skill levels and learning effectiveness is an essential element of any learning management system,” said Bobby Yazdani, Chairman and CEO of Saba.  “Organizations need to understand how effectively their people are trained and whether the imparted knowledge and developed skills are being successfully applied.  In addition, our new testing and assessment offerings  broaden our market opportunities beyond the traditional talent management space.” 

Business Outlook           

The following statements are based on current expectations as of the date of this release. These statements are forward-looking, and actual results may differ materially.  Saba does not undertake any obligations to update these forward-looking statements.

For fiscal year 2012, ending May 31, 2012, we are forecasting total GAAP revenues in the range of $130 million to $133 million. 

We are forecasting total bookings to grow approximately 16% to 18% in fiscal year 2012 over fiscal year 2011 with SaaS bookings growth in excess of 110% in fiscal year 2012 over fiscal year 2011. 

We expect our operating income in fiscal year 2012 to be impacted by our recent success in selling multi-hundred thousand subscribers on the Cloud.  As part of the adoption of Financial Accounting Standards Board standard for multiple-element revenue arrangements,  ASU 2009-13, for certain transactions, we are required to recognize a portion of the respective professional services revenue ratably over the life of the contract while incurring the professional services expense upfront.  We estimate this to negatively impact our earnings per share by $0.06 to $0.08 in fiscal year 2012. 

As such, we are forecasting GAAP net loss to range from $0.39 to $0.45 per share and non-GAAP net loss to range from $0.17 to $0.23 per share.

Fiscal year 2012 non-GAAP outlook excludes non-cash amortization of intangibles, charges related to stock-based compensation expenses and the impact to revenue for fair value adjustments to deferred revenue due to acquisitions.

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

 
Matt Lafata, HRchitect


SilkRoad technology Announces Record Growth in Q2 2011…from SilkRoad

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


Taleo Unveils Groundbreaking Talent Intelligence™ Capabilities…from Taleo

July 12, 2011

 

New Features Reveal Deeper Insight into Talent Pool to Improve Business Performance and Drive Productivity
Highlights Include Social Sourcing Capability across Hundreds of Social Networks, including LinkedIn, Twitter and Facebook

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 Corp. (NASDAQ: TLEO), the leading provider of on-demand talent management solutions, today unveiled groundbreaking social, collaboration and visualization capabilities that will provide enterprises with Talent Intelligence to address top business issues.  These new capabilities fundamentally change how companies leverage their talent to tackle the top two challenges facing CEOs today: Growth and Talent.  Now leading organizations can keep strategic goals top of mind and develop their workforce by having the ability to gain deeper insight into their talent and extend their reach to hundreds of social networks, improving business performance.

POWERING GROWTH WITH COLLABORATION

The new capabilities include a Conversation Hub and email integration enabling real-time feedback and collaboration to assure timely adjustments of business goals. This feature keeps strategic goals top of mind by pushing talent management directly into email allowing employees and managers to collaborate on the goals and initiatives of the company. Conversations are captured and stored in the Conversation Hub where managers and employees can view all conversations related to business goals and development to improve the impact of talent on these initiatives. In addition to Microsoft Outlook, the latest release also includes support for Lotus Notes.

IDENTIFYING AND ACQUIRING TOP TALENT

Taleo is expanding the reach into the global talent marketplace by leveraging social networks and providing insight into the best sources of talent. For the first time recruiters, employees and candidates can share jobs across hundreds of social networks including LinkedIn, Twitter and Facebook. This is a powerful way for companies to strengthen employee referral programs through alumni and employee networks. Sourcing analytics help recruiters understand which networks are providing the strongest candidates so that they can focus their sourcing activities so that they can find great talent faster.

The new Talent Browser has unique visualization capabilities that provide the business context behind talent data. Taleo is the first vendor to move beyond traditional search by providing visual search and on-the-fly filtering to pinpoint talent. The Talent Browser joins Talent Reviews and Performance Calibration as examples of how Taleo has embedded real-time visual analytics to support better decision making.  In addition to visual search, the Talent Browser also includes analytics that give an instant snapshot of any team or organization.

“We are in a talent management renaissance, moving into a new era where we need to leverage talent to effectively anticipate and respond quickly to business needs,” said Bret Leech, Vice President, human resources, Rogers Communications. “By having Talent Intelligence and analytics to determine the needs of our business, we are able to accomplish our goals by building dynamic teams to fuel growth.” This kind of innovation is acknowledged by the leading analysts, who have positioned Taleo as the only vendor in all talent management leadership categories.

According to the Conference Board, Leading CEOs note that hiring the right talent in the open market and applying new technologies will enable them to drive the growth required for success. Taleo’s customers recognize that as companies strive to grow, strategic goals and talent must be at the forefront of business.  

“Taleo’s new talent management platform advances Talent Intelligence by helping enterprises find the right people to meet their business objectives, properly incent employees to attain strategic goals, and better understand and retain top talent,” said Jason Blessing, Executive Vice President of Products and Technology at Taleo. “These new capabilities enable enterprises to better know their people and grow their business.”

The new release of Taleo Enterprise Suite is available immediately. For more information visit: http://www.taleo.com/11a

For more information on Taleo, please visit www.taleo.com

 
Matt Lafata, HRchitect


Kenexa Announces Alliance with GreenJobInterview.com…from Kenexa

July 12, 2011

 

Live Virtual Interviews to be integrated with Kenexa’s Solutions

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 details of an alliance with GreenJobInterview.com.  GreenJobInterview.com provides the proprietary technology that enables interviewers and candidates to interact face-to-face in real time while minimizing costs, maximizing time and reducing environmental impact.

Under the terms of the agreement, Kenexa has integrated GreenJobInterview’s virtual video interview capabilities into Kenexa 2x BrassRing™. Kenexa 2x provides a unified talent record across the employment lifecycle by linking recruitment, outsourcing, performance management and mobility on one technology platform.  With GreenJobInterview’s live virtual interviews, Kenexa is enabling hiring organizations and job candidates to eliminate the weeks of waiting to coordinate travel as well as the related expenses.  As a result, HR professionals and hiring managers can meet with and qualify higher volumes of candidates remotely by using GreenJobInterview’s secure, browser-based solution.

Derek Bluestone, Kenexa’s vice president of Product Marketing, commented, “The ability to reduce time-to-hire remains one of the biggest competitive differentiators for hiring companies.  By scheduling virtual interviews instead of waiting to coordinate in-person meetings, more candidates can be qualified and advanced to hiring managers for final approval. Live virtual interviews also provide an excellent opportunity for hiring organizations to promote their employment brands as progressive, innovative and environmentally conscious.”

Greg Rokos, president of GreenJobInterview.com, agreed, “Clients can brand their virtual interview websites with their company’s logo, palette and messaging. Our alliance with Kenexa supports their commitment to delivering world-class employment branding services to their clients, as well as aligns with their focus on being an environmentally responsible organization.”

Jeffrey Gelinas, Human Resources Manager at Kenexa, commented that Kenexa is using GreenJobInterview internally. He said, “In addition to our product integration with GreenJobInterview, we utilize their video interviewing functionality to improve our own hiring speed and quality. With GreenJobInterview, Kenexa is able to provide a unique candidate experience, standardize the interviewing process and better support our hiring managers.”

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

 
Matt Lafata, HRchitect


SumTotal Systems Acquires Accero and CyberShift…from SumTotal Systems

July 7, 2011

Company Advances Leader Position in Strategic Human Capital Management and Raises the Standard for Complete Talent Management

HRchitect featured SumTotal Systems in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. SumTotal Systems appeared on the HRchitect WebMingle on May 1, 2009. SumTotal Systems also competed in the HRchitect Beauty Pageant on Employee Performance Management Systems in February 2009, where they were crowned the winner. Dave Watkins, Softscape’s CEO and Co-Founder appeared on the HRchitect WebMingle on June 19, 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!

SumTotal® Systems, Inc., the innovator in strategic Human Capital Management (HCM) solutions, today announced the acquisitions of CyberShift, a leader in strategic workforce management and expense software, and Accero, experts in payroll and benefits software. These acquisitions advance and accelerate SumTotal’s vision and expand Talent Management to link mission critical processes across the broader strategic Human Capital Management (HCM) market. With over 3,400 global customers and 43 Million users, SumTotal represents the most complete strategic HCM solution delivering greater value to customers with cross-functional best-in-class capabilities.

Increasing labor costs have put additional pressures on organizations, driving the need for improved, global visibility of how organizations manage their workforce to reduce operational costs. The workforce is typically the largest expense to an organization (40-70 percent of costs), and how employees are acquired, on-boarded, trained, deployed, assessed, and rewarded directly impacts an organization’s ability to achieve its business goals and maximize profits. At the same time, the shift from simply managing transactional HR functions to enabling integrated HR processes is compelling organizations to simplify and improve their technology deployments to contain costs and eliminate silos of fragmented information. Significant cost reductions are achieved not only through the automation and optimization of related workforce processes, but also with the integration of functions to a single HR solution that leverages the latest cloud-based technologies.

“SumTotal has proven its ability to rapidly integrate multiple acquisitions in a short period of time while delivering real value to customers,” said Josh Bersin, president and chief executive officer, Bersin & Associates. “The acquisition of CyberShift and Accero gives the company a total end-to-end set of solutions for all elements of strategic human capital management.”

CyberShift, an industry leader in strategic workforce management and expense management software, offers innovative visualization and mobile solutions for time and attendance, advanced scheduling, absence management, and Family and Medical Leave Act (FMLA) and leave management. CyberShift is the only enterprise solution vendor in Workforce Management with a true Software-as-a-Service (SaaS) offering.  Accero has a long demonstrated history providing payroll and benefits software with advanced workforce intelligence capabilities for mid-size and large enterprises internationally, and specializes in complex corporate environments.

Collectively, these acquisitions add an additional 1,000 new customers with millions of global users making SumTotal one of the largest Talent Management providers in the industry and one of the most complete strategic HCM providers. With customers such as Dell, Google, Sony Electronics, AstraZeneca, HBO, Tommy Bahama, Aer Lingus, US Airways, British Airways, and Rolls-Royce, SumTotal maintains a market leader position with global presence in every market segment and deployed in over 160 countries. Customers gain the value of the most complete solution available, a larger customer community to share best practices, increased vertical domain expertise, and best-in-class functional capabilities. In addition, SumTotal will continue to support and innovate all product lines and ensure existing customer investments remain secure. This proven customer-centric model galvanizes SumTotal’s commitment to customers as the company rapidly integrates and advances its best-in-class capabilities.

SumTotal now offers customers the most complete HR solution that manages strategic HCM functions including Talent Acquisition (acquire to onboard), Talent Management (perform to reward), Talent Development (assess to develop), and Workforce Management (schedule to pay), including integrated core system of record. Customers achieve the benefit of a single comprehensive solution that addresses strategic HCM processes, at a lower total cost of ownership and with best-in-class capabilities and a superior user experience.

“Customers are requiring more end-to-end solutions for enabling strategic, high-value HCM processes across their entire organization, while having ‘one-hand-to-shake’ with their delivery partner,” said John Borgerding, CEO of SumTotal Systems. “We have raised the bar for how organizations manage their workforce by providing complete visibility and strategic planning in a single solution that enables better decision making. Traditional vendors only touch the surface and focus on process automation or record keeping, and point solutions only address process silos and don’t scale to all organizational models. SumTotal is the only vendor that can provide this new level of breadth and depth for customers.”
For more information on SumTotal Systems, please visit  www.sumtotalsystems.com.

 
Matt Lafata, HRchitect


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