#HRTechEurope

The #HRTechEurope Unconference Sessions

 


The Unconference sessions are designed to allow for open conversation away from the structure of the conference. This presents a great opportunity for participants to question and engage with the speakers, as well as put forward their own point of view. Each track will last for one hour hosted by a track leader. The track leaders are chosen for their expertise in the topic. Their job is to start the conversation and offer expert opinion when needed, a track can take many twists and turns with the participants at the center of the conversation. This is a complete break from the presentation and powerpoint. All tracks are hosted in collaboration with #tru – The Recruiting Unconference, who have hosted over 150 unconference events across 4 continents in the last 2 years.

Track leaders and topics – 24 October

16:00-16:30 Everything you know is wrong Room G105

John Sumser – Principal Analyst at HRxAnalysts

In this session Sumser challenges the things we believe, and the reality of the situation, using a series of “big” statements and challenges if what we believe can be backed up by evidence. This is always a popular track with plenty of surprises.

16:30-17:00 Technology in Technology Recruiting Room G105

Gordon Lokenberg – Technical Recruiter – TomTom

Lokenberg is known for his tricks and tactics for attracting the best tech talent in high growth companies. Lokenberg will share new and innovative technologies like augmented reality, and how they can be deployed to attract the best tech talent. Expect plenty of surprises and a very different approach.

16:30-17:00 HR Employee & Manager Selfservice Portals Room G106

Jochem ter Steege – HR IT Project Manager, Business Brands
This track will ask the questions: “to what extend can solid HR services be delivered when there are managed by employees / managers themselves. Do HR selfservice delivery models have a strong future? “ Bring your viewpoint.

11:15-11:45 HR Analytics Topaz Lounge

Andrew Marritt – Founder, Organization View

Big data is driven by analytics, the question is what are you really looking for and how does this impact on operational practice? What are people really doing with data day to day? What technology helps in the process, and how is analytics being used to aid decision making and strategy? How much is hype and how much is reality?

11:15-11:45 Social Recruiting 2013 Topaz Lounge

James Mayes – Director, Exolite

How is social changing recruiting? Who have been the winners and who have been the losers? How do hiring teams select the best social technology for talent attraction and selection? What is the real ROI? How do social channels integrate with recruiting technology?

16:00-16.30 The Future of Work Topaz Lounge

Ilonka Jankovich – Innovation Investment Manager, Randstad -

Work is changing, and so is the technology around it. From remote working and virtual teams, to project work to globalisation, we are heading in a new direction. This track will discuss where technology drives change, and the important part “future proofing” technology for the new world of work.

16:00-16:30 Zero Unemployment Topaz Lounge

Jerome Ternynck – Founder – Smart Recruiters

Technology should be an enabler to connecting potential employees with companies looking to hire, with limited friction and simple connection. In this track participants will look at what the barriers are, what gets in the way of connecting and engaging, and how to remove the barriers from their own process.

16:30-17:00 Making Your HR Lean Topaz Lounge

Dwane Lay – Author: LeanHR/ Head of Technology Process, Dovetail

In this track Lay will share the case studies from his popular book lean HR, looking at the best strategies to implement a lean approach, implementing change through technology. This is guaranteed to be hugely informative, useful and is a must attend for anyone charged with bringing about change.

16:30-17:00 What does good candidate experience look like? Topaz Lounge

Leigh Carpenter – Director: The Candidate Experience Awards UK Ltd

Theres lots of talk about candidate experience. The Candidate Experience Awards (CandE’s), measure data from the people who really matter, the candidates. In this track, Carpenter will share the data and discuss what good really looks like, as well as the practices that made the winners really stand out.

Track leaders and topics – 25 October

11:15-11:45 Its All A Game Topaz Lounge

Michael Tanenbaum – CEO, Connect Cubed

Innovation finalist Tanenbaum is talking games and gamification within HR Tech. More time is spent playing games on-line than any other activity. What is the big deal, and how can gaming methodology enhance HR Technology? Join Tanenbaum for a lively and entertaining conversation.

11:15-11:45 The Retail Gap Topaz Lounge

Adam Lewis – Founder – Apploi

Lewis is founder of innovation finalists Apploi working in the retail and hospitality sector. The front end technology and process in on-line retail is at the forefront of e-commerce, the back end recruiting and HR technology lags some way behind. This track will look at the differences, and what can be taken from the front end of on-line retail to the world of HR and Recruiting.

11:45-12:15 Data, Data, Data Topaz Lounge

Dan Martin – Managing Director, Broadbean Technology

In this track Martin will discuss data flows and data analytics, and some of the surprises that come out of measuring every click. What are the data collection tools and methods, and what questions need to be asked to properly understand the data story.

11:45-12:15 Crowdsourcing in Technology Topaz Lounge

Ravi Mikkelsen – Founder – Jobfig

Mikkelsen is founder of innovation finalists Jobfig. In this track the conversation is centered around how crowdsourcing is changing the way technology is built and applied with practical examples and open discussion. Real crowdsourcing to formulate a clear view of the changes in hr technology.

12:15-12:45 Mobility Topaz Lounge

Bill Boorman – Founder – #tru -

This is not the usual mobile conversation about numbers, platforms and why companies should be mobile. This track looks at what mobility means to people, HR and recruiting. What impact does mobile have on the way we work and live.

12:15-12:45 Globalisation Topaz Lounge

Aki Kakko – Technology entrepreneur and founder of Joberate / Partner in #Tru

The world is getting smaller by the day. As a partner in #Tru, Kakko has visited over 50 countries during the last 18 months, and spoken with 1000’s of recruiters and HR professionals about what keeps them up at night. Kakko will discuss how you deliver HR tech globally and locally, and why this approach is important.

14:15-14:45 The Work Environment Of The Future Topaz Lounge

Josh Bersin – Principal & Founder – Bersin by Deloitte

What will the future of work look like? How will technology drive and keep up with change? What should HR be considering to future proof the business? Open discussion. All views welcomed.

14:15-14:45 Innovation & The Innovators Topaz Lounge

Jason Averbrook – Chief Business Innovation Officer, Appirio

What is innovation in HRTech? Are we seeing real innovation or more “faster horses?” Where will we see innovation moving forward, and what does this mean in HR? This is an open discussion lead by one of the leading commentators on innovation in HR technology.

14:45-15:15 The Traffic Jam Topaz Lounge

Rene Bolier – Partner, OnRecruit

Paid traffic is a critical part of any recruiting campaign, but with so many options what is the best choice for budget. In this track participants will look at the part analytics plays in media selection, what works for who, and how to implement agile campaigns.

14:45-15:15 Data Science, Profiling & Gamification Topaz Lounge

Gareth Jones – Chief Technologist at the Chemistry Group

Using case studies from global deployments, Jones questions if the much talked about gamification of HR Technology really works, as well as looking at profiling through the use of traditional and social data, and how this applies to the world of HR.

15:15-15:45 Empowering Hiring Managers Through the ATS Topaz Lounge

Rob van Elburg – Global Technology Recruiter, ING Bank

Over the last 12 months van Elburg has been responsible for enabling hiring managers to manage their own hiring via their global ATS. Van Elburg will share the hurdles that need to be overcome to achieve this on a global scale, as well as discussing the pros and cons of empowering hiring managers through technology.

15:15-15:45 Investment in disruptive technologies Topaz Lounge

In this session Derlyatka and Polishchuk will look at how tech companies secure investment, and the next phase of disruptive HR technologies that are catching the VC’s attention. This gives a clear idea of what might be coming next, because where the start ups go, the enterprise companies are sure to follow.

14:15-14:45 Winning With HR Tech Contracts Room G105

William Tincup – Tincup & Co

How to negotiate contracts for the benefit of the user, and come out with a win-win outcome. Tincup will talk tactics to retain the balance of power throughout the negotiation. Expect plenty of off the wall thinking, and plenty of laughs.

14:45-15:15 Talent Management In High Growth & Emerging Markets Room G105

Dominic Toledo – SVP Global Sales. Page Up People -

Many MNC’s are headquartered in Europe/US and have regional operations in emerging and/or high growth markets. Talent Management practices and technology currently supports the needs of developed markets, though companies
are increasingly seeking to execute on talent management strategies for their emerging and high growth markets.

15:15-15:45 The Social Referral Room G105

Kes Thygesen – Co-Founder – RolePoint -

Thygesen is the co-founder of finalists in the innovation competition, RolePoint. In this track Thygesen will examine the critical differences between traditional and social referral, and how social media has turned the referral process on its head. From rewards and recognition to implementation, Thygesen will lead a discussion that examines all areas of this important source of candidate, and the part that technology can play in making the ERP work.

15:00-15:30 The Future of Learning Room G107

Stacey Harris – VP Research And Advisory Services, Brandon Hall

Technology is changing the way we learn formally and informally. Technology is rapidly disrupting the learning landscape. This track will look for the real ways that learning is changing, both from the point of view of the learning and development professional and the learners themselves, with a view to understanding just what is possible now and in the future.

15:30-16:00 Big Data BS Room G107

Patrick Boonstra – Business Development Recruitment – Coosto

This will be the most interactive session of the conference, which sees Boonstra posing a series of statements relating to “Big Data” to determine the fact and the fiction. Boonstra is a veteran of the unconference, and his tracks are always the most popular, with all particicipants playing a full and active part to slay the BS dragon.

 

I hope we will get to meet you there. If you still need a ticket message me, I have a secret discount code!

Bill

“Little Data On Demand”: My #HRTechEurope Thoughts

This has been a bit of a mad week. I’ve been on the road at 3 great events. First was #TruLondon, second was the excellent Talent Sourcing Summit hosted by KellyOCG in Dublin, and then #HRTechEurope in Amsterdam, where I got to speak on implementing social recruiting and co-hosted the Kenexa #IceParty. I’m going to write more on each of these events over the coming weeks, but there was a few trends that featured strongly at each of the events. Its something I have been talking about for the last 18 months, and it seems to be becoming a reality.

If we were able to put all of the speakers, exhibitors and attendees conversations during all of these events through some kind of fancy word cloud generator, the words “BIG DATA” would dwarf everything else. For some it was just the latest in a long list of buzz words to include, but there some of the tech suppliers (I don’t like the term vendors),who are building products that solve the real challenge of harnessing the vast amount of data living in multiple on-line places, and in disparate tools, systems and applications. What users in HR and Recruiting really want is what I’m calling “little data” and “data on demand.”

What I mean by this is that what we really want is real-time interpretation of the story behind the data. The real value is in very simple applications that do all the web crawling, data finding and data collection under the hood, interrogating and interpreting what all this information in bite sized chunks. What people want is “little data” to help make the right decisions based on the available real-time information. They want it now, without the need to wait, from up to date sources, on the device that they choose to access it with (which often means mobile), and in a visual format that makes interpretation simple. Little data on demand.

In the IHR competition run as part of #HRTechEurope, I was really impressed by Dutch company Hunite. The Hunite solution aggregates the various HR systems that a company operates to make day-to-day functions like expense claims or authorising simple, with push actions delivered to mobile. I described them in my review of the competition as information middleware for mobile.

The deserved winner of the competition have a great extension to their main product called look up. TalentBin builds profiles by spidering the web from twitter to github to aggregate what they describe as implicit professional activity on the web. This is about finding all the activity and filtering what is important from all the noise. The mobile application is called LookUp (for iPhone) enables instant access to profiles via a mobile device. built for networking events and chance meetings, I think it is quite brilliant, and another example of “little data on demand.” There are plenty of other examples I could talk about, and will do over the coming weeks, What is interesting to note is which of the suppliers have taken steps to ensure that all of their functions work on a mobile platform even when the data feed is less than mobile friendly, and which have simply created aggregated feeds that lead to features and destinations that are not mobile friendly, usually built-in flash as opposed to HTML5. A half mobile experience that promises more and fails to deliver is worse than offering no mobile experience at all.
The 3 trends that really stood out for me were:

>Data aggregation to a single source

HR and recruiting are using a whole plethora of systems. The need to prove ROI and figure out what is working and more importantly, what isn’t. Theres also a need for tracking, and for figuring out the best way to interpret the story the data is telling. This means the data delivered and pre-interpreted through a simple UI. TalentBin describe themselves as Google for people, and that is a good aspiration to have.What users are looking for is a Google type experience on demand on any device, with the belief that what is going on under the hood will deliver results they can have confidence in.
>Simple User Interface

The message is beginning to get through that products must put users at the heart of design and build. This means simple navigation and intuitive functions. The interface of many of the new release look social with obvious buttons and engagement features.In recruiting terms the important users are the recruiters, applicants and candidates.
>Mobilisation of data

It is interesting to note which of the new releases and products are optimised for mobile, and which aren’t. The big trend is for delivering the mobile experience via applications. The start-up businesses and less established companies build for mobile naturally, where as some of the more established companies have tried to tag on mobile features, or have not moved down the mobile route. The message from users is quite clear, build for mobile or don’t build at all. The most impressive mobile app on show was from HireVue and what is the first video selection (interviewing) tool. Kudos to them for this development which is the first of its kind. In terms of “little data on demand”, the effort is to deliver information as it is needed, whenever it is needed, and responds to the shift towards remote working.

A last thought around social is that it is noticeable in product which of the suppliers are social by nature, and who is trying to plug-in social features to products not built for a social world. Social comes from the inside out, and the suppliers need to be social before they build social. When looking for new suppliers who build products with social features it is worth poking around their social accounts to see how they run their own social accounts. If you find limited activity.that should be a real warning sign.No one company can provide everything you need for HR and Recruiting, whatever they may claim. Suppliers need to offer an open API and a collaborative attitude to other suppliers. You want one data flow and access from a single point. Not surprisingly, it tends to be the social companies who are collaborative, and you want all of your suppliers to play nicely.

Hats off to the organisers HRNEurope who put on a great show. I know they have some more events planned for 2013 which I will be glad to attend.

Bill

iHR #HRTechEurope. The competing new tech

Now for the good bit of #HRTechEurope. The new tech competition.
First up is  Gooodjob. Built to leverage social media and customer referrals. The value proposition is to provide social sharing technology. They are looking to address the problem of getting employees engaged. Points are rewarded to employees for how far their referral gets in the process, and points mean prizes. Jobs are imported and published to the employees social networks with a unique URL to employ. There is a mobile app to go with it. This doesn’t look like a referral product to me, more of a job poster because it shares to networks without matching. This is job sharing. The panel asks about quality, the answer is that the referrer is asked to rank the quality. I score them 3.
Next up is Hunite. Hunite want to make information available to all employees in one place from the many different HR systems. This is a very neat app. More like middleware. This system is built to share info on any device in the way the user wants it. Brilliant if it works, and I have no reason to think it won’t. Data is distributed by giving API access to the other system providers. This is mostly aimed at hospitals. I think it is brilliant mobile middleware for information. I score this a 9.
My friends from from Intunex. I’ve blogged about them before after #truHelsinki. I love the concept of skills swarms for sharing expertise and advice. This scores an 8 on my scale.

Sciomino was the next contender up in the firing line. This is about gathering all the knowledge and information in a company and put it in one place, extracting data from one source. It brings an end to the intranet, lists and directories. The product evolved commercially from something they built for themselves. I score this 8.

Smallimprovements are next up. A SAS solution for performance management. it is built on on-going feedback. It looks a bit like Rypple, but that is not a bad thing. There are some very neat comparison tools. It’s free for 10 users. I like this a lot and score it 9.5  feedback is continuous and can be given on a 360 basis, and the founder is enigmatic.

Last up is TalentBin. We know the product well. Talentbin sources where other tech doesn’t. Places like Stackoverflow, Twitter, Meetups, Github etc and create a unified profile from the implicit profesional activities on the web. It is an extension of what The Social CV tried to do, only on steroids. They describe it as Google for people. I see where they are coming from. I score this a 9.

Well done to all the presenters. Great job and cool tech. the winner on the day TalentBin, who drew on my scoring with SmallImprovements.

Bill