Larry Bradley states “The “War for Talent” has been raging for hundreds, if not for thousands of years. The talent war discussion simply recycles for every new generation. The context of the talent war, as well as the technology engages in the war, change, but little else changes. Especially in a robust economy.  Too many organizations and vendors will always be chasing after too small of a talent pool.  Depending on how each organization chooses to define “talent.” Technology certainly can help in areas where routine, repetitive and numbers-driven tasks are part of the talent acquisition challenge.  Technology is, and will continue to be, a poor substitute in those areas that require discernment, judgement.  Intelligence (there is no such thing as AI, in the pure sense of the word) except in those areas, perhaps, such as pre-employment testing and number-crunching for patterns.”

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The technology was there, but not helping as it should because there was still a lack of understanding. Organizations of all sizes in every industry were struggling to find a great balance and become a “best place to work.” HR Technology was not immune to that.  Marketing would put out a press release highlighting clients that made “best places to work list”.  Very few HR Tech vendors themselves were being highlighted.

 Focus on Diversity.  A True Focus on People.   Look Beyond the Resume.   Walk the Walk.

As recently as five years ago, some well-known brands in the space didn’t even use their own products to run their talent management in-house. The disconnect between a vendor’s culture and their product made it harder for the clients and the employees.  Employees had a hard time selling, educating the buyers, and believing in something they didn’t experience from their leadership.  VC & Investment groups had fell in love with HR Tech, but top talent still wasn’t buying in.

Select HR Tech companies realized that the best way to help their clients become the best places to work.  Make sure they are living up to those standards themselves.  Today, some of the brightest minds in HR Technology are not the analysts or the bloggers or the “thought leaders”.  They are inside the vendors and working the front lines with hundreds of clients. They can see trends and flag concerns in the marketplace before anyone else. HR Technology vendors are training and developing their workforce not only because of the positive impact it has internally, but also the huge benefits to clients and future customers.

Top tier best places to work for HR Technology Vendors have some of their best and brightest in Sales and Client Support.  Providing a level of customer education on a personal basis that buyers would have had to pay a consultant heavily for in the mid-2000’s.   Implementation support has evolved and become as educational as functional.  The buy in for the HR Technology crowd has changed.  Sir Richard Branson even said a recent HR Technology Event in Europe. Read More here.