Authoria is Kicking Some A$$!!!

I've written a lot about talent management suites and vendors in the past. However, Authoria has grown over the last few years from being the leader in knowledgebase applications to being a clear leader in overall talent management. With a clear market penetration into the Fortune 1000, great strategic partnerships with HRMS vendors and consultants, and a product that sizzles, Authoria is poised to become the TM suite to beat.

Authoria on Demand is driving new business and even though this article states over half of their business is driving from AOD, they are projecting that over 2/3rds of future sales will be on AOD. Combine this with startling growth and Authoria is in a healthy place to leverage their amazing investment in product.

Talent Acquisition Metrics

Here's a PDF from Webhire. I found it interesting that manual recruiting processes and automated TAS were not significantly more different in the type and quality of the metrics they provide. In all honesty, I don't think that this survey measured the "quality" of the metrics.

For example, if we talk about measuring the cost per hire, most manual systems will miss some hard dollar costs and most soft dollar costs. However, an automated system will be able to capture these. One example being the cost of the interview - the automated TAS will measure the salary spent on the interview, whereas the manual system only recorded the cost of lunch during the interview.

I simply thought Webhire could have done a much better job "selling" their case.

More on HR Communications

One of the things that bothers be about blogspot.com is that I can't have comments automatically showing up on the board - you have to click comments to see them. Most of the time, comments are innocuous enough, but sometimes they should not be buried. Here's Andrew's reply to my previous post - and some great insight and alternative perspective to my own experiences. As you all know by now, I'm an HR consultant specializing in change technology, so I'm definitely biased. Thanks Andrew.

Andrew Marritt said...

Interesting, and thanks for picking up on the conversation.

Most of my research came from the financial sector, specifically retail banking. In Europe I suspect the TP / HR.com assertion of universal self-service is not here. There are major banks, for example, employing tens of thousands and rating in the top 10 banks in the world where neither email access nor intranets are available to all employees.

I have worked within professional services & I suspect that in those organisations you see a very different world than most people. If you are not in some ways a 'high performer' in the traditional up-or-out consultancy you'll not last long.

The big issue here is whether a message is read and acted upon. The intranet or email may deliver the message but that doesn't mean that the message is acted upon. I agree with the risk of messages changing, though you can design a process to reduce this. Electronic messages are easy to bypass. Just because the message is available doesn't mean that it's going to be effective.

Finally, one factor worth considering is that you or I are obviously highly motivated to communicate via electronic channels - hence why we blog. Most people aren't like this & therefore just because I respond to electronic messages and you probably do doesn't mean we should use these channels as a primary one.