Behind the Curtain:
Real-world HR Tech
Implementations and
What You Need to Know
Moderator: Bon Idziak, CEO, Applicant Insight, Inc.
Panelists: Ray Schreyer, Global Recruitment Technology &
Enablement Manager, IBM Corporation
Mike Seidle, Founder, Work Here
Val Tsvetkov, VP of Implementation Services, IQ Navigator
Ingolf Teetz, CTO, Milch & Zucker
Ray Schreyer
HR Technology Conference
Las Vegas, NV 2014
Thesis:
Majority of Issues “Baked in The
Cake” before contract signed
Key Themes:
 HR not understanding the
technology ecosystem
 Not understanding the tech
industry’s future direction
 Responding to Industry Hype
 Price vs. Cost Pressures
 HiPPO
Need to Understand Tech Ecosystem
Understand Future Direction
Respond to Industry Hype
Price Pressures
HiPPO
Highest Paid Persons Opinion
Before Signing Contract:
 Build the best diverse team of individuals:



HR & Tech
Experience in corporate & industry
Ecosystem knowledge
 Must be Respected by Line


Respect gives latitude to invest & choose
solutions
Respect lessens hype-cycle fire-drills
 Rely of Industry colleagues for advice & counsel
 For Vendors: Trust, but verify… i.e. research,
research, research


Frontstage
Backstage
 Stay abreast of industry developments &
emerging market trends
 Know when to jump vs. wait on a new tech.
solution….
workhere.in
Mike SeidleWork Here
Geomarketing powered mobile recruiting.
mike@workhere.in
Board of Directors, HR Open Standards Consortium
workhere.in
Building HR Solutions
Two Challenges in the past year:
How do you get 50 governments to agree on how to do
anything?
How do you bring a new hr tech product to market in
90 days or less?
50 Governments
●
●
●
●
●
workhere.in
Worked for DirectEmployers. We ran the National
Labor Exchange.
2013: New regulations require employers to prove they
delivered jobs to State Workforce agencies.
Needed a way to get receipts from all 50 US Workforce
Agencies.
Difficulty: 50 governments and 28 different systems.
We had 60 days to go live.
New Product
●
●
●
●
●
workhere.in
Building for web & mobile.
Need way to store position openings and candidate
profiles.
Compatibility critical to product success.
Need to have MVP quickly to secure funding.
Goal: 90 days.
Solution: Standards
workhere.in
Instead of reinventing the wheel, I went with a
standard one.
In both cases, the entire project was completed inside
what would normally be the “requirements
gathering” phase.
In business, Done > Wishful Thinking
Assessments
Job Boards
Recruiting
Applicant Tracking
Screening
Researchers
(Providers)
Screening
OnBoarding
Recruiting,
Search Document,
User Account
OnBoarding
Talent
Management *
Assessments
On Boarding
Assessments
Employee
Performance
Management
Employee
Performance
Management
Screening Vendor
Background
Screening (CRA)
Compensat
i
on/ AP
Screening
Human Resource
Informa
ti
o System
(or Front Of
f
i
ce System)
Drug/Alcohol
Testing
Drug/Alcohol
Industry
Vendor
Management
Shif
tScheduling/
Absence
Management
* Talent Management Systems include
Succession Planning, Competency,
Learning and Performance Management.
Staffing
Payroll
Benefits, Time Card
Savings Plans,
Stock Plans
Employment
Eligibility I-9
On/
Of
fBoarding
Doc/Asset/ID
Management
Indicative Data,
HR Master,
Org Chart.
User Account
Time Card
Time Management
Healthcare
s
Management/
Bene
f
i
t
Enrollment
Benefits
Enrollment
Property of HR Open Standards
External HRIS
www.hropenstandards.org
HR Payroll
Master
Benef
i
ts Providers
50 Governments
●
●
●
●
●
●
HR-XML 3.2 Recruiting
Government LOVES XML
No arguments about what to call fields
No meetings about “taxonomies”
Had many states online in 60 days
Bonus: Often didn’t require developers
workhere.in
Starting Up Quickly
●
●
●
●
●
●
●
workhere.in
HROS Lightweight JSON Standard
Works with web
Reduced database design from weeks…
… to about 10 minutes.
Prototype was up in days.
Much more robust solution than we would have had.
We’re in business :)
Bonus: compatibility
HR Tech Implementations
IQNavigator’s Journey From Custom To Standard Integrations
Val Tsvetkov
October, 2014
About IQNavigator
• IQNavigator is the leading independent technology provider of Vendor Management System (VMS)
software for Global 2000 companies. IQNavigator’s products enable enterprises to intelligently
manage and optimize complex services procurement and contingent workforce programs.
• Since 1999, IQNavigator’s products have been delivering procurement visibility and predictability,
helping corporate leaders around the globe increase profitability, mitigate risk and compete more
effectively.
Standard Contingent Workflow
Supplier Company
IQNavigator
Buyer Company
1.
Requisitions
(Job Opp.)
2.
Candidates
4. Worker
Information
3. Worker
On Boarding
5. Worker
Updates
6. Time /
Expense
7. Buyer
Invoice
8. Supplier
Invoice
STANDARD Vs custom integrations
STANDARD
Expedites requirements gathering due to a
predetermined set of standards
Allows for business teams to operate without
dependencies on development
Provides flexibility to react to changing business
requirements
Ongoing maintenance reaps the same
benefits as initial rollouts
Focus on innovative new features and frameworks
VS
REQUIREMENTS
RESOURCES
QA & UAT
MAINTENANCE
RELEASES
CUSTOM
Lack of agreed upon standards complicates the
process
Depends on development resources to write code
for every integration
Subject to strict development guidelines which
makes it tough to quickly react to changing business
requirements
Same constraints and dependencies exist
when changes need to be made after go-live
Cycles and resources dedicated to custom
code maintenance
Developer.IQN.com
milch & zucker
THEMA:
behind the curtain
DATUM:
October 2014
Ingolf Teetz (me)
milch & zucker AG
Education: Physicist (Justus Liebig Universität Giessen)
Profession: CEO milch & zucker AG
Founded milch & zucker AG 1998
Products: BeeSite
BeeSite
BeeSite
BeeSite
Recruiting (ATS)
TRM
JobHub (multiposting)
Global JobBoard
Member of HR-OpenStandard since 2003
Member of the board since 2006
HR integration projects for Deutsche Telekom (t-mobile), Deutsche Bank,
Daimler and many more ....
To deliver a better
candidate
experience when a
lot of partners are
involved.
A “lingua franca“ of
hr-tech is needed to
save time and
money when
connecting all of the
partners.
When connecting various
ATS, use
HR Open Standard as:
- Starting point for your
interface discussion
- Very good
documentation
- Easy to validate and
test interface
- The XML structure to
save time and effort
You can use different
protocols
to transport the HR-XML
files:
- REST
- SOAP
- File transfer
When connecting to
candidate Frontend
services, HR Open
Standards “Lightweight
recruiting”
web services (JSON)
will help you to easily,
- Connect to your CMS
- Be integrated in
your mobile App
- Give you flexibility
to integrate where
ever it is necessary
HR Open Standards
HR-XML SEP 3.3 makes
job board connection
less dramatic.
Using different
transportation
layer like:
- SOAP
- REST
- File transfer
The structure of the
job ad data is fixed.
With the separation of
layout and data
(xsl/xml) you can easily
change your brand on
job boardsin a short
period of time.
Thank You!
Moderator:
Bon Idziak, CEO, Applicant Insight, Inc., bidziak@ainsight.com
Panelists:
Ray Schreyer, Global Recruitment Technology & Enablement
Manager, IBM Corporation, schreyer@us.ibm.com
Mike Seidle, Founder, Work Here, mike@snapat.us
Val Tsvetkov, VP of Implementation Services, IQ Navigator,
vtsvetkov@iqnavigator.com
Ingolf Teetz, CTO, Milch & Zucker, i.teetz@milchundzucker.de