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Vendor to Vendor: The Growth of HR Technology Alliances

Examples and Statistics on the Growth of Solution Stacks and Technology Alliances in HR and Talent Acquisition from Industry Expert Ward Christman

 
Ward Christman, HR Tech Alliances - TotalPicture Radio interview with Peter ClaytonWard Christman

As everyone in HR, talent acquisition, sourcing, and recruiting knows whose paid attention over the past decade, the $14 billion HR technology industry has seen a massive amount of mergers and acquisitions. The 'big three' players: Oracle, Workday, and SAP SuccessFactors, continue to grow their suites and solutions through acquisition. Hardly a week goes by without a new deal being announced.

There's another strategy, however, that many vendors in HR and TA technology are pursuing behind the scenes, outside the headlines and hoopla generated when another merger or acquisition is announced. These vendors are creating partnerships, alliances, and solution stacks to better serve their clients, add new capabilities, and better compete. The TAtech Spring Congress has an entire track called TAtech Business Accelerator, facilitating scheduled meetings and interaction between the many venders attending. Other regional conferences are creating vendor 'speed dating' opportunities as well.

One person with a tremendous amount of insight and experience playing in this sandbox is Ward Christman, who has 25-plus years' experience creating & selling e-recruiting technology and services. Ward's background includes special expertise in ATS (Applicant Tracking Systems), employee referral, and job marketing (via job boards and social media). He is the Founder & Chief Advisor of HR Tech Advisor and Co-Founder and Chief Advisor of HR Tech Alliances.

Ward is working with a number of HR Tech industry thought leaders to create something very exciting - a new global portal just for those involved in Alliances & Partnerships in the HR Tech industry. It is not for the HR buyers, it is for the vendors to connect with other vendors to do more business with each other - we plan to help them discover, create and manage Alliances & Partnerships.

Welcome to an HR Technology podcast on TotalPicture Radio. I'm your host, Peter Clayton. Joining me is Ward Christman.

Ward Christman, TotalPicture Radio Transcript:

Sponsor Message: (00:00:01) This spring Total Picture Radio will be reporting from and covering a number of the most important and influential Talent Acquisition / HR leadership and technology conferences including SourceCon in Anaheim, California, ERP Spring in beautiful San Diego, California, TAtech Spring Congress co-locating this year with SHRM Talent Management in Chicago, Illinois. To learn more about these events, visit the Total Picture Radio Conference and Events page at TotalPicture.com. For more information regarding our unique, strategic, and custom sponsorship opportunities and video production services, send an email to This email address is being protected from spambots. You need JavaScript enabled to view it with "Media Kit" in the subject line. And now here's our show.

Introduction: (00:01:03) As everyone in HR / Talent Acquisition Sourcing and Recruiting knows, who has paid attention over the past decade, the 14 Billion dollar HR Technology industry has seen a massive amount of mergers and acquisitions. The big three players or called Workday and SAP Successfactors, continue to grow their suites and solutions mainly thru acquisition. Hardly a week goes by without a new deal being announced. There's another strategy however that many vendors in HR and TA Technology are pursuing behind the scenes outside of the headlines and hoopla generated when another merger or acquisition is announced. These vendors are creating partnerships, alliances, and solution stacks to better serve their clients, add new capabilities, and better compete. The TAtech Spring Congress has an entire track of TAtech Business Accelerator, facilitating scheduled meeting and interaction between the many vendors attending. Other regional conferences are creating vendor speed dating opportunities as well. One person with a tremendous amount of insight and experience, playing in the sand box is Ward Christman, who has 25 plus years of experience creating and selling e-recruiting technology and services. Ward's background includes special expertise in ATS's / Applicant Tracking Systems, employee referral, and job marketing via job boards and social media. He is the Founder and Chief Advisor of HRTech Advisor and Co-Founder and Chief Advisor of HRTech Alliances. Ward is working with a number of HR Tech industry thought leaders to create something really exciting, a new global portal just for those involved in alliances and partnerships in the HRTech industry. It's not for the HR buyers, it's for the vendors to connect with other vendors, to do more business with each other. Welcome to an HR Technology channel podcast on TotalPicture Radio, I'm your host Peter Clayton, and joining me is Ward Christman. Ward thanks for taking time to speak with me today here in Total Picture Radio.

Ward: (00:03:18) Sounds great Peter and thank you for having me. I've been a fan of the show for many years and delighted to be in the other side of the recording and have the opportunity to share some of the exciting things we are doing and I appreciate the opportunity.

Peter: (00:03:35) Absolutely. So tell us a little bit of your background.

Ward: (00:03:39) Sure. Well, it's gonna give my age way a little bit but 25 plus years building HRTech solutions for the HR market starting years ago I left Engineering. I guess it was 1992 when we launched first a dial-up bulletin board which was a job board before the web was commercialized, and actually the web I don't think existed then. So that was kind of what got me started and hooked on this industry. I love HRTech, I grew that business, sold it to help grow a number of other businesses. I'd say 8 out the 10 companies, either started or worked in a key role have been acquired or sold and it's been exciting times to see all these things occur. And what I realized over the years was that the different HRTech companies really needed help figuring out how to go to market and how to grow their business, and most of them didn't have big bucks to spend on huge marketing campaigns and growing their brand. And the secret sauce really for me in the past and what we're still finding now as we advise these different HRTech companies, is partnerships and alliances collaborating with others in the industry to provide more value to the customer base. So what I've done is after, about four years ago I launched HRTech Advisor as a boutique consulting firm to advise these HRTech companies and again I kept coming back to Your biggest bank for the buck is not to hire a bunch of sales people and hope that they close deals in next 3 or 4 months but to find good partners where you can collaborate and help their customers leverage your tools and then help your customers leverage their tools. And that one plus one equals three that's called alliance math and it really does add up and helps really break into the market in a very cost-effective way.

Peter: (00:05:43) That's really interesting because I recently had Amanda Cole who is the Director of Operations at eTeki, on Total Picture Radio, and she was talking about solutions, techs which seems to me to be similar to the things that you're talking about. It's finding other resources that can partner with you to help you to expand your market. So, I guess that's really, when we get into the HRTech alliances, what that is all about is creating solution stacks.

Ward: (00:06:20) It sure is Peter and eTeki is actually one of our clients too, in full disclosure, and yeah we're delighted to advise them on how to do that, how to build their solution stacks so that at the end of the day the customers, what we found over the years is, the customer really doesn't want to figure out how to piece together twenty or thirty different vendors to get their HR need met. They want three or four, right? Having one is just not possible or realistic. So what we've done is to help them figure out the best solution stacks that can be offered to the market. And if the vendors are collaborating and working together well, both at the technical level, but also at the sales marketing level and co-marketing if you will, their solutions out there. That's what the buyers really want. They want a kind of a pre-packaged solution and they can go to some of the big names and they claim to have everything but what's ironic when it comes to alliances, the biggest names out there from iCIMS to Oracle SAP you name it, if you look at them closely they have hundreds of partners, hundreds, for their customers. So if you look at the comparison of a suite of products versus best-of-breed, there's always gonna be the hybrid approach. So that's what we're aiming for. You've got the Deal API's what we call it where the vendors work together to come up with the deal, and we're the connector in the middle. And one of the reasons why I met up with current Co-Founder Larry Cummings, Co-Founder of HRTech Alliances, that's a platform that we're about to launch literally in a couple of weeks here, so this is one of the first programs that can announce the upcoming platform for the industry. We're excited about it and Larry has been very active in the alliance community in HRTech and, but I guess three years ago we connected and said "Let's build exciting for the industry that can help people find partners and manage their current partnerships" because there really isn't anything else out there like that, and we're excited to take it out to market.

Peter: (00:08:40) So tell us a little bit about the platform and how it is going to work once it's launched.

Ward: (00:08:46) Sure. It's really quite simple and if you look at direct sales versus indirect sales, most direct sales people they use basic tools like CRM like Salesforce.com, they use LinkedIn to find information and people in connecting so forth, and of course the good old phone, actually the people still use that making phone calls and so forth. But on the indirect sales, when you're trying to not only collaborate with partners and find new partners, what we found is at least in our industry it's very old school, very fragmented in terms of tracking, apparently the basic CRMs aren't really built for the indirect sales channel. And finding partners and manage them has been very difficult so that failure rates has been very high in our industry. So the platform that we're building in partnership with HR.com is to leverage the tools and technology they've pulled together over the years for the HR community and create a private area where the vendors can connect and discover new partners and manage their current partnerships. So it'll be subscription-type service where the vendors and the HRTech suppliers, both technology providers and the HR service-type companies that work with those technology providers, they can go into the platform and again discover new partners and manage their current partnerships to be more effective.

Peter: (00:10:19) How are you gonna monetize this? Are you gonna charge a fee for people to become part of this platform or how's that going to work?

Ward: (00:10:27) It's going to be a subscription service, and there is a free level membership so you can kinda get a flavor for it, kinda like LinkedIn where you can use a certain amount of the site, but if you really are serious about selling and whatnot having or recruiting as many people use it for that, getting a paid membership really can give you a lot extra horse-power onto the hood to achieve your goals and that's the same thing with what we're doing. We wanna give some connectivity and information out to the industry at large so that we can help foster collaboration between the vendors. But if they really take the indirect sales channel and partnerships and alliances serious, they now either wanna join and pay the membership for corporate or enterprise level membership but they're also gonna use the tools for themselves personally whether supporting partnership directly or maybe indirectly. Because one of the big things we wanna help is that face-to-face connectivity out there, some of our partners like TAtech and LEHRN, they have some great events going on and they realized that a lot people come to these events to meet the other vendors that are coming as well and talk about partnerships, so maybe they're already partners and they wanna continue further that relationships. So the big part with the platform is gonna do, is help discover some of the mutual opportunities that some of these companies that are already partnering don't even realize that they show up at the conference "Hey I didn't know you're coming to the show. Had we known we might have been able to create something useful like from a co-marketing stand point and promote that we're gonna be there and maybe give a boost next to each other that kind of thing". So that when they bring in their mutual customers they can introduce themselves, their customers to each other. It's just gonna foster a lot more collaboration not only between the vendors but between their mutual customers. That's what partnerships is all about.

Peter: (00:12:36) As you know Ward, one of the biggest pain points that I continuously hear from HR leaders is that none of this technology talks to each other and is easily available for collaboration. What is your view on this and do you think it's getting any better?

Ward: (00:13:01) It's absolutely getting better and one of our partners, because we recognize that integration and the data connectivity as a key part of collaboration at least in the technology world right? There's HR Open Standards - is a global consortium of members that are pursuing the standards within just HR. They used to be, HR-XML is the name they changed it up to Open Standards because it's not just about XML anymore, it's other types of connections. Their annual conference is coming up in a couple of weeks, I'll be leading a panel there with SAP Successfactors, Oracle, Infor, as a suite of products and then the topic is going to be about Suite versus Best-of-Breed and what's the benefits of both and how we can have hybrid solutions if that's the right answer. It's gonna be great and interesting discussion but on the best-of-breed side with folks like Employment Screening Resources, Questionmark, Umantis Global, some of these are coming in to Denver from around the world to talk about just that beaters, how do we do a better job of helping our customers' data flow where it needs to flow so they can have the user experience that they want whether it'd be recruiting people or employees going in for self-service and leveraging these great HR technologies. As soon as you try to bundle-in best-of-breed with suites and so forth, if its systems are talking to each other, can be less than optimal, let's put it that way. So these are companies that are committed to creating standards, there are lots of standards already created and they are in use, but it continues to be refined and enhanced as new technologies come along and new needs from their customers that are saying "Oh, well that was great but here's what we're doing now, "Pinterest this" who knows what it is right? Something always new coming along. So it's a great group, they're dynamic and another example of how the industry can try to work better together because at the end of the day it's the mutual customers that are gonna benefit and they need the vendors' help to do that, they can't drive it because they just don't. The average HR practitioner just doesn't have the technical knowledge or time even to direct their vendors completely they have to rely on them to want to collaborate more with each other and that's a big part of our mission to help vendor-to-vendor collaboration occur.

Peter: (00:15:52) Well the cast of characters you mentioned at this conference session that you're going to be leading, as you well know they don't really seem very interested and I'm talking about Oracle's IBMs of the world, and alliances. They just call and buy, if they want some, they go buy it like my friends at SelectMinds, it was a wonderful platform, Oracle just bought them, and then it becomes part of their solution stack or suite or whatever you wanna call it, and so you've got the behemoths out there, the large players who don't really seem interested at all in doing alliances, they just go on and buy up companies to again create these suites of services.

Ward: (00:16:47) Yeah and that may be the impression and I would agree with that but the reality is quite different as I've mentioned, the bigger players they have hundreds of partners already. As a matter of fact, everybody and, it's so easy to start up an HRTech company these days online, that there's new startups all the time and we get calls from them all the time and like "Hey we wanna show you our product, you'll love it, and you wanna tell everybody about it, it's like, okay what's your business plan, like we're gonna show it to Taleo and they're gonna fall in love with it, they're gonna sell it to other customers and we're gonna get rich." It's like, just getting them to answer the phone, it's gonna be a challenge.

Peter: (00:17:36) Yeah it seems a lot of these companies, a lot of these startups, their whole objective is to get acquired, you know, to reach a certain point where somebody will come in and give them ten million dollars, right?

Ward: (00:17:54) Well, yeah. At the end of the day most people build their business to, either it's a lifestyle business or to eventually sell it to another organization, right? So a very few end up going public and, so that's kind of the reality, yeah from the HRTech market and particularly as you've mentioned with the big guys buying these other companies I mean, that's what hits the news of course when somebody buys somebody else. But not counting the ones that just go out of the business, the ones that do get bought, typically it starts out as a partnership. Okay so it's kind of like dating before you get married, right? There are some companies in our space that are very inquisitive and if it looks good on paper, they will buy them and they have their process, CEB was one of them and that was their preference and that's okay. We promote what we believe is best practice is to date before you get married, and see if it feels like a fit because it's not just about the technology, it's about also cultural fit and if you're gonna acquire a company of course, and we're advising some of the larger players now on these kind of build, buy or partner questions that they're asking. Because at the end of the day you look at some of these big guys and go "why'd they buy them, why don't they just build it, or are they half way there anyway?" Well, sometimes it's speed to market, sometimes it's just about marketing, and bumping your stock price because now you got this sexy new tool in house, and to point about the example you gave, sometimes is, really good technologies just disappear after they get acquired.

Peter: (00:19:46) No kidding!

Ward: (00:17:47) Yeah!

Peter: (00:19:52) Guess what happens, it's absorbed into the Oracle death star and never to be seen or heard from again, right?

Ward: (00:19:59) Well, because what happens then, ten more popped up, right?

Peter: (00:20:02) Right! Right!

Ward: (00:20:04) I mean, yeah look at Mobolt and they struggled to get it out in the marketplace but didn't stop ten more companies creating some kind of mobile apply app and so forth and many of those have pivoted or done well as well. So I think that build, buy or partner is a key question we're gonna help the industry figure out, because at the end of the day that's the only choices if you wanna grow what you have in market share and so forth you have to either continue building or gonna have to buy somebody and we believe the best way if you're gonna buy anyways, at least partner first and you can continue dating forever if you want and that works out, terrific. And then if you wanna buy them, that's an option, you do that, and then worst case if it doesn't work out and you wanna build it you always have that choice. That's kind of, what we're gonna provide is a key asset, and a platform is a way to discover who's out there, who's doing what and does it make sense to partner for current needs or for future opportunities.

Peter: (00:21:17) I've recently had Jeremy Roberts on my show, who has a wonderful term which is "Buzzword Bingo" and I mean you weren't in a unique position Ward in that you have an opportunity to talk to lots and lots of people who are in the HRTech space and see what new technologies are coming online, this year it's seems that chatbox, AI, machine-learning are the buzzword bingo terms of 2017, would you agree with that?

Ward: (00:21:53) Yeah, yeah it definitely is. What's interesting, you look at chatbox for example or even texting. Recruiting thru text messages now is so hot, because maybe because it works but I mean, how long is texting been out? It's king before instant messengers and all that right popped out into some level so it's amazing how some of the fundamental aspects come around and all of a sudden there's a sexy new toy or whatnot, and chatbox I think are just a variation of different things that have been out there already and if it's truly driven by AI and engages people before human takes over that can be definitely a help but there's no doubt kind of like artificial intelligence - there's hundreds of vendors, they hang that flag and when you look to hood you're like, there's really nothing intelligent underneath. So sorting through the noise is gonna be difficult, but buzzword, I mean that's always the fun of marketing spin and trying to see what's behind that and when it's interesting because people think, "Oh well we're gonna grow through partnerships. We're just gonna go out and people are gonna see our product and they're gonna be so excited they're gonna want a partner," what they forget is the main thing that partners want is how are you gonna help me close my deals, how are you gonna help me sell more of my product, and it's not just that fact that your product is cool or sexy or shiny, it's a chatbox or whatever that's gonna attract the customer to say "Okay well since you have that partner solution, then we'll buy your full suite." It doesn't work quite well like that. It's tricky but can be a very prosperous and exciting way to grow your business by collaborating with other vendors and we're excited to bring this platform to market to help with that and look forward to hearing more success stories about collaboration between the vendors.

Peter: (00:24:15) I'd like to get your input on what's going on at Facebook now that they have a jobs platform, and it seems to me Ward, that they are eating LinkedIn's lunch, and dinner, and about to eat their breakfast because I see LinkedIn and Twitter as transactional platform at this point. People are no longer engaging on LinkedIn, you use LinkedIn as a resource or certainly for sourcers to go find candidates and to connect with them, but you look at what has happened to groups. There's rumors out there now, that Microsoft has acquired LinkedIn, that groups are eventually gonna go away because the groups on Facebook are far more engaging, far more active, and again when you look at the numbers of how many active people are on Facebook which is in the billions, and how many active people are on LinkedIn which is in the millions, as my friend Todd Davis says, you do the math and it's really easy to see where you should spend your money. So what is your opinion of what Facebook is up to and how they're going to impact HR technology?

Ward: (00:25:42) Well there's no doubt that they have quite a large user-base and that is an amazing asset that they can leverage and they're finally starting to leverage it. I remember two and half years ago, they reached out to me, they were looking to build an ATS and wondered if that was I role I was interested to do, as interested to do which I could have done coming out of Kenexa helping them build out their ATS. But the main question that I was interested in and I just started my consulting business then was, "are you gonna take it to market?" And the answer is 'no, definitely not.' And like "why would you build your own ATS, even if you're Facebook, again it's a build-by-your-partner, why would you build your own ATS when there's so many wonderful choices out there and frankly who, what ATS wouldn't partner with Facebook and bend over backwards to build something for them that could be taken out of the market." So it's a little befuddling how I know did they wait this long to get into the game but some opportunity like that, who knows maybe now they are looking to partner with some ATS's, so anybody from Facebook listening to this give us a call we'll help you out. Because there's a lot of them out there and you don't want them all banging down your door and we can help you let them out, but that's, I mean that's maybe part of the challenge, right? It's like, it'd be difficult to partner with them or to find a partner but should everybody else be worried? Yeah! But if you look at the numbers like what the traffic that Indeed has in terms of recruiting space, it dwarfs everybody let alone what Facebook is doing and it will for quite a long time. If anybody should be worried it might be Indeed, right? But if Google changes, no, decides to get into this space that could change things quickly too, right?

Peter: (00:27:40) Oh absolutely. Yeah and let's face it, I think the fact that companies can now post their jobs on Facebook and as you know Facebook has just a terrific way of customizing everything it should do there, with jobs and pods I have jobcast app for Lever which is one of the new generation of applicant tracking systems based out in San Francisco, and they're looking to hire sales development person, right? And so I put, I spent a few bucks on Facebook and everything that I spent was going to the San Francisco market, going to sales, and a couple of other categories, so I mean you have the ability on Facebook to customize your ads to such a level and target as such a level where it's very hard for me to understand how job boards are gonna compete with these.

Ward: (00:28:46) Yeah. But again it's interesting 'cause there's a lot of success occurring out there with job boards and different tools out there that, and many of them are connected to the social media sites, right? So I think you'll see an evolution, kind of like with LinkedIn where at one point I joined it, I was member number two hundred thousand something so it's very early and with LinkedIn, at the time there was a few who said "Hmm I wonder if this will be, you know how much of this will be used for recruitment?" Well ask everybody, "Are you going in?" It's like "Yeah, that's the main thing. It's essentially a job board, right?" So to some level Facebook is not I guess careful, I don't know what the right word is. But they're gonna end up driving people away because all of a sudden it's like "Well I'm not looking for a job, stop bugging me." And then people are gonna unplug, and then they're gonna lose the very thing that employers are excited about right now is that ability. So I think it will be a wave and a curve, and if it follows history there will be adaptors who'll ride the wave somewhat but it will come crushing down at some point and somebody else will take over.

Peter: (00:30:01) It's interesting because every year for the last, what, ten years job boards have been doomed, and someone has come out and said that this is the year that they're gonna die, and yet they're doing very well as you said.

Ward: (00:30:16) It depends. Again, we're finding interesting, the ones that are thriving and surviving. Look at CareerBuilder and some others. They've had a strong partner program for a while and yes they do acquire companies but if you look carefully at who they acquired, most of them, they partnered with first to see if it felt, if it was a fit and that the first and second day wasn't all pomp and circumstance that there really is something to leverage an asset that they can leverage. So, that I think, the job boards that want to succeed and not only survive but thrive, they're gonna need a strong partner program, they're gonna need friends and other technologies tied into not only just recruitment but frankly talent management because the best employee to recruit is your current employees, right? And you look at our placement firms, right? They finally got it, they're like "Oh wait, we're not helping people lay off, we need to help them hire." And some of them like Korn Ferry and others have launched job boards and so forth and it's not easy, let's put it that way, but the reality is talent is talent and as we move more into the gig economy, if you're not focusing on the full talent picture and it's hard to do that, which is why you need partners that have already, not may be perfective, but they've got solutions in those different areas, if you had good partners and you can create a holistic solution for companies, now it's a lot more attractive but it really helps them a lot more which is at the end of the day what you need to have is a good solution stack like you've mentioned Amanda from eTeki, it's about connecting, collaborating with others to create a solution stack for the customer because their dilemma is going to be solved probably not by one vendor but by multiple ones, and if they a had a choice, they'd rather pick a stack of solutions that are already kind of built to work with each other versus trying to piece it together themselves and then getting frustrated and then saying "Alright time to replace our ATS or whatever." Yeah that's no fun, it's expensive and it hurts the company and the employees. So that's why we're excited by helping them enter into a better job, collaborating, building those solution stacks, matter of fact we believe, I believe that in the future you're gonna see some independent consulting professionals becoming solution stack managers that are much like what some of the big consulting firms today are "Hey tell us what you are RFP needs are and we'll go out and figure out who the best vendor is." Well it's not vendor anymore, it's vendors. And combining those best-of-breed with some of the suites, that's gonna be the ultimate solution but it's gonna be difficult to do because it's a moving target and how can you possibly keep up with that, even the big consulting firms just can't. They track some of the bigger players but if you look at ninety percent of the HRTech market it's serving the mid and small market, the SMB market and there's just tens of thousands of them there. So I believe you're gonna see a lot of boutique consultants come along saying "I've got a solution that's pre-built with five vendors for the talent acquisition market in casinos and if you're a casino this is the solution that you'll love because it's all been custom-built for your industry" and so forth and so on. I think that's gonna be the future and we're excited about it.

Peter: (00:33:59) That's really interesting. So have mentioned that Larry Cummings was your Co-Founder at HRTech Alliances, who else is on the team, and who's on your advisory board?

Ward: (00:34:09) Yeah Larry and I have been hard at work building out this road map for the solution and the platform, and running essentially doing the best practice consulting with these companies to not only help them but also to "bottle" if you will, some of the "secret sauce" that's gonna be needed to move forward with the self-service platform which is what HRTechAlliances.com really is, more of a self-service platform. So, recently we've had a good fortune of Steve LaMotta joining as well, a long time industry vet and a certified HR practitioner from years gone by and continues to maintain that. So it's great to have that kind of thing, and then of course we've got some great partners like HR.com and HR Open Standards, and yes some of the conference groups like TAtech and LEHRN. And then our Advisory Board, yeah terrific group of folks. I won't rattle through their names at the moment, but if you get to our website you certainly get to see them, who's on our board, and yeah we actually ask and listen to their advice, it's not just a face on our website like a lot of advisory boards are. And actually we are actively looking to expand that particularly from a global basis to get some more folks from other areas of the world to make sure that the solution that we're building for the industry is not only globally aware, but can provide as needed, the right formula for people in other parts of the world that maybe we weren't aware of. So that's a call out there for people that are interested in this to reach out and let us know if this is the kind of thing you wanna get involved in.

Peter: (00:33:59) Well Ward thank you so much for taking time to speak with us on TotalPicture Radio. I hope this has been a valuable conversation for our listeners and how can people connect with you?

Ward: (00:36:14) Well right now, standing up our new platform, a little busy but love to chat with people that are interested in partnerships and alliances in the HRTech space, and the best way would be to go to HRTechAlliance.com check it out get involved you can pre-register now for the platform. We are expecting to open it up in a few weeks to help launch the LEHRN Virtual Partnering program and we'll certainly connect up on LinkedIn and other places and who knows maybe in Facebook, right?

Peter: (00:36:45) Alright well thanks again Ward this has been really interesting and I'm really looking forward to you launching the HRTech Alliances I think it's gonna be a terrific service for everyone and also for the HR and recruiting community out there to have this resource available.

Ward: (00:37:05) Yeah that's really why we partner with HR.com, not only to leverage their platform for the platform needs that we have, but the fact that they do such a great job of helping a practitioner get to know what best practices are, and part of that is discovering technology so they're going to be the interface to the practitioner, we're gonna be the place where vendors can go and collaborate. So it's really a nice partnership and we're excited to take that out to market.

Peter: (00:37:38) Ward Christman is Founder of HRTech Advisor and Co-Founder of HRTech Alliances.

{/slide="Interview Transcript"}
Peter Clayton

About Peter Clayton

Peter Clayton, Producer/Host, is an award-winning producer/director of radio, television, documentary, video, interactive and Web-based media who has created breakthrough media for a wide array of Fortune 100 clients.

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