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The Human Resource Executive HR Technology Conference is consistently one of the biggest HR conferences of the year. Since there were so many insightful tweets we made a table of contents to make it more organized. Enjoy!
Table of Contents
Employee Experience and Engagement
Employers need to empower all employees to be content creators, recruiters and sales people. #HRTechConf @HRTechConf @SumTotalSystems @randizuckerberg
— Andrea Berg (@TalentMgmtNow) September 12, 2018
One lever that #HR needs to pull more: scarcity. Make employee experiences special and fleeting. #HRTechConf
— Brian Westfall (@GDMBrian) September 12, 2018
Less than 10% of average workers say they can achieve their dreams at their current employer. Wow. #HRTechConf
— Brian Westfall (@GDMBrian) September 12, 2018
Employee Experience platforms may prove to be the way the multitude of technologies and data become usable for employees. Agreed. They may also help ensure data quality and the resulting analytics and insights. @Josh_Bersin #HRTechConf #EmployeeExperience #PeopleAnalytics #PAFOW pic.twitter.com/nKhpvF6wxd
— Al Adamsen (@aladamsen) September 13, 2018
It’s important to know the difference between goals and outcomes. ==> Employee engagement is not a goal. It’s an outcome. @Josh_Bersin #HRtechConf #HR
— Sharlyn Lauby (@sharlyn_lauby) September 13, 2018
Candidate Experience
Great session at #HRTechConf around why companies are still struggling to find candidates. Simplified application process is a start in the right direction.
— Tina Smith (@tsmith20164) September 13, 2018
@TimSackett at #HRTechConf: Stop playing hide and seek with your jobs! How hard is it to find jobs/careers on your company’s website? How many clicks does it take to get there? If it’s 8 clicks, that’s WAY too many.
— Mary Kaylor (@SHRMKaylor) September 13, 2018
Applicants per job, time to close, and abandonment of the application process (average is 4 min in) are measures @iCIMS looks at to understand trends. #HRTechConf
— Mary Faulkner (@mfaulkner43) September 13, 2018
There are a lot of things employers can do to enhance the #candidateexperience. It can be as simple as optimizing a career or landing page. #HRTechConf
— iCIMS (@iCIMS) September 13, 2018
“Most people care about two things: location and pay. In a #mobile world, the ability to search by location is even more important.” A whole new mobile recruiter and candidate experience is coming to #HRTech #HRTech2018 #WomenInTech #WomenInHRTech @CBforEmployers @CareerBuilder
— Amy Heidersbach (@heidersbach) September 12, 2018
Recruitment Marketing and Content
@Shaunda at #HRTechConf: People want you to interact with them! Don’t only post content. Ask them what they want to hear about. Create a recruitment marketing conversation. Facebook Live, Instagram Stories, Snapchat, Twitter chats, podcasts networking hours.
— Mary Kaylor (@SHRMKaylor) September 13, 2018
Noted as the most important skill set or role for value add to #TalentAcquisition teams: Content mgmt/Communications that contribute to engagement and relationship building with candidates ???? #HRTech2018 #HRtechConf
— Kristin Dudley (@kadud) September 12, 2018
There is a trend: recruitment marketing going anti-employer brand (aka video montages about the great open workspace) and moving toward featuring authentic videos about the people, hiring managers, etc. #HRTechConf #hrtech panel via @monster @iCIMS @Jobvite @kris_dunn
— Dawn Hrdlica-Burke (@DawnHBurke) September 13, 2018
Pretty much this. #hrtechconf #Recruitment #recruiting #HR #ModernWork pic.twitter.com/UDOxVqWOba
— Dawn Hrdlica-Burke (@DawnHBurke) September 12, 2018
Audio (podcasts) and long form content is being re-craved by consumers. Aka there are 2 shows on Broadway that are 7 hours long aka Harry Potter) & selling out. People are desiring deeper content. @randizuckerberg #HRTechConf #futureofwork #modernwork
— Dawn Hrdlica-Burke (@DawnHBurke) September 12, 2018
“Audio is one of the last mediums left where you get a person’s undivided attention.” – @randizuckerberg#HRTechConf
— Frank Gullo (@frankgullo) September 12, 2018
“Targeted content to smaller audiences is maximizing impact” – @randizuckerberg
Holds true for #Learning#AIforLearning #HRTechConf https://t.co/1eDOTQyYs3
— Caroline Brant (@carolinebrant) September 12, 2018
Great recruitment marketing is about helping people figure out that they are not the right fit for us. @TimSackett @shaunda#HRTechConf #recruitment #TalentAcquisition
— Ali Din (@TheDinMan) September 13, 2018
If you are an agency recruiter: have your verticals create content (engineering recruiters vs executive vs administrative). Do this inhouse corporate as well! Good #recruitmentmarketing #HRTechConf #HRTech @kris_dunn
— Dawn Hrdlica-Burke (@DawnHBurke) September 13, 2018
If you’re not converting views to applicants, you’re not marketing your company and jobs right. @susan_vitale #HRTechConf
— Mary Faulkner (@mfaulkner43) September 13, 2018
If you are an agency recruiter: have your verticals create content (engineering recruiters vs executive vs administrative). Do this inhouse corporate as well! Good #recruitmentmarketing #HRTechConf #HRTech @kris_dunn
— Dawn Hrdlica-Burke (@DawnHBurke) September 13, 2018
I’m even thinking how useful it could be for realistic job previews and job shadowing. That would be fun and certainly an engagement asset. #HRtechConf https://t.co/pAD3QFx68z
— Shuree Sockel (@shuree_sockel) September 13, 2018
HR Technology
Organizations are investing in Talent Management says @StaceyHarrisHR @SierraCedar #HRTechConf pic.twitter.com/2bcnEVjavk
— Erin Spencer (@erin_hr) September 12, 2018
Are HR Technology organizations still transforming? Those are decreasing but budgets are increasing! @StaceyHarrisHR @SierraCedar #HRTechConf pic.twitter.com/y8x6MqTnYl
— Erin Spencer (@erin_hr) September 12, 2018
We are going to start buying software based on it’s personality and point of view instead of a detailed functionality list. @JohnSumser on #AI #HRtechconf
— Heather Bussing (@heatherbussing) September 12, 2018
“You’re picking a partner before you pick their technology.”via @LAROCQUEINC at #HRTechConf
— Maestro Health (@maestrohealth) September 12, 2018
New #HRTech categories per @Josh_Bersin. *note, please add “Learning Measurement” #HRTechConf pic.twitter.com/6EYdvcHFa3
— Caroline Brant (@carolinebrant) September 11, 2018
Women In HRTech
Why do women leave tech roles? #hrtechconf #womeninhrtech pic.twitter.com/HFa7zavnoW
— Sarah Brennan (@ImSoSarah) September 11, 2018
“More and more companies are recognizing that culture is key. I call it the company’s ‘immune system’; if you get the #culture wrong, you will not be able to deal with the problems that come up.” – @ariannahuff at #HRTechConf #bswiftHRTech
— bswift (@bswiftbenefits) September 13, 2018
Can’t argue with numbers says @RitaMitjans at #HRTechConf #WomenInHRTech pic.twitter.com/CeYjyCPZsN
— Erin Spencer (@erin_hr) September 11, 2018
Females are the buyers of HR products; are they represented in your design team? –@RitaMitjans #HRTechConf #WomenInHRTech pic.twitter.com/MxRorufSh2
— Erin Spencer (@erin_hr) September 11, 2018
Micro-inequities limit inclusion! @RitaMitjans #HRtechConf #WomenInHRTech pic.twitter.com/5nJZdujwSx
— Erin Spencer (@erin_hr) September 11, 2018
HR Strategy & Transformation
“The new HR world is centered around several data types which use pattern recognition, visualization and metrics to produce insights” @BrianSSommer #hrtechconf #HRTech2018 pic.twitter.com/QUTJXAbiNS
— CIC Plus (@CICPlus) September 12, 2018
“Talent is consistently ranked as a top priority for CEOs. Only 32% are confident of HR’s ability to deliver.” Bill Schaninger #McKinsey #PeopleAnalytics #HRTechConf pic.twitter.com/Sdfat8X9rn
— Al Adamsen (@aladamsen) September 12, 2018
Document all processes to begin #HRTransformation @stelzner #HrTechConf @HRTechConf pic.twitter.com/PjsqGccpUk
— Jason Allie (@JasonAllie34) September 12, 2018
52% increase in organizations with an HR Systems Strategy! @StaceyHarrisHR @SierraCedar #HRTechConf pic.twitter.com/3A63OCTkNs
— Erin Spencer (@erin_hr) September 12, 2018
How do we know if our employees are using all of this amazing HR Technology we’re working so hard to implement if we’re not measuring adoption rates? #HRTechConf pic.twitter.com/iWpPKdyqUT
— Kelly Satterfield (@ksat88) September 12, 2018
Great look at how #TalentManagement tech is changing by @StaciaGarr at #HRtechConf pic.twitter.com/x8IMDSMzye
— Tena Lyons (@TalentLearnWork) September 12, 2018
Talent Management Systems shifting from systems of record/resources to systems of relationships @StaciaGarr #HRTechConf #HCM pic.twitter.com/13tbcI3QSV
— David Wu (@davidpwu) September 12, 2018
“What works for one company isn’t necessarily going to work for yours. Find a solution that solves YOUR problems.” Jennifer Lepird #HRTechConf
— Mary Faulkner (@mfaulkner43) September 12, 2018
“The best candidates you have are probably already in the company – help internal candidates find other jobs within the organisation”@Josh_Bersin
Yes. Reward managers for encouraging and developing great people, not for hoarding them in their team.
— MervynDinnen (@MervynDinnen) September 13, 2018
“The next 10 years of HR tech will be focused on performance, productivity, and agility” @Josh_Bersin #influenceHR #HRTech
— Rhonda Marcucci (@hmrhonda) September 11, 2018
HR has to get out of the transactional and get more into the interactions with people. It allows them to focus more on innovation and engagement. @cecilehcm #PeopleFirst #HRTechConf
— Reannah G. (@ReannahGil) September 14, 2018
HR Data & Reporting
“Only 10% of organizations are measuring their HR Technology adoption” — @StaceyHarrisHR #SierraCedar #HRTechConf
— Allison Baker (@akbaker6) September 12, 2018
Whether or not your HCM, Workforce Management and Talent Management systems are integrated affects your ability to produce people metrics @SierraCedar #HRTechConf pic.twitter.com/4QrjE8ztWL
— David Wu (@davidpwu) September 12, 2018
“20% of orgs don’t know what data they’re tracking.” —@StaceyHarrisHR #HRTechConf pic.twitter.com/LgT4uG4q3i
— Stacia Sherman Garr (@StaciaGarr) September 12, 2018
Refreshing to see someone else, especially someone of Bill Schaninger’s stature, talking about business value, talent strategies, and people analytics in the same narrative. It’s essential we do. Talent strategies brings insights to life. #McKinsey #PeopleAnalytics #HRTechConf pic.twitter.com/p5biEDTYbX
— Al Adamsen (@aladamsen) September 12, 2018
Numbers & Stats
Johnson & Johnson has 1.4 million candidates in their pipeline every year ???? #Hrtechconf
— Leela Srinivasan (@leelasrin) September 12, 2018
“51% of people are looking to leave their jobs” – @trydailypay at #HRTechConf #HCM #HRTech #HRinsights
— Bentechre (@bentechre) September 13, 2018
4.5% of Large US Organization CEOs are named David.
4.1% of Large US Organization CEOs are women.@HarvardBiz @HRTechConf #HRTech2018 #HrTechConf— Kristin Dudley (@kadud) September 13, 2018
Nearly 7 in 10 people use @Google as part of their typical job search process. #HRTechConf
— iCIMS (@iCIMS) September 13, 2018
“In 2017, U.S. organizations spent an average of $4,598 per hire and a timeframe of 47 calendar days” – @iCIMS #HRTechConf
— Bentechre (@bentechre) September 13, 2018
Just leaving this here…in case you want your company to make more money. #womenintech #diveristy #inclusion #hrtechconf pic.twitter.com/w2NXR8ih4e
— Sarah Brennan (@ImSoSarah) September 11, 2018
A big shoutout to everyone that live-tweeted this event!
