Been very buys over the last few days. On Thursday we had an all day planning meeting, which meant that Friday was catch up day!
The weekend has been interesting on Saturday I spent 1.5 hrs getting new reading glasses (I broke my current glasses on Wednesday) and then the afternoon at the school working bee.
Today we went out to Bondi to view Sculpture by the Sea. Highly recommended to all, despite the people. Today has been such a fantastic day
Ok, I might have missed this one when it came out, so sorry if you all know about this. However I have just found out that the SMH has RSS feeds. This is so cool as it shows we do not live in a complete backwater.
Now I will link them into Jager which I am trying otu to see if it is any better than NewsGator.
Arnotts the biscuit people (I know they are now Campbell Arnotts but I am a slow learner) have just rolled out their new jobs site to Asia Pacific over the weekend.
Had a look and while they don’t have my dream job it is an cool example of a jobs site, if you are looking at setting one up have a peak and get some ideas.
Dean Wong over at the Job Blog has a great reminder to us all about managing user trust and expectations.
I’m sure Dean meant this in his post, however I try to look at this from a customer point of view. It does not matter what you do you need to manage the trust and expectations of your customers. If you run a blog that is the readers, a web site or software application the users and if you are in HR your customers are the employees/management and other business stakeholders.
Dean also pointed me to an interesting item at Fortune on Websites that Appeal to Job Hunters.
I have just been re-reading my last post, and a couple of clarifications.
Something I missed in the last post were a couple of fantastic points that Phil made during his presentation. He gave four interesting points that make up collaboration:-
He also highlighted a fact that I had forgotten. Collaborative applications need to be low friction applications. I think this is the same for ALL workforce applications. If you want lots of people to use your products don’t cause them pain in the process otherwise they will give up.
This last point is very important, but you need to know your users to understand what is low friction to them.
Ok, more from recruiting.com (I can’t believe I just found this!).
Jason has a short intro into a new company called JotSpot. There are a few differences between Jotspot and other Wikis like SocialText the main one is the guys at Jotspot have created some prebuilt applications for users. This is a fantastic idea and I believe the potential for this application, and wikis in general is huge.
I have a couple of concerns firstly it might be too far ahead of it’s time, but that just could be my view from the Australian market. I say this based on several things.
Last week at the People in HR conference I attended a session on using MS Office technology (specifically Outlook) for productivity improvements, infact the session was entitled “Collaborative HR applications: maximising HR productivity with existing MS software”. While the presentation was good and showed how existing technology could be reused to provide additional benefits to organisations I was let down on the collaborative side of things. Phil Lovell provided several screen shots on how they have used Public Folders, Outlook forms and basic programming to create a Travel Management application, he stated the next item they are tackling will be recruitment.
Why was I disappointed? Firstly the tools and technologies Phil was using were getting onto being 10 years old and have been available since the first version of Exchange. Now I admit to being an early adopter and so I could be biased here just on the technology. Other issues were no web interface, no other collaborative tools such as instant messaging which would have helped their process dramatically. What disappointed me the most was at during the questions. One HR manager asked if it would work with Outlook 97, answer was yes, the organisation he works for must be embarrassed if that is still there standard platform. The second item during question time was a comment from the two HR managers behind me who said words to the effect of “it is amazing how much you learn from these sessions, I never know such things were possible.” At which point I almost fainted.
Coming back to JotSpot. If our organisations are still using 7 year old tools and the HR managers have not even seen basic office automation tools, well JotSpot may as well not exist.
My other concern on the “application side” is it might get clients 50% of the way to their solution and then they hit a brick wall. I say this from the position of not having used to product and just gone through the tour. When I get a chance I might fire up a beta test.
Relooking at what I have written this sounds like I am down on things. I am not I am concerned.
Everyone who is involved in the HRIS industry in Australia should be out there communicating to their clients (HR managers) and helping them develop visions that include even the most basic office productivity tools. We should be helping HR managers understand the potential of technology, this does not mean the news terms and buzz words. Instead maybe we should all sit down with one HR manager and show them JotSpot to really one their eyes!
Just having a peek around recruiting.com and found some further comments on, take a look.
In the continued battle to have HR departments produce workable acceptable use guidelines for the internet, I stumbled across this old items from Ray Ozzie.
Lou Adler has a great article on as he puts it “a story of missed opportunities, lack of vision, not enough courage, and hope for the future.”
He talks about the lack of vision in applicant tracking systems, pointing the finger not at the vendors but recruiters instead. He feels that recruiters are not forward thinking enough to drive the vendors to deliver better solutions. He states that the main target for vendors should be “Improving the effectiveness of their systems to increase recruiter productivity and improve the quality of candidates should be the goals.” not the improving of processing speeds for unnecessary functions.
A great read for everyone in the HR technology space.
Heather over at “Marketing at Microsoft” blog talks about lots ovf different things ranging from marketing, recruitment and like me follow bright shiny objects.
Anyway she has suggested that I you want her to find your resume just link to her blog post and she will follow the referrals (technical term, ).
I don’t have a resume here but I wonder if she will find me?