Magicality of a Gartner Magic Quadrant

Ok magicality may not be a real word but who cares.

Being in the magic quadrant for a vendor can make or break them in the sales process as so many people place so much emphasis on these results. As such Gartner released the 2009 eRecruitment Magic Quadrant last week with some interesting results.

eRecruitment-magic-quadrant_Dec_2009

Firstly Taleo is an outright leader, which should come as no surprise, but the real interesting parts of the Magic Quadrant (MQ) are with the other vendors.

  • StepStone has moved well and truly into the MQ, and are joined by PeopleClick.
  • Bernard Hodes Group has fallen out of the visionaries quadrant back into the niche market
  • The large ERP vendors remain high in the ability to execute attributes but still lack the visionary attributes of a Taleo or Kenexa .
  • For the first time an Australian vendor is listed, PageUp People , congratulations to Karen and her team.
  • Both Kronos and Mr Ted have moved up the ability to execute stakes which is good.

If you want some ideas about what to do with the information head over to the Human Capitalist for some recommendations.

CRM in Recruiting

The first session I attended at ATC Sydney 2009 was Master Burnett’s workshop (with the occasional interjection from Dr John Sullivan) on how organisations can benefit from using CRM for talent management.

He started by introducing the audience to social media and the changes this is having to the relationships that organisation need to develop with candidates. The basic summary being communicate through methods that the candidates’ trust. In doing so make sure your messages are open, transparent, candid with no more trade secrets. The session took several sideways looks at social media, Twitter, Facebook, blogs and even a quick review on social media policies in the workplace, I might have had something to say on these topics ;-).

Master covered discussed the concept that line managers are really not in the position to be able to provide a talent management approach and that talent management needs to be viewed holistically across the corporation. Further given the current business cycles if you are not updating your workforce plan and talent management approach every 6 months you are falling behind. He introduced a nice four step process for CRM in talent management being:

  1. Labour Force Marketing
  2. Labour Fore Acquisition
  3. Labour Force Support
  4. Labour Force Analysis

We had a very good discussion on how organisations should be conducting a buy vs build analysis on all critical hires along with internal project “job” boards, wikis, and market segmentation.

An interesting note he saw CRM at only two levels transactional and analytical. This differs greatly from my recent discussion with Anthony Lye SVP of CRM from Oracle who is seeing a third layer of social interactions. Much of what Master was discussing was around the social CRM gestures but he did not call it out as such.

Master also helped formulate several ideas in my mind around how CRM should be applied to talent management.

All in all a good afternoon.

Meet Australian Oracle Recruiter David Talamelli

When it comes to corporates’ who blog the typical names mentioned have been Sun Microsystems, Microsoft, and IBM. One company who has been quietly working away at their social media strategy is Oracle. Globally they have hundreds of blogs, a customer focused wiki, employees on Twitter and in general tackling social media on all fronts.

In Australia Oracle has been working hard to engage with bloggers and social media, with several employees having blogs, such as The Red Room, interacting on Twitter and Facebook. What interests me more is Oracle Australia has one of the very few internal recruiters in Australia, David Talamelli, who blog. I have caught up with David for coffee, interacted on Twitter and on our blogs and very impressed with the things he is doing so I felt it would be good to sit down with him and learn a bit more. 

Without anymore introduction below is my short interview with David, I hope you enjoy it.

How long have you been a recruiter?

I have been in IT Recruitment since 1999 my initial focus has been on recruiting in Australia over the past few years this has expanded to the APAC region.

Tell us about your work experience?

My first role was working in an Agency Environment with a company called GAP IT, this was a very sales focused role and I was responsible for meeting my monthly sales targets, I was in this role from 1999-2002. In 2002 I moved into an onsite role at Hewlett Packard where I was responsible for sourcing and managing HP’s Contract Workforce. The recruitment at HP was a combination of high volume recruitment and sourcing for specialist roles. In early 2006 I joined Oracle’s growing APAC Recruitment Team as it expanded its presence in the region. I am coming up to 3 years in Oracle and am quite proud of some of the successes we have been able to achieve.

How about your education, formal, informal?

I graduated from Laurentian University (Canada) in 1996 with a Bachelor Degree (honours) in Psychology. Since that time I have also completed a Graduate Degree in HR Management at Monash University. I have attended many Recruitment Training Events and Seminars – the two presenters who I have found most beneficial/influential are 1) David Carman from CarmanWhite Training and 2) Shally Steckerl who is a Web 2.0 Recruiting Specialist from the US. I also enjoyed hearing from Kevin Wheeler when he was in AU recently.

How long have you been blogging?

I set up http://oraclerecruiter.blogspot.com in January this year and had posted a few posts here and there, but I really started blogging regularly about 6 months ago.

Who or what was your inspiration to start blogging?

I am always open to new ideas to recruit/identify people and actually tried blogging in 2007 to help me in filling a role I had to recruit for. At the time I did not get the response I was looking for via the blog, but it did get me thinking about blogging for my role. I set up this blog in January this year and after talking to my management a few months later they really sparked an interest in me in getting this going. At first it was hard to see the return or value in blogging but I am now seeing it become an important part of our sourcing strategy.

What approvals did you have to go through internally to Oracle before starting the blog?

Oracle has a Blogging Policy that all employees must abide by. I had to ensure that I worked within these guidelines. My management has been very supportive and helpful with regards to my blog.

Given Oracle is a large publically listed company did they provide you media training before starting the blog?

No, I have not had any media training, however our PR/Marketing Team are always there for assistance when I need to run something past them or make sure that my commentary is correct.

Does Oracle have guidelines on what you can or cannot blog about?

Yes we do, there are a number of items that we are not able to disclose information about.

Do you feel blogging has helped with your role at Oracle?

At first, I was not sure if blogging was assisting me in my role, as the viewers and subscribers was relatively low (I was thinking is anyone actually reading this?). However over the past 6 months I have seen my daily blog viewers and subscribers increase dramatically. I find blogging a great forum to reach out to and connect to people and give them an overview of some of the interesting things that we are doing. I think people reading my blog get value in the blog entries I write but it also gives people the opportunity and avenue to explore roles with us that they otherwise may not be aware of.

What would be your one greatest success story from your blogging?

I get people from around the world contacting me to comment on my blog, or send me their resume, or just getting touch with me from my blog. I think the biggest success is that this gives me an opportunity to reach a large audience and share with them my thoughts, ideas which people are enjoying. From a recruitment perspective – I recently advertised and searched for a number of developers in Australia for a project I was recruiting for. The blog address was listed on our advertising and as candidates clicked on the blog link there was a story about the roles and the project in full detail. This gave candidates a full overview of what was expected and helped streamline the process for me as when I connected with these candidates they already had a good idea of what we were doing. I think this separated and differentiated us from the rest of the companies advertising.

What do you feel is the biggest challenge about writing a blog?

At first I thought I would not have enough to talk about, however after 6 months I have found that this is not the case at all. Blogging also took up a considerable amount of my time in the initial stages as I was getting the layout correct, the coding right, still getting my creative thoughts flowing, etc…. However now that it is up and running it has become a much more time-effective tool.

If someone was thinking about starting a recruitment related blog, what advice would you want to give them?

If someone is going to start a recruitment blog, I would recommend that they do it for the right reasons, I think a blog is a means to help you interact with your audience not to sell to them. Recruiters can tend to focus only on filling the role(s) they are recruiting for, however a blog is a long term investment and it is not necessarily just there to collect resumes. Use it as a means to talk to people and be honest in your communication – you should treat your online relationships with people the same way you treat people in person.

What other blogs do you read and why do you recommend them?

Most of the blogs I read are either Recruitment or Oracle focused. I have 9 Blogs listed on my Blog they are: ERE.net, IT Brief, iTNews Australia, The Red Room, Michael Specht – discussions on HR, enterprise …, PR 2.0 (Brian Solis Blog), Shally Steckerl’s Blog, Six Figures Blog

What other social media tools do you use?

I am listed on many of the social media tools available however there are so many social media tools/websites available I mainly use Facebook, LinkedIn, Twitter and my Blog.

Any final comments or words of wisdom?

I think with blogging just like anything else, you only get out of blogging what you put in. It is a lot of work to set up and get running and to maintain but it is also very rewarding as well.

Oracle Social CRM Part Two

I started this post yesterday but was interrupted by meetings and personal life, so now back to my discussion with Oracle on their Social CRM offerings.

I said the tools were limited in functionality, but let me explain in more detail. They are NOT limited in functionality within the firewall, but external user generated content is not something that seems to be in the current products. Yes you can use your favourite social network to background check potential customers. I can understand some of the reasons behind this but the options should still have been incorporated.

The products have a nifty looking UI, some of which is modelled on what looks like Apple’s iTunes. For example the Sales Library product allows user to flick through presentations by tag or to search traditionally. If you like a slide drag it to your area, then continue browsing. Once you have all of the slides you want, download and Sales Library creates a brand new powerpoint chart pack based on your selected slides. You now make your own changes and then upload the revised product for others to use. A great tool for building those sales presentations.  What is missing is linkages to tools like SlideShare to bring in user generated content.

The linkage with social networking tools of your choice allow you to complete detailed research on your existing and potential customers. for example if you are selling a new eLearning system, go find out which sports team the learning manager supports, what their favourite hobbies are, where they went to school. 

The tools have a fantastic integration with the iPhone allowing seamless integration with the CRM products. Which for example if you make a phone call to a CRM contact, automatically updates the CRM from the iPhone handset over the air that the call was made. The CRM tool provides a nice interface showing appointments, tasks and contact all over the air from your CRM on Demand product. Just wait, get lost on your way to see a client, a single click on the CRM contact on your iPhone and you have the Google map appearing showing the location.

A final thought I know more a more companies who are using traditional CRM tools as part of the recruitment process to manage the relationship with candidates. The additions into the Oracle product line make this application even more compelling.

Oracle Social CRM

Today I had the pleasure of meeting with a couple of the Oracle CRM team to talk about Oracle’s new social applications in the CRM On Demand product. The meeting was setup Polly Johnson from Oracle’s PR agency Kinetics, Polly was referred to my by Gareth Llewellyn from Oracle a switched on PR guy. While my main interest is HR related, I am also very interested in everything social media so I accepted.

During the meeting we discussed how Oracle is moving it’s whole product line towards becoming more focused on the social aspect fo business. From a CRM point of view how they can make the applications work better for the individual sales person. One of the key themes was to allow sales people to use their social networks and social media to help enable the sales process. While Oracle is making great steps into this area the products are still limited in their functionality, I will get back to this in a bit.

Now I am not a customer of Oracle, nor a CRM consultant, not even likely to use their CRM products myself. But I do blog, and interact with people who might be these things. Therefore anything I say might be useful for Oracle in the future sales process, ok maybe my reach isn’t that great but you never know. Let me explain this process. I left the meeting about an hour ago and have already blog, and exchanged several Tweets about the meeting. This content is now all out there for anyone to see, use, remix and learn from. Basically I was a digirati solider.

I have to head off to a meeting with Big Red Sky BigRedSky so I will finish the run down on the product later.