Brandon Hall Group has conducted four major research surveys this year to assess trends in Human Capital Management technology deployment and adoption for talent acquisition, talent management, learning and development, and workforce management. We gathered nearly 1,000 responses and found consistent, striking findings in terms of the importance placed on user experience, and what buyers want from technology providers in terms of system integrations, functionalities, and service.

In preparation for my Sept. 29 webinar – The Talent shutterstock_294559574Activation Continuum: How Connected HR Technologies Deliver Better Business Outcomes, sponsored by SilkRoad — I had the chance to analyze the data across all four HCM areas. I learned that organizations as a whole struggle with the same things – low adoption levels. Employees are avoiding their HCM technology, are relatively dissatisfied with functionalities, and can’t link the technology to better business outcomes, among other things.

The good news is that organizations are beginning to understand the importance of having an engaging user experience and how improving that experience can impact business goals. Having an engaging experience not only refers to the system being intuitive and having a nice look and feel; it means that when the users need to move from one system to the next, it is a seamless experience. Thinking just about talent acquisition technology, a recruiter may need to work with numerous systems: an applicant tracking system, a job distribution system, and a CRM — all in one day, or even within a few minutes. Connected systems make work life easier and productive, and enable sharing of resources and analytics.

In order for HCM technology to drive business outcomes, it needs to provide across the Human Capital spectrum an engaging and seamless user experience and the rich analytics needed for making the optimal decisions.

Find out more about what is causing these issues, and the critical success steps for building a robust HCM technology strategy, by attending our webinar, sponsored by SilkRoad, at 1pm Thursday, Sept. 29.

    –Daria Friedman, Principal Analyst, Talent Acquisition, Brandon Hall Group

Daria Friedman

Daria Friedman is the Principal Analyst overseeing the talent acquisition practice for Brandon Hall Group. Prior to Brandon Hall, Daria led the research practice for Bernard Hodes Group, a recruitment solutions agency, and Findly, a talent acquisition software service provider. Daria’s focus is on conducting talent acquisition research on topics such as candidate experience, employer value proposition validation, onboarding, candidate experience, retention, internal communications, career site messaging, talent pool assessments/supply and demand, employee engagement, campus/graduate recruitment, brand perceptions/positioning, best practices, diversity, market/competitive dynamics, talent acquisition metrics, source-of-hire/job search dynamics, employer preferences, employee benefits, technology purchase preferences, and more. She has produced many thought-leading and award-winning research studies at Hodes, including: Healthcare Talent Metrics, The Growing Value of Employer Brands, RNs at Risk, The Collegiate Career Mindset, The Employment Conversation - How Employers and Talent Meet on the Social Web, and Playing for Keeps/Recruiting for Retention. Daria developed Industry Matters, a monthly newsletter that provides insight on the talent landscape from both an economic and talent acquisition trend perspective. She has conducted research globally across many industries, such as Healthcare, Technology, Insurance, Finance, Hospitality, Telecommunications, Defense, Law Enforcement, and Retail. Daria is skilled in quantitative, qualitative and secondary research methodologies. Daria has an MBA in Marketing from Fairleigh Dickinson University and a BA in French from Montclair State University.

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