The Shortlister team descended on the HR Tech conference in early October. We met with countless vendors, talked with many consultants and took in plenty of sessions. What did we learn through all of this? HR technology is not really about technology for HR teams anymore. It’s all about the employees (and candidates)!
We met with a LOT of vendors. Regardless of whether they were a payroll service or recruitment software, HRIS system or benefits administration software, vendors’ talk tracks all focused on how their solution made employees’ lives easier. In fact, I can’t think of a single vendor who spent any time reviewing the efficiencies their solution provided for the HR team. Even vendors whose solutions were not employee-facing talked about the benefits that would be realized by the employees.
In trying to distill down all of the content I took in, I identified a few key topics that all focus on addressing the employee experience:
Would it even be an HR technology conference if we didn’t hear about artificial intelligence ad nauseum? AI has infiltrated every corner of the HR technology market. Most, if not all, vendors are incorporating AI in some capacity, most notably in the recruiting space. However, it’s important to acknowledge that many employers aren’t there yet; they’re still working on automation or a mobile strategy.
?? Make sure you dig in to understand what AI really means with each vendor. Functionality varies widely, but when executed well can bring incredible value to HR and employees.
Curious about the top benefits administration providers?
Gone are the days of thinking an all-in-one HR technology vendor can solve all problems. The future of HR tech lies in agnostic “hubs” with plug-and-play integrations. And with core HR technology platforms only being replaced every 7-10 years, HR leaders are looking to add on innovative technology solutions to address their key areas of concern, without having to upend their core technology.
?? Thoroughly investigate how your potential vendors will work together. Employees expect a seamless experience and don’t want to manage multiple HR logins across the various technologies.
And I’m not talking about money. Employees are more stressed than ever at work and in their personal lives. They’re worried about their futures with today’s workplace revolution: the advent of the gig economy and (perceived or real) automation taking over jobs. Notably, we saw a soft focus on employee wellness and well-being, under the umbrella of performance and engagement (rather than health and fitness), which hasn’t been a historical target of HR technology vendors. Employees want to feel valued.
?? Employees want opportunities for re-skilling, up-skilling, flexible work models and to mitigate professional and personal issues. If deployed thoughtfully, technology tools to address well-being, learning, engagement and communication all can provide incredible value for employees.
All of these complex ideas are really focused on one singular thing: making life easy for the employee. There are groundbreaking technology solutions available in the market today, ready to address every aspect of the hire to retire experience – as well as life outside of work. However, be sure to remember that technology alone can’t solve company problems, but it is a key component of the overall HR and business strategy.
There continues to be explosive growth in the HR tech vendor landscape. With 10,000+ attendees, 450+ vendor exhibitors, thousands of product solutions and over 100 sessions, it was impossible to take in everything the HR Technology Conference had to offer. We hope you found these insights valuable, and we’re looking forward to seeing you at next year’s event!
Tom Ciccotti & Jenny Bedeaux of Shortlister, posing with Elvis at HR Tech.
Looking for HR Technology provider that fits your program goals?
Article By Jenny Bedeaux, VP of HR Technology at Shortlister
Jenny has extensive experience in the HR and benefits technology market. She heads up Shortlister’s HR technology vertical and works to support employers and their advisors to more efficiently select solution providers across the HR technology spectrum.
|Shortlister Public Site
|Who can Access Shortlister?||Versions of the Shortlister app are available for employers and benefits consultants to access detailed information on service providers and issue RFPs.||Anyone can access the basic vendor data listed on the Shortlister public site, free of charge.|
|Do employer & consultant users pay to access Shortlister?||Yes – There is a monthly subscription fee||No – Shortlister's public site has tens of thousands of visitors per month that are researching vendors. They do not pay to access this basic vendor data.|
|Do service providers pay to be listed?||No – Service providers can enroll on the Shortlister app for free.||No – Service Providers do not pay to be listed on the Shortlister public site.|
|Can service providers pay to improve their position?||No – The Shortlister app's matching algorithm is completely neutral & unbiased. It matches employer & consultant users with service providers based on how closely the buyers requirements match the service provider's capabilities.||Yes – ONLY on Shortlister's public site. Service providers can bid to show up higher on listing pages. This is how Shortlister is compensated for the substantial effort it takes to curate this pages and vet vendor data.|
|What if a service provider doesn't pay Shortlister?||Nothing – Service providers don't pay a fee to participate on the Shortlister app and are matched based on how well their capabilities align with a buyer's demographics and needs.||Service providers will still be listed on the pages for the services they provide, they will just be listed below those that have bid to list higher on that particular product page.|
|What about the Top Vendor lists at the top of the product listing pages? Is there a fee to be listed?||Not Applicable – The Shortlister app doesn't display Top Vendor lists because the algorithm generates a custom list based on the customer's needs.||Yes - There is a nominal fee of $50 per quarter that's charged if a service provider is approved for a Top Vendor list. Shortlister evaluates vendor capabilities & market performance data to determine who should be listed. Evaluating this data takes considerable time and effort, so the nominal $50 fee covers the cost of the work it takes to curate these lists. If a vendor applies for a Top Vendor list but doesn’t meet the criteria, they are not charged a fee.|
|Who provides reviews of service providers?||Reviews on Shortlister's app are collected from employers and consultants. Service providers are also able to collect reviews from their customers, once they are validated by Shortlister. When a user is logged into the Shortlister app, they can clearly see the source of the review.||Public site reviews are an aggregation of employer, consultant and provider-collected reviews. There is no way for public site visitors to differentiate the source of the review.|
|Do service providers see information and reviews put in the site by your users?||Service providers cannot see the information put in by Shortlister's consultant and employer users.||Service providers can see information that was collected from their own clients.|