Oracle Takes on Employee Experience, Glassdoor Spotlights Diversity and More HR Tech News
Oracle is going on an employee experience journey. As part of a push to add new capabilities to its suite of SaaS products, Oracle added new features to Oracle Cloud HCM that emphasize the idea of personalized employee “journeys.” In a statement, the company said the updates are meant to improve the employee experience and simplify at least some of the complex processes HR faces behind the scenes.
In large measure, the new features are designed to personalize the way employees approach situations where specific procedures are required, such as changing an address after moving or adding a family member to their benefits portfolio.
However, the thinking behind journeys goes beyond administrative processes alone, said Emily He, Oracle Cloud HCM’s senior vice president of global marketing. Because of the COVID-19 pandemic, many organizations have launched initiatives that require employees to follow a specific process, she said — things like understanding work-from-home policies, preparing for a return to the office or taking advantage of new mental health benefits. Journeys, Oracle hopes, will make it easier for HR to roll out such efforts by putting together processes that are easier for people to follow, she said.
On the HR side, the Redwood City, Calif., company unveiled features designed to streamline administrative work and improve data accuracy. These include:
- Payroll Connect which links Oracle Cloud HCM with payroll partners to make data accessible in real time.
- Anytime Pay which allows employers to pay workers for time worked in advance of their pay cycle.
- Updates to Experience Design Studio are meant to improve data accuracy by expanding autocomplete and localization features.
- A pre-built Diversity Dashboard helps identify statistics and trends that can be used to improve an organization’s D&I efforts.
iCIMS Breaks Out of the Recruiting Silo
Enterprise recruiting platform iCIMS is gathering all of its products into a single package which it’s dubbed iCIMS Talent Cloud. The company calls the suite “a unified, AI-powered platform” that will help employers attract, engage, hire and advance the right talent.
To spotlight the platform, the Holmdel, N.J., company also unveiled a new logo and brand identity, as well as a Customer Community for talent professionals around the world, according to an Oct. 1 announcement.
“We want to reposition our portfolio from a whole bunch of suites with their own acronyms and our own product names into something that’s just straight easy to understand,” iCIMS CTO Al Smith said in an interview. iCIMS Talent Cloud organizes its applications into four categories: Advance, Engage, Hire and Attract, and plans to funnel “a lot of new investment” into Advance, Smith said. “Its core building blocks have always been there but we haven’t focused on it.”
iCIMS hopes all this will make its products more approachable. Offering separate tools under separate names made it difficult for users to understand all of the company’s capabilities, Smith said.
However, if iCIMS is shifting gears, it’s about more than making its products more approachable. The company wants to move beyond providing talent acquisition solutions alone and help employers solve business problems, especially when they’re related to workforce development.
Historically, iCIMS focused on attracting external candidates into an organization. However, 20% of its customers use its technology to facilitate internal career advancement, Smith said.
“We realized we have a wealth of tools that we apply when you’re external but don’t apply when you’re internal,” he said. For example, while iCIMS profiles include background checks and similar information, they’re no longer updated once an employee is hired. “Yet you continue to gain skills and experiences and projects and new job assignments and learning and other things,” Smith said. “If you think of it from a career point of view, you’re always a candidate. You just might be an internal candidate.”
HireVue Acquires Recruiting Automation Firm AllyO
One of the pioneers in video job interviews is stepping further into artificial intelligence. HireVue, based in South Jordan, Utah, acquired recruiting technology firm AllyO, and has already incorporated its chatbots and automated workflow capabilities into its core platform.
Terms of the transaction weren’t disclosed, but in June 2019, Palo Alto, Calif.-based AllyO received $45 million in a Series B funding round. That investment brought the company’s total funding to about $64 million.
AllyO’s technology will enable customers to personalize conversations with a wider range of candidates, HireVue said. By automating some of the time-consuming, repetitive tasks involved in talent acquisition, its products also free up recruiters to spend more time on developing candidate relationships and other work.
The idea of taking mundane tasks off the recruiter’s plate is a theme among recruiting technology providers. Keeping up with high-volume pipelines is central to talent acquisition in industries such as hospitality, retail and manufacturing, for one thing. For another, the recession has thrown millions of workers onto the job market, increasing the number of applicants for every open position. Employers need talent acquisition teams to operate as efficiently as possible.
By incorporating AllyO into its platform, HireVue said it can deliver a quicker, end-to-end hiring experience. Chatbots will be able to interact with candidates around the clock, handling applications, answering common questions, scheduling interviews and screening. The two solutions have already been integrated and are being used by “multiple customers,” the company said.
SilkRoad Begins Consolidating Products
Chicago-based SilkRoad Technology completed the first phase of work to unify its solutions and launched enhancements to its RedCarpet onboarding and learning platforms.
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Under the banner of OneView, Chicago-based SilkRoad is combining all of its products into a single platform. The initial effort focused on updating the user interface to provide a consistent experience. Continuing work aims to bring together all of the company’s capabilities into “a singular, cohesive platform for the modern workforce,” it said in a statement.
The enhancements to RedCarpet allow customers to launch e-learning tasks from its Onboarding module, and employees to complete courses in Learning, the company said. Learning tracks course status and communicates to Onboarding once a task has been completed.
In separate news, the company released the results of a survey showing how unprepared most HR organizations were for the disruption caused by COVID-19. According to the survey of 400 HR professionals, less than half (48%) of organizations felt HR was prepared to manage workforce transformation. One in 10 didn't believe they would face any disruption at all. Cultural resistance and lack of a clear strategy are cited as the most prevalent roadblocks to transformation efforts.
Glassdoor Helps Employers Showcase Diversity
Glassdoor added features to help companies showcase the results of their diversity and inclusion efforts.
The first of them, the Diversity & Inclusion Rating, lets employees rate the D&I efforts of current or former employers. The compiled five-point score will appear alongside other areas Glassdoor tracks: career opportunities, compensation and benefits, culture and values, senior management and work-life balance.
If they choose to, employees and candidates can also share their demographic information. By sharing details like race and ethnicity, gender identity, sexual orientation, disability status and parental status, users can help paint a picture of what diversity looks like at a particular company.
The Mill Valley, Calif., company positioned the features as helping both employers and job seekers. Candidates are interested in how a prospective employer’s diversity policies shape up, the company noted, while many organizations want to demonstrate their commitment to creating and maintaining an inclusive culture. Some 63% of candidates and employees believe companies should do more to increase diversity, according to Glassdoor’s research.
People on the Move
Ford Motor Company appointed Christopher Yates as chief talent officer. Before joining the Dearborn, Mich., automaker he was general manager, global learning & development at Microsoft.
Juan Albelo joined SAP SuccessFactors partner Rizing, headquartered in Stamford, Conn., as senior vice president for HCM sales and business development. Previously, he worked in cloud software sales with SAP, Oracle, and PeopleFluent. (PR Newswire)
William G. Klehm III joined Austin, Texas-based recruitment platform Job.com as COO. He had been CEO of National Housecheck. (Job.com)
InMoment, a specialist in customer feedback, hired Wendy Rand to be its CHRO. She’s been charged with accelerating the Salt Lake City company’s cultural vision as it expands. (InMoment)
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About the Author
Mark Feffer is a journalist who focuses on HR technology and workforce data.