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Approximately 300.
That’s the number of HR technology products I personally see in a given year across the briefings and events I attend and the HR Tech Awards program run by our team. That seems like a lot, but some estimates put the total number of HR technology-related products in the thousands. Taking care of the workforce is a big job!
When I put myself in the shoes of a VP of Talent or a CHRO, I realize just how difficult it is for them to have this same depth of insight into the technologies that exist today.
I spoke with an incredibly talented and insightful talent acquisition leader recently that is struggling to understand the differences in several Applicant Tracking Systems (ATS). To my surprise, the team had completely overlooked one of the best-fit ATS options based on their unique global makeup and hiring volume.
No judgment here; it’s just another symptom of a lack of market insight.
Increasingly in our conversations with talent and HR executives, they are telling us that their technologies aren’t just a necessary evil or a ‘nice to have’. Their HR technologies are critical enablers of performance, productivity, and impact. One indicator of this
