Special Update (April 2020)
Check out the upcoming Virtual Collaboration Zone which is run by HR Tech Alliances.
During this one-day online event, you can attend any education roundtables that you want.
You can even set-up private one-on-one video calls with potential partners that include HR technology and service companies.
Ward Christman is a good person to know if you’re an HR Tech founder.
I recently had an in-depth conversation with a leading expert in the financial services industry about how large, well-established companies should react to the rise of the tech firms.
The expert shared several fascinating insights that every large corporation should consider, regardless of their industry.
Two comments, in particular, stood out:
Innovate quickly: The highly ambitious tech companies are well-funded, extremely nimble, and are chipping away at market share. Well-established firms can no longer rely on old product lines for future performance so they must innovate quickly which is not part of their DNA.
The workforce is evolving: Top university graduates used to aim for a career in the biggest companies or in consulting. The reputational damage suffered by many companies after various crises has turned young talent away from established companies and, instead, towards the fast-moving world of tech and entrepreneurship.
Large companies must use the collective power of their employees in a much more clever way if they want to survive the upcoming tech upheaval.
One HR software business is helping these large companies do just that with its single view of everything in one place: skills, experience, accreditations, preferences, goals, feedback and more – meet Adepto and its Total Talent solution.
I often tell HR consultants and HR Tech companies to make it easier for people to refer them new clients by becoming clear on who their business helps.
I’ve had quite a lot of people tell me that this is really hard to do – especially in an HR sales pitch.
The standard response looks a bit like this:
“Isn’t it enough to say that we help mid-large employers in the [XYZ] industry?“
Well, that’s a start but it’s still quite bland and generic.
Before we start, be sure to join my private HR marketing newsletter for consultants and tech companies in the Human Resources industry.
If you work as a Human Resources consultant or in an HR tech startup in recruitment, training & development, employee engagement, HR consulting, employment law, employee outplacement – my HR marketing update will help.
It reminds me of a time I went to Amsterdam (such a beautiful city) for an RFQ (request for quotation) process.
Back to the issue of generic HR sales pitches . . .
I sat in a meeting room all day with the European CFO and CHRO as we listened to 4 or 5 companies pitch for a major HR service contract.
The HR industry expert, Josh Bersin, recently described how the multi-billion dollar HR software market is moving in a new direction (‘The HR Software Market Reinvents Itself‘). This will be of interest to anyone pondering how to grow an HR tech company.
Bersin is well-known for mapping and monitoring the development of the HR tech industry.
It would appear that we’re moving towards an era of ‘HR in the flow of work‘ and HR tools will play a starring role.
I was interested to note Bersin’s comments about the proliferation of HR tools:
“As organizations become more agile and team oriented, these tools are moving in a whole new direction. Now we need software that facilitates teamwork and agile goal management, helps people give each other feedback, and helps facilitate continuous performance management and self-improvement.
These tools are consumer-like, easy to use, and mobile by design.”
I recently spoke with a co-founder of one of these new HR tools – the tool is clearly ‘consumer-like, easy to use, and mobile by design.’
AttendanceBot is an HR Tech tool with a specific focus on using any enterprise instant messaging platform like Slack, Microsoft Teams, Google Chat, etc, for attendance management.
Why base an HR tool an an instant messaging tool such as Slack?
You may not use Slack but millions of other people do and AttendanceBot is riding that rocketship as well as growing with the other instant messanger services.
I am often asked on my HR marketing blog about how to make more HR tech sales and thought it might be useful to hear from someone I respect in the world of B2B HR SaaS sales: Pat Lavergne.
As the former Head of Sales in an HR-Tech SaaS company, Pat now coaches HR startups on how to find and close deals on repeat through a predictable sales process.
He helps his clients identify who they should sell too, figure out where and how they will approach them, and then finally, how to close the deal.
Not a fan of the latest sales trends and manipulation tactics, Pat is your quintessential people person who understands that when you get curious about others and genuinely want to help out, it’s easy to enter into business relationships.
Continuing in my series which examines how different businesses in the Human Resources sector acquire new clients, today we’re looking at a very interesting business that crosses the border between tech and consulting.
We’ll hear from David Godden about how he and the team at Thymometrics have been busy growing their innovative employee engagement company.
How To Get More HR Clients – Q&A With David Godden
During a very interesting business growth discussion, I asked David the following questions:
What does your business do?
Do you focus on a niche within the market or do you serve all businesses (if so, how do you try to stand-out from competitors)?
What are some effective ways you have acquired new clients?
Any ineffective ways to find new customers? Why didn’t they work so well?
Any tips on interesting people, websites, tools, podcasts, or books to check out?
Today’s post continues the series on how to get more recruitment tech customers.
I have kindly been joined by Get More HR Clients reader, Patrick Doyle, who co-founded the rapidly growing recruitment tech company, Clinch, which is based in my adopted home of Dublin.
Founded in January 2014, Clinch, through its Recruitment Marketing Platform, brings the best of sales and marketing tools to the recruitment sector – it helps corporate organisations around the world centralise their recruiting and talent pool initiatives.
Clinch connects a company’s careers site, content, recruiter, and candidate in a tightly integrated software solution that’s unlike anything else on the market. The platform combines recruitment marketing, employer branding, and sourcing tools in one end-to-end solution. Features include a career site and landing page builder, social and email integration, robust analytics and more.
The Clinch platform brings together the capability to easily and quickly build best-in-class career and job landing pages, candidate attraction and engagement tools, global job distribution, social recruiting, CRM, marketing automation, fully optimised mobile sites with actionable analytics & insights captured at every stage of the process.
How To Get More TA Tech Customers – Q&A With Patrick Doyle
Here’s what I asked Patrick about his Talent Acquisition Tech company:
What does your business do?
Do you focus on a niche within the market or do you serve all businesses?
What are some effective ways you have acquired new clients/customers?
Any ineffective ways to find new clients? Why didn’t they work so well?
Can you share some tips to help grow a business faster?
Next: Join my private mailing list now and I’ll send you my four-step strategy to get more clients in the Human Resources industry.
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If you work as a Human Resources consultant in recruitment, training & development, employee engagement, HR consulting, employment law, employee outplacement – my HR marketing update will help.
Continuing in my series looking at how different businesses in the Human Resources sector acquire new clients and grow, today we’re looking at a very interesting business that crosses the border between tech and consulting.
We’ll hear from Robert Ebers about how he and his team have been busy growing their innovative employee engagement company, Workplace Stars.
How To Get More HR Customers – Q&A With Robert Ebers
During a very interesting discussion on how to create a value proposition, I asked Robert the following questions: Continue reading
“Cold emailing might be the most effective and untapped form of networking. In fact, it’s a way to build a network without having to rely on anybody and isn’t nearly as nerve wracking as a cold call. But beyond this (and maybe more importantly), cold emailing can be extremely effective for sales, especially if your company is focusing on outbound sales specifically. With a little persistence, patience and creativity, cold emailing can be your foot-in-the-door with new clients.“
Today we’re looking at how to get more HR Tech customers and I have kindly been joined by GetMoreHRclients reader, David Odier, who leads international growth for the exciting French & English-language talent portal based in Paris, Crème de la Crème.
Capterra bills itself as ‘the smart way to find business software’ for B2B people researching new business software. Let’s look at how to get more employee engagement software sales leads from Capterra.
We’ll also examine 15 examples from employee engagement tech companies.