The document summarizes a panel discussion on real-world HR technology implementations. The panelists discussed some of the challenges their companies faced in implementing HR systems and integrating technologies. They emphasized the importance of using open standards to expedite requirements gathering, reduce development time and costs, and allow flexibility to adapt to changing business needs. Using standards also facilitates integrating systems from different vendors and partners to provide better experiences for candidates and customers.

1. Behind the Curtain:
Real-world HR Tech
Implementations and
What You Need to Know
Moderator: Bon Idziak, CEO, Applicant Insight, Inc.
Panelists: Ray Schreyer, Global Recruitment Technology &
Enablement Manager, IBM Corporation
Mike Seidle, Founder, Work Here
Val Tsvetkov, VP of Implementation Services, IQ Navigator
Ingolf Teetz, CTO, Milch & Zucker

2. Ray Schreyer
HR Technology Conference
Las Vegas, NV 2014

3. Thesis:
Majority of Issues “Baked in The
Cake” before contract signed
Key Themes:
 HR not understanding the
technology ecosystem
 Not understanding the tech
industry’s future direction
 Responding to Industry Hype
 Price vs. Cost Pressures
 HiPPO

4. Need to Understand Tech Ecosystem

5. Understand Future Direction

6. Respond to Industry Hype

7. Price Pressures

8. HiPPO
Highest Paid Persons Opinion

9. Before Signing Contract:
 Build the best diverse team of individuals:
 HR & Tech
 Experience in corporate & industry
 Ecosystem knowledge
 Must be Respected by Line
 Respect gives latitude to invest & choose
solutions
 Respect lessens hype-cycle fire-drills
 Rely of Industry colleagues for advice & counsel
 For Vendors: Trust, but verify… i.e. research,
research, research
 Frontstage
 Backstage
 Stay abreast of industry developments &
emerging market trends
 Know when to jump vs. wait on a new tech.
solution….

10. Mike SeidleWork Here
Geomarketing powered mobile recruiting.
mike@workhere.in
Board of Directors, HR Open Standards Consortium
workhere.in

11. Building HR Solutions
Two Challenges in the past year:
workhere.in
How do you get 50 governments to agree on how to do
anything?
How do you bring a new hr tech product to market in
90 days or less?

12. 50 Governments
● Worked for DirectEmployers. We ran the National
Labor Exchange.
● 2013: New regulations require employers to prove they
delivered jobs to State Workforce agencies.
● Needed a way to get receipts from all 50 US Workforce
Agencies.
● Difficulty: 50 governments and 28 different systems.
● We had 60 days to go live.
workhere.in

13. New Product
● Building for web & mobile.
● Need way to store position openings and candidate
profiles.
● Compatibility critical to product success.
● Need to have MVP quickly to secure funding.
● Goal: 90 days.
workhere.in

14. Solution: Standards
Instead of reinventing the wheel, I went with a
standard one.
In both cases, the entire project was completed inside
what would normally be the “requirements
gathering” phase.
In business, Done > Wishful Thinking
workhere.in

15. Human Resource
Informatio
System
(or Front Office System)
Vendor
Management
Talent
Management *
Compensation/ AP
On/Off Boarding
Doc/Asset/ID
Management
Employee
Performance
Management
Healthcare
Management/
Benefit
s
Enrollment
Applicant Tracking
Payroll
Time Management
Background
Screening (CRA)
Assessments
Employment
Eligibility I-9
Screening
Staffing
Assessments
Recruiting,
Search Document,
User Account
Benefits,
Savings Plans,
Stock Plans
HR Payroll
Master
Time Card
Indicative Data,
HR Master,
Org Chart.
User Account
External HRIS
Time Card
Drug/Alcohol
* Talent Management Systems include
Succession Planning, Competency,
Learning and Performance Management.
Property of HR Open Standards
Employee
Performance
Management
Screening
Researchers
(Providers)
Screening
Benefits Providers
Job Boards
Recruiting
Benefits
Enrollment
Screening Vendor
Shift Scheduling/
Absence
Management
On Boarding
OnBoarding
OnBoarding
Assessments
Drug/Alcohol
Industry
Testing
www.hropenstandards.org

16. 50 Governments
● HR-XML 3.2 Recruiting
● Government LOVES XML
● No arguments about what to call fields
● No meetings about “taxonomies”
● Had many states online in 60 days
● Bonus: Often didn’t require developers
workhere.in

17. Starting Up Quickly
● HROS Lightweight JSON Standard
● Works with web
● Reduced database design from weeks…
… to about 10 minutes.
● Prototype was up in days.
● Much more robust solution than we would have had.
● We’re in business :)
● Bonus: compatibility
workhere.in

18. HR Tech Implementations
IQNavigator’s Journey From Custom To Standard Integrations
Val Tsvetkov
October, 2014

19. About IQNavigator
• IQNavigator is the leading independent technology provider of Vendor Management System (VMS)
software for Global 2000 companies. IQNavigator’s products enable enterprises to intelligently
manage and optimize complex services procurement and contingent workforce programs.
• Since 1999, IQNavigator’s products have been delivering procurement visibility and predictability,
helping corporate leaders around the globe increase profitability, mitigate risk and compete more
effectively.
Standard Contingent Workflow
Supplier Company IQNavigator
Buyer Company
3. Worker
On Boarding
7. Buyer
Invoice
1.
Requisitions
(Job Opp.)
2.
Candidates
4. Worker
Information
6. Time /
Expense
8. Supplier
Invoice
5. Worker
Updates

20. STANDARD Vs custom integrations
STANDARD CUSTOM
Lack of agreed upon standards complicates the
process
Expedites requirements gathering due to a
predetermined set of standards
Depends on development resources to write code
for every integration
Subject to strict development guidelines which
makes it tough to quickly react to changing business
requirements
Same constraints and dependencies exist
when changes need to be made after go-live
VS
Cycles and resources dedicated to custom
code maintenance
REQUIREMENTS
Allows for business teams to operate without
dependencies on development
Provides flexibility to react to changing business
requirements
Ongoing maintenance reaps the same
benefits as initial rollouts
Focus on innovative new features and frameworks
RESOURCES
QA & UAT
MAINTENANCE
RELEASES

21. Developer.IQN.com

22. milch & zucker
THEMA: behind the curtain
DATUM: October 2014

23. Ingolf Teetz (me)
milch & zucker AG
Education: Physicist (Justus Liebig Universität Giessen)
Profession: CEO milch & zucker AG
Founded milch & zucker AG 1998
Products: BeeSite Recruiting (ATS)
BeeSite TRM
BeeSite JobHub (multiposting)
BeeSite Global JobBoard
Member of HR-OpenStandard since 2003
Member of the board since 2006
HR integration projects for Deutsche Telekom (t-mobile), Deutsche Bank,
Daimler and many more ....

24. To deliver a better
candidate
experience when a
lot of partners are
involved.
A “lingua franca“ of
hr-tech is needed to
save time and
money when
connecting all of the
partners.

25. When connecting various
ATS, use
HR Open Standard as:
- Starting point for your
interface discussion
- Very good
documentation
- Easy to validate and
test interface
- The XML structure to
save time and effort
You can use different
protocols
to transport the HR-XML
files:
- REST
- SOAP
- File transfer

26. When connecting to
candidate Frontend
services, HR Open
Standards “Lightweight
recruiting”
web services (JSON)
will help you to easily,
- Connect to your CMS
- Be integrated in
your mobile App
- Give you flexibility
to integrate where
ever it is necessary

27. HR Open Standards
HR-XML SEP 3.3 makes
job board connection
less dramatic.
Using different
transportation
layer like:
- SOAP
- REST
- File transfer
The structure of the
job ad data is fixed.
With the separation of
layout and data
(xsl/xml) you can easily
change your brand on
job boardsin a short
period of time.

28. Thank You!
Moderator:
Bon Idziak, CEO, Applicant Insight, Inc., bidziak@ainsight.com
Panelists:
Ray Schreyer, Global Recruitment Technology & Enablement
Manager, IBM Corporation, schreyer@us.ibm.com
Mike Seidle, Founder, Work Here, mike@snapat.us
Val Tsvetkov, VP of Implementation Services, IQ Navigator,
vtsvetkov@iqnavigator.com
Ingolf Teetz, CTO, Milch & Zucker, i.teetz@milchundzucker.de