HR Archives • SAP.iO

SAP.iO In HR & People Engagement, Technologies, Tel Aviv

GenAI-Powered Recruiters Boost Qualified Candidate Pools By 55%

Matching qualified candidates with open positions just became a lot more cost-efficient with GenAI. Sense Talent Labs has developed an AI-powered talent engagement app that reduces cost per hire and gives job seekers that all-important human touch to bond with an organization’s culture.

“We provide intelligent personalized candidate journeys from sourcing and screening through interviews, hiring, and onboarding,” said Alex Rosen, co-founder and head of products at Sense. “Our full lifecycle talent and engagement platform empowers recruiters and candidates with individualized interactions. Organizations can find, hire, and onboard qualified people faster, boosting recruiter productivity and giving candidates a higher quality experience.”

Sense’s customers are from a variety of industries worldwide including retail and hospitality, manufacturing and logistics, healthcare, and technology. Rosen said that on average companies reduce time to hire by 30% and cost per hire by 35%, while increasing the number of qualified applications by 55%.

Surprisingly personalized automation from GenAI chat bot

Embedded in SAP SuccessFactors, Sense AI Copilot sources and pre-qualifies candidates from an organization’s existing applicant database and new applications. The conversational AI chat bot asks important questions based on the job description including someone’s last job title, years of experience in pre-designated responsibilities, and willingness to work certain hours at a particular location. Candidates that pass the first pre-screening are automatically scheduled for interviews with the appropriate hiring managers based on updated calendars.

“The chat bot knows as much as possible about each candidate based on all the touch points that they’ve had with the company, such as jobs they’ve previously applied to and their resume background,” said Rosen. “There are no redundant questions that reflect what someone’s already provided on their application. Without wasting any time, the chat bot asks the candidate for new information, speeding up the entire process.”

Crosschq Helps Companies Advance Diversity Hiring Through Enriched Insights

Crosschq, the world’s first Hiring Intelligence platform purpose-built to increase Quality of Hire announced a new DEI enhancement to its TalentWall offering. The introduction of enriched diversity data expands the solution’s ability to visualize the entire active and historical candidate pool, enabling companies to track diversity-focused sourcing and hiring initiatives more accurately.

Jake Paul, President of TalentWall, shared, “When it comes to rendering the full picture of ATS analytics, diversity data plays a major role. Until recently, most companies relied solely on voluntary EEOC forms. This approach produced gaps and impacted the efficacy of DEI programs. With this enriched data from TalentWall, Crosschq customers will be able to prioritize their diversity hiring efforts with a 90 percent confidence rate in the diversity of their candidate pipeline.”

Earlier this year, the latest Crosschq Q Report found that diversity hiring, specifically gender and ethnicity, has slowed significantly, potentially undoing years of purposeful progress. To help prevent further erosion and ensure employers can attain their ESG and DEI goals, Crosschq built this newly enriched diversity data set, leveraging third-party resources and artificial intelligence to break down the gender and ethnic makeup of candidate pipelines. In doing so, Crosschq TalentWall customers gain a better understanding of how their talent acquisition strategies correspond with outcomes, able to see how pipeline diversity trends over time. This allows these teams to measure the impact of certain initiatives and amend diversity hiring efforts to reflect organizational goals.

Conversational AI in Recruitment

hrtech, the Singapore-headquartered HR Technology Analyst firm, recently announced the launch of an HR Guide titled “Conversational AI in Recruitment” to address the need for automation that simplifies and streamlines the candidate experience, while saving hours of repetitive work for recruiters every day. The guide was produced in partnership with Paradox, the conversational hiring platform helping global employers like Unilever, Nestle, McDonald’s, and General Motors transform hiring with mobile-first automation.

The idea behind the HR guide stems from the fact that there has been a drastic change in the way organizations and employees approach business processes. Digital transformation has been the topmost priority for organizations wanting to enhance business proficiency and candidate experience. Today, candidates want a consumer-grade experience at their workplace and expect the hire-to-retire journey to be digitally seamless and efficient. Candidates also expect multi-channel accessibility to connect with recruiters — and instant access to information throughout the hiring process. This is where Conversational AI proves to be a great aid for recruiters.

The HR guide intelligently brings rest to all the myths surrounding Conversational AI and maps out the differences between traditional recruitment techniques and Conversational AI-led recruitment. To harness the full potential of Conversational AI, the HR guide validates that organizations can integrate this technology into their recruitment tech stack, including Applicant Tracking System (ATS), job boards, CRM, assessments, recruitment marketing tools, and more.

The HR guide brings to light the success stories of global organizations that have deployed Conversational AI to enhance their recruitment function. The detailed case studies about the United Overseas Bank Limited (UOB), McDonald’s, and a non-profit healthcare organization will help you understand how Paradox helped them improve their recruitment function and enhance the candidate experience using Conversational AI.

Impress.Ai Unveils ImpressGenie, A Generative AI-Based Workflow Builder

impress.ai, a leader in enterprise recruitment software solutions, announced the roll-out of their innovative product impressGenie – a generative AI driven bespoke recruitment workflow builder. Recruiters can easily design role-specific recruitment workflows using simple natural language user-friendly prompts with this tool.

impressGenie’s capabilities include:

Mass Customization: Builds bespoke, role-specific recruitment automation workflows with precision
Job Description Parsing: Identifying and integrating relevant screening criteria, including keywords, into the workflow based on the job description
Competency Assessment: Recommending relevant assessment questions or third-party assessment tests

With impressGenie, recruiters can now efficiently customize recruitment automation workflows at a large scale, generating distinct workflows for each role, rather than relying on a one-size-fits-all approach. This mass-customization capability radically transforms the recruitment process, accommodating the unique requirements of thousands of roles.

When a new role opens, recruiters can provide basic prompts about the role to impressGenie, which will then generate a custom workflow. This workflow manages role-specific candidate information collection, screening, interview scheduling, and onboarding. Recruiters have the flexibility to decide which parts to automate and which to retain a human touch, ensuring a perfect blend of efficiency and personalization. impressGenie seamlessly integrates with all major Applicant Tracking Systems (ATSs), including SAP SuccessFactors, Workday, and Oracle Recruiting Cloud.

Mitigate Risk During Employment Separation with Onwards HR

Talent acquisition remains a focal point for most organizations in this dynamic and highly competitive corporate environment. Unfortunately, the pivotal process of offboarding often takes a back seat. An efficient employment separation process plays a key role in enhancing the employee experience, protecting the company’s reputation and mitigating potential legal and financial risks associated with employee separation. One solution that effectively addresses these complexities is Onwards HR, a platform that automates key portions of the separation process to ensure accuracy, compliance and a positive overall brand experience for those leaving the organization and those charged with executing what is often an emotional and stressful process.

Even under the best circumstances, employment separation is traditionally a labor-intensive and challenging process. It involves multiple stakeholders, including human resources representatives, line managers, legal counsel and executives, who must ensure a smooth and compliant transition while managing their primary job responsibilities. This dual responsibility often leads to overstretched staff and an increased risk of errors, creating a potential minefield of financial and legal implications for the organization. Examples include lawsuits resulting from unlawful terminations, potential violations of the Worker Adjustment and Retraining Notification (or WARN) Act during mass layoffs, adverse impact on protected groups and the financial pitfalls due to clerical errors or improperly executed severance agreements. The stakes are higher than often appreciated, considering legal fees and the potential damage to the organization’s reputation. Plus, the emotionally charged nature of the circumstances surrounding these events further compounds stress, making it essential to manage with precision and sensitivity.

In light of these challenges, organizations are turning to technology to ensure a structured, automated separation process that safeguards accuracy and compliance. This is a natural extension of the ongoing movement to automation in HR technology, which is critical to achieving the best business outcomes. We assert that by 2025, three-quarters of organizations will identify use cases that specify human capital management system requirements for optimum agility. This critical business process is a perfect example of how technology brings structure and automation to a business-critical but sometimes highly risky process.

Enter Onwards HR: an innovative system that streamlines employee separation actions, minimizes financial and legal risks and saves time and costs typically incurred by a long and redundant process with the engagement of external legal counsel. Onwards HR is a comprehensive digital platform that seamlessly manages the most critical elements of the separation process. The technology ensures strict adherence to laws and regulations, minimizing the potential for costly litigation. For instance, Onwards HR has built-in compliance checks for WARN Act implications, flagging potential violations during large-scale layoffs. This preemptive risk mitigation is an invaluable asset for organizations navigating the complex legal landscape of offboarding.

Inspiring Innovators: Alex Lamb Chief Executive Officer and Founder of BOLDLY-Get A Couch, On Being BOLD

At SAP.iO, we work with innovators and new technologies that positively impact our world every day, and we think it’s time to share their stories with you! In our series, “Inspiring Innovators,” we hear how founders, CEOs, and presidents of cutting-edge startup technologies overcame, thrived, and pursued their goals. SAP.iO’s Alexa Gorman sat down to discuss the road to success and lessons learned with some of our most inspiring startup founders.

Meet Alex Lamb

People described as bold tend to listen to their gut, prioritize, take action, and demonstrate courage. Boldness inspires and energizes, both of which are important qualities in a leader and a coach. As the Chief Executive and Founder of BOLDLY, these are traits that Alex Lamb personifies. In addition to her leadership role at BOLDLY, Alex is also a fractional Chief People Officer, organizational psychologist and executive coach, and has a deep understanding of how to create an environment to develop people’s skills. We were excited to have the opportunity to speak to Alex about her path, starting with looking for career advice, to coaching, to becoming a Founder and Chief Executive.

Working in Shanghai and Hong Kong for Korn Ferry over seven years, Alex honed her skills in various positions, from client management to product development. To get direction for her next career move, Alex started searching for a framework for decision-making which led her to studying evidence-based coaching practices and becoming a coach herself.

Observing an appetite for customized solutions suited to Asia, Alex moved to Singapore and started a consulting service designed to nurture domestic leadership talent. The service grew rapidly, taking on 11 consultants, and she quickly realized they needed a coaching technology platform to build BOLDLY beyond the reach of consulting. Alex launched the BOLDLY platform in 2017 to democratize coaching.

BOLDLY is a global coaching marketplace of qualified executive coaches and career coaches who are trained to develop staff and impact business performance using evidence-based coaching practices. Coaching is an evidence-based career development method proven to nurture professional growth, enhance workplace performance and provide targeted support for vocational confidence, competence, and leadership development. Their mission is simple: to ensure everyone has equal opportunity in the future of work.

“I figure if I don’t show up and have a try at something, somebody else will. And so, why not me? I often do things that scare me or might be a bit awkward at first, but this is where I learn. So being bold and finding courage has meant that we’ve taken the business further than we expected.”

The Bersin Company + Sounding Board Research Explores The Essential Need For Mentoring In Leadership Development

Sounding Board, the first cohesive Leader Development Platform created to address the leadership gap, has made its latest research, “Coaching for Success: A New Wave of Offerings for a New Breed of Leaders,” available. Coaching is a proven high-value investment leveraged by high-performing companies, according to Josh Bersin, global industry analyst, and Nehal Nangia, director of Research for The Josh Bersin Company.

According to Bersin’s research, coaching and mentoring are the most important developmental and talent management needs for HR professionals, accounting for 48%, followed by in-depth courses (42%), more responsibility (39%), rotational assignments (36%), and external networking/conferences (36%). (32 percent). Coaching is particularly unique in that it helps develop leaders through experiences, exposure, and constructive evaluation.

Sounding Board Co-founder, President and Chief Coaching Officer Lori Mazan said, “Not only is continuous leadership development foundational to business success, it’s also a desirable developmental growth opportunity for employees. This research validates how Sounding Board’s ability to integrate both personalized and group coaching into leadership development programs helps to drive significantly higher talent and innovation outcomes.”

Driving the Industry Shift to Quality of Hire, Crosschq Positions for Aggressive Growth in 2023

Labor Market Shift from Quantity to Quality Hiring Increasingly Escalates in Importance

Crosschq continues to drive the fundamental shift using outcomes to optimize talent acquisition. As market conditions fluctuate in response to global economic pressures, labor shortages and supply chain challenges, Crosschq is expanding and changing the paradigm for hiring.

Last fall, Crosschq published the industry’s first Quality of Hire research report, designed to help employers hire better. “More than 80 percent of talent leaders still believe they don’t have adequate data to optimize talent acquisition,” said Michael Fitzsimmons, CEO of Crosschq. “Talent acquisition leaders are shifting their mindsets from hiring quickly to hiring quality. That’s why whether during times of high-volume hiring or highly specialized hiring, organizations rely on Crosschq to save time and money while ensuring data-driven quality of hire.” To date, Crosschq has supported talent leaders in more than twenty-five million hiring decisions across its suite of applications.

During 2022, Crosschq’s revenue grew by 308 percent, and it welcomed its 400th customer, including market leaders Deloitte, WPP, Pinterest, Allegis, Saks Fifth Avenue and Roku. The company also forged new partnerships with Lattice, Sterling, Paradox, Teamable and Goodtime and expanded integrations with Workday, Greenhouse and SAP.

To further increase its analytics capabilities, Crosschq acquired TalentWall, the popular recruiting platform built by recruiters that enables them to collaborate productively through the use of data. TalentWall Co-founder, Jake Paul, joined Crosschq’s leadership team as Chief Product Officer. In his new role, Paul has been instrumental in driving deeper analytics capabilities to include more than seventy-five readily available Quality of Hire reports and added global capabilities in localizing infrastructure in the EU to support GDPR and support for Spanish, Portuguese, Mandarin and other languages.

Offering Bespoke One-On-One Mentoring To Employees Helps Retain Workers

What keeps CEOs up at night is worrying about how to attract, recruit and retain workers. The job market is so challenging that Apple is awarding bonuses up to $180,000 to keep software engineers from being poached by rivals like Meta, Amazon and Google. Deskless people who work in warehouses, fulfillment centers, restaurants, bars and department stores are being offered sign-on bonuses, wage increases, flexible schedules and free college tuition.

Innovative startups are seeking out new creative ways to help businesses mentor, upskill, cross-train and help employees succeed, so that the odds will increase that people will stick around. GrowthSpace, an Israeli-based tech company, offers a clever way to help CEOs fight attrition by offering personalized learning and development programs (L&D), driven by an artificial intelligence data-driven platform.

The startup connects workers with an appropriate mentor. The employee will have one-on-one, personalized programs that match each employee’s challenge with the right expert, coach or mentor. In addition to specifically tailored advice and guidance, based on the employee’s needs, managers receive feedback simultaneously that measures progress to ensure the plan is efficient and effective.

Sacramento Region Innovation Awards: Humanly.io develops software to make the hiring process more efficient

Humanly.io is the winner in the Software and Hardware category of the Sacramento Region Innovation Awards. CREtelligent Inc. is the runner-up.

Humanly.io has developed artificial intelligence software that helps companies get beyond bias in screening job candidates.

The company’s software also helps automate screening and scheduling of hiring for companies and recruiters, but the special sauce is a suite of software that helps recruiters and hiring managers be more efficient during job candidate interviews and virtual interviews over teleconferencing. In essence, the software helps the interviewer get out of the way of the interviewee.

Humanly.io is headquartered in Seattle and Sacramento, and it raised a $4.2 million seed funding round in September from investors including Moneta Ventures of Folsom and Growth Factory Capital in Rocklin.

Humanly.io was the first funding announced from Rocklin entrepreneur and investor Mark Haney’s Growth Factory Capital fund. Humanly.io is also in the first cohort of companies in the 16-week Growth Factory accelerator program that started in September.

The September funding was led by Zeal Capital Partners in Washington, D.C., and also included Spark Growth Ventures, Basecamp Fund and Y Combinator. According to venture capital tracking website Crunchbase, Humanly.io has raised a total of $5.3 million since its launch in 2019.

SAP.iO Foundry Singapore Kicks-Off “Future of Work” Startup Program

September 14, 2021 — SAP SE (NYSE: SAP) launched a virtual startup program focusing on human resources (HR) technology and the future of work solutions at SAP.iO Foundry Singapore in collaboration with SAP SuccessFactors. The six international startups have been selected by a jury of SAP experts and partners to join the program.

Over the next 13 weeks, SAP will accelerate these early-stage startups that are focused on recruiting, talent and team management, and wellbeing solutions. The startups will have access to curated mentorship from SAP executives, exposure to SAP® technology and application programming interfaces (APIs), and opportunities to collaborate with SAP customers around the world. The program will conclude with the SAP.iO Cohort Demo Day in December 2021.

“We are operating at a time where every industry has been disrupted, and almost every organization is undergoing some kind of transformation. People are at the core of this transformation and the heartbeat of business. We see a continuing trend of leaders looking for innovative ways to empower people with the information and capabilities they need to succeed in a digitized world,” said Aaron Green, Head of SuccessFactors, SAP Asia Pacific & Japan. “By partnering with SAP, these startups are joining an innovative ecosystem, and we look forward to working together to accelerate digital transformation for our customers in the world of Human Experience Management.”

The following startups are participating in the SAP.iO Foundry Singapore program:

Accredify empowers organizations to create, issue, and verify digital credentials like educational certificates and employee records. Employers and third-party verifiers can check if credentials are certified true copies without time consuming manual cross-referencing.
Boldly’s platform enables both coaching and mentoring in one place. With the largest global database of professional coaches, Boldly ensures both coaching and mentoring culture can scale with exceptional operations, coaching and mentoring resources.
Tagvance’s personnel and asset tracking solution provides real time and high precision location tracking of people and assets in industrial spaces for improved safety and productivity.
Talent Games helps companies find and assess top millennial talent using recruitment games. Talent Games’ gamified candidate assessments are scientifically proven to accurately evaluate each candidate’s personality, cognitive ability, aptitude and behavior, all while they play the game.
Wagely empowers companies to provide employees with affordable and sustainable financial services, including access to earned wage access (EWA). This allows employees to access already earned but unpaid wages to reduce financial stress and boost their productivity, motivation and retention.
Springday is a B2B software-as-a-service platform with wellness programs, assessment tools and content to enable employees to be happier and healthier.

About SAP.iO
SAP.iO delivers new partnerships and products for SAP by accelerating and scaling startup innovation as well as incubating employee ventures. SAP.iO brings together innovators from every region, industry, and line of business to transform how businesses run. Since 2017, SAP.iO has helped 300+ external startups and internal ventures accelerate their growth while enabling thousands of SAP customers to access innovation. For more information, visit https://sap.io/.

SAP.iO In San Francisco, HR & People Engagement

SAP Startup Spotlight: The Mom Project

SAP invests in a lot of promising startups, and it’s sometimes hard to keep track of all of them. E-3 Magazine has selected the most interesting companies to showcase in our SAP Startup Spotlight Series. In this article, we will take a look at The Mom Project.

The Mom Project is the leader in helping businesses attract and retain female talent. With a community of more than 500,000 talented professionals connecting to over 2,000 companies, the company is committed to building a better workplace by harnessing the oft-overlooked intellectual workplace power of moms. In this interview with founder and CEO Allison Robinson, we will explore what makes The Mom Project unique and what’s next for the startup.

E-3 Magazine: How does The Mom Project work?

Allison Robinson: On top of offering $500,000 in grants as part of the Stronger Together Fund, The Mom Project created programs to support community members during their time of need as we all continue to navigate the coronavirus pandemic that sent ripple effects through every aspect of life beginning in March 2020. RALLY, for example, is a peer-to-peer mentorship program giving community members the space to solicit and offer advice. Resume Rev, a no-cost program that helps moms put their best foot forward, saw more than 15,000 resumes created and downloaded within the first 90 days. RISE, the inaugural initiative from our not-for-profit MomProject.org, launched in September 2020 to elevate 10,000 women of color over the next three years through a new upskilling model that puts moms first with scholarships to highly sought-after technology certificate programs including Google and Salesforce.

As of July 2021, there are more than 500 women enrolled in RISE via one of six certification tracks including Salesforce Administration, Google IT Support, and Google IT Automation with Python, which can be completed in as little as six weeks. In Q2 of 2021, RISE also introduced additional certification tracks such as Project Management, Data Analysis, and UX Design to further accelerate the supply of qualified leaders of color to meet demand for diverse talent by committed employers and partners of The Mom Project.

Mentor Spaces Raises $2.5M to Bring More Diverse Talent Into the Workplace

Denver-based startup Mentor Spaces announced the closing of its $2.5 million seed funding round. The American Family Insurance Institute for Corporate and Social Impact led the round, with participation from several others.

Mentor Spaces launched in 2020 in order to bring more diversity into the workplace. Countless companies pledged to do better in their diversity, equity and inclusion efforts last year. But saying you’ll do something and actually doing it are two separate things. Underrepresented groups can be excluded from the workplace not because the intent to hire them isn’t there, but instead because of what Mentor Spaces calls the “network gap.”

As Mentor Spaces points out, research shows that location, education and prior employment can make a person 12x more likely to be given a certain opportunity. Because of this, marginalized groups must work much harder to secure the same opportunities as non-marginalized folks, or risk remaining on the margins.

CENSIA Raises $21m in Series A Funding to Bring Bias-free Intelligence to Human Capital Management

Censia, a leading provider of Talent Intelligence technology, today announced it has raised $21M in Series A funding in a round led by Marbruck Investments. Marbruck joins existing investors Streamlined Ventures, Merus Capital, The CXO Fund, and CerraCap bringing the company’s total funding to over $30 million.

With this funding, Censia will expand go-to-market efforts, scale their API-first offering, and continue product innovations for talent acquisition and workforce planning powering HR technologies of the future with AI.

Censia was built on the belief that unconscious bias in talent decisions is affecting billions of highly capable people around the world from getting opportunities they deserve, contributing to the talent shortage, and impacting organizations’ bottom line.

Knockri Named a Top Startup for Tackling Racial Bias & Discrimination

Startus Insights analyzed 326 startups & scaleups tackling racial bias and discrimination. Knockri, a member of SAP.iO Foundry San Francisco’s HR Tech Cohort was named one of their top 5 promising picks. Check out the full list here.