The way of business solutionsThe way of business solutions
Meeting the Demand for
Seamless Onboarding
on a Global ScaleInfoMart
The
10Best Performing
Solution Providers2018
Technology
HR
Solution Providers2018
People Analytics:
A Magical Crystal
Ball for HR Fraternity
Tech Trend
Talent Demand
Generation: The
Sophisticated New
Way to Pipeline Talent
Insiders Opinion
Marco Piovesan
CEO
www.insightssuccess.comwww.insightssuccess.com
March 2018March 2018

Technology is changing
the Face of Human Resource
Management Faster
than Anyone Imagined
he past year has brought much more innovation into the HR industry where HR personnel
Tmade great efforts in crafting a better work environment and also invested heavily in
strategies to recruit and retain top talents. ‘Culture’ and ‘engagement’ are the recent
buzzwords that are ready to make significant inroads into the HR vertical. This current year is
expected to bring much more fascinating tools, techniques and procedures that will have the potential
to make a much more positive impact on HR’s daily operations in a much enhanced way. According
to one research, 65% of HR executives are planning to invest heavily in digital tools. HR being an
important and core part of any organization, plays a crucial role in the smooth functioning of its
business operation. But historically, HR personnel have been bogged down by time consuming
administrative task and are not able to find enough time in the decision making and strategy planning
process. With the advent of IT technologies like artificial intelligence, big data and techniques like
HR analytics, key function of the HR can be automated through different tools and software solutions
and thus it can provide HR personnel much more time to spend on crafting key strategies that will
ultimately benefit an organization to grow in upward trajectory.
There are many burgeoning technologies that are changing the face of the HR industry, that too with
faster pace that anyone has ever imagined. The application of virtual and augmented reality in on
boarding and training in industrial environment is a big boon for HR personnel where employees can
use this for anything ranging from off-site assignments to corporate training. The role of advanced
machine learning is also somehow fascinating the HR industry with its potential benefits. Machine
learning applications assist HR professionals in predictive analysis and in maintaining talent
relationship, mostly in the recruitment process. Although there are many growing number of
technologies apart from what enlisted here with much more features, but what an end user wants is
Editor’s Note

the wide range of HR technology solution providers that fulfill their needs and assist them in
enhancing their existing productivity and efficiency. Therefore, in this issue of “The 10 Best
Performing HR Technology Solution Providers 2018”, we have brought those organizations
that have made a thumping impression all across the globe with their cutting-edge HR
technology solutions.
On the cover we have highlighted “Infomart” which is a global identity and background
screening company with almost three decades of experience in providing companies the
information that they need to make informed business decisions.
Appical is a growing company of HR technology space that provides innovative solution for
easy pre-boarding, on-boarding, retention and off-boarding of an employee. INCENTCO offers
an internet based global performance management solution for the customers and employees of
domestic and international enterprises.
Star Culture is a state-of-the-art, prescriptive leadership development system, combining
anonymous employee feedback assessments with leadership training, all while supporting
sustainability with a personalized coaching experience. Fidello has specialization in improving
human performance. Through their products and services they help clients design, develop, and
implement strategic, integrated Human Resource processes and systems.
Honey is a simple, beautiful intranet platform that helps companies shape their culture, manage
internal communications, and maintain transparency, especially during periods of high-growth.
TalentAdore is empowering recruiters and candidates with their cutting-edge recruitment
solution with the advantage of human touch. Synapse is a platform that automates the
instructional design process. Everwise and Quintela are the other prominent firms of HR
technology space that are gaining popularity among clients with their advanced HR solutions.
Everwise connects employees with the people, resources and feedback they need to be more
productive and successful at every stage of their career. Quintela has expertise in creating
solutions for digital interviews, pre-post hire assessments and more.
To give industry insights, we have brought one exclusively written article by an industry expert
Adam Gordon, CEO and Founder, Candidate.ID which is titled as “Talent Demand Generation:
The Sophisticated New Way to Pipeline Talent.”
“The Rise of Gig Economy”, “People Analytics: A Magical Crystal Ball for HR Fraternity” and
“Customer experience management is the Key to Create a Long Lasting Impression” are some
mastery written articles by our in-house editors which you will find captivating.
So, do flip pages and enjoy reading about the fascinating things of HR industry.
Ashwini Deshmukh

InfoMart:
Meeting the Demand for
Seamless Onboarding on a Global Scale
Articles
yrotSrevoC
08
30
Workforce of
Contemporary World
The Rise of Gig
Economy
22 Tech Trend
People Analytics: A
Magical Crystal Ball
for HR Fraternity
38Tech Bytes
“Customer Experience
Management” is the
Key to Create a
Long Lasting Impression
16
Talent Demand Generation:
The Sophisticated
New Way to Pipeline Talent
Insiders Opinion

Appical:
Transforming the way
Businesses Communicate
with its Employees
Fidello:
The Name that has
become Synonymous to
Uniqueness
Honey:
Revolutionizing and
Democratizing
Communication
INCENTCO:
A Pioneer in the Field
of Performance
Management Technology
Star Culture:
Transforming Managers
into Leaders
Synapse:
A Pioneer in How
Corporations Automate the
Instructional Design Process
TalentAdore:
Transforming Recruitment
Process with an Added
Advantage of Human Touch
18
20
28
26
34
36
42
18
20
26
28
42
36
34

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Piyush Rishi
Shweta Ambilwade

‘‘Our modernized background screening
services allow our clients to make
quick and informed business decisions
on a global scale
InfoMart:InfoMart:
Meeting the Demand for
Seamless Onboarding
on a Global Scale
‘‘

Marco Piovesan
CEO
Cover Story

up to answer the call. Over twenty-eight years ago,
InfoMart entered the field. With a focus on designing a
more intuitive process, they developed technology that
modernized background screening and streamlined hiring.
Now, backed by nearly three decades of experience, the
company has risen to meet the demand for seamless
onboarding on a global scale.
Trailblazing Leadership Focused on Innovation
Tammy Cohen, InfoMart’s Founder and Chief Visionary
Officer, is the driving force behind InfoMart’s sustained
success. The technology we take for granted now was
nonexistent when she first began and, realizing the
inefficiencies of the background check world, she set out to
provide better service by deploying the most nascent
technology of the time. With Tammy at the helm, InfoMart
led the charge in developing the processes still in place in
the industry today, and she continues to push her team to
cultivate innovative tech that anticipates and remedies the
inadequacies of onboarding on a global scale. She was
instrumental in crafting InfoMart’s award-winning
company culture, and her influence continues to touch
everything InfoMart does; her unyielding passion is what
invigorates her team to do bigger and better every day.
She was a visionary then as she is now. InfoMart continues
to release first-to-market solutions that keep ahead of the
The hiring landscape has transformed in the last few
decades as the globalized workforce, the gig
economy, and increasing concerns over the security
of personal data has come center stage. With the economy
growing and employment opportunities spanning
continents, it is a job seeker’s market. Candidates have
more options for how and where they would like to work,
and that decision begins during the recruiting, hiring, and
onboarding processes. The candidate experience is at the
center of every conversation as technology and procedures
are developed to provide a positive, simplified experience
for both the businesses and the candidates.
InfoMart, a known innovator in the background screening
industry with a history of positive disruption, has stepped

rapidly changing pace of technology. “You
can never stop innovating,” Cohen insists.
“Not only for your own success but to benefit
the customer. The insufficiencies I saw thirty
years ago? Those were our jumping off point.
But now, we’re solving new problems. We’re
focused on the gig economy, on global
mobility, on utilizing our expertise to assist
people in securing their identities.” Cohen is
unafraid of any risk that might result in better
service to her customers, who she treats like
family.
With an eye on that goal, Cohen partnered
with Marco Piovesan, an expert in global
data and compliance. As InfoMart’s CEO, he
contributes his expertise in designing global
information and technology products and
services. His passion is devoted to helping
people establish their identities through
technology in order to grant them access to
basic facilities: education, jobs, healthcare,
credit, and all forms of financial inclusion.
He’s dedicated to seamless processes and
products using technology that has a global impact. “We’re much more
than just a background screening company,” Piovesan says. “We’re a
key player in a company’s hiring strategy, but our technology is
versatile; our emerging and unique approach to identity services help
people gets jobs, open bank accounts, and get into schools all over the
world on a daily basis,” asserts Piovesan.
Designing a Seamless Candidate Experience
While developing innovative new products, InfoMart always designs
with one purpose in mind: to make the process quicker and simpler for
their clients. ASAP ID directly responds to this goal. ASAP ID is a
first-to-market application that utilizes biometric facial recognition
software to analyze and capture identity information. “With this
technology, we provide a fully mobile candidate experience that
reduces inaccurate information, streamlines hiring, and can be
deployed anywhere in the world,” explains Piovesan. InfoMart
understands that companies rely on speed, particularly when hiring
across continents, and ASAP ID enables applicants to provide relevant
information with ease.
Ultimately, that’s what every InfoMart product provides: trusted,
reliable results with unmatched speed. The globalized workforce
requires technological solutions for worldwide onboarding, and
InfoMart’s experience and technology make them uniquely qualified to
answer that call. What makes InfoMart exceptional is that they
understand that their process is an extension of each of their clients’
brands. “When a company onboards a candidate, they need to trust that
they are taken care of every step of the way,”
Piovesan points out. For this reason, the applicant
and customer experiences are front-and-center of
all of their products and services. “Ultimately,
what InfoMart brings to the industry is a
simplified experience for everyone involved,”
Piovesan continues, noting that InfoMart began
exploring the ways in which AI, blockchain, and
biometric identity authentication could be used to
better the screening industry before it was on their
competitors’ radar. “We incorporate biometrics
and AI into our products not only because it’s the
latest technology, but because we genuinely
believe these advancements positively impact the
experiences of our users,” states Piovesan.
Trusted Reliability Meets Fearless
Determination
“Trusted reliability” is one of InfoMart’s core
strengths. They emphasize the importance of user
experiences, speed, quality, efficiency, and
customer support in order to gain their customers’
loyalty. InfoMart has matured into a global
technology company capable of serving
customers all across the globe, but at the core,
they maintain the same vital passion and
dedication they had as a startup thirty years ago.
“There’s an energy for innovation within our
company that’s unmatched,” says Cohen. “We’ve
enjoyed the benefits of a long-tenured team
because we dedicate time to cultivating our
culture in addition to growing in the
marketplace,” asserts Cohen.
InfoMart’s track record and long-standing tenure
within the industry resulted in mature processes
strengthened by cutting-edge technology. Still,
despite their time-tested procedures, the company
challenges the status quo every day to guarantee
they’re providing the best possible product to
their customers. “We’ve always challenged
ourselves to be the best at what we do, and that
endeavor involves honest, ongoing self-
assessment,” Piovesan says, pointing out that
they’re not shy about adopting technologies from
other spheres to improve their service. “From the
beginning, InfoMart has listened to our customers
and we’ve kept ahead of changes in the industry.
Our mission now is to be fearless about
everything we do,” asserts Piovesan.

InfoMart’s Take on the Latest HR Technology
The HR industry is constantly looking for ways to improve
background screening services, and the rapid advancement in the
technology sphere will continue to be an influence. International
hiring only reinforces the importance of a comprehensive
background screening program to mitigate the risks to a company’s
people and resources. Without proper background checks, an
organization invites trouble that ultimately impacts the business’s
bottom line. An effective vetting program is a necessity in any
organization and with onboarding costs estimated as high as
$10,000, no HR department can afford to ignore it. As soon as this
year, HR tech will adjust to better integrate with the remote
workforce and manage global recruiting. Blockchain, while still
experimental in most spaces outside digital currency, will see
increased investment and early adoption by background screening
companies.
HR is also beginning to adopt AI technologies to track everything
from productivity to recruitment analytics. Using this level of
automation frees up time for HR to focus on more people-oriented
work and allows technology to do the heavy lifting.
“We were the first company to introduce mobile biometric,
document, and data onboarding within three steps.
Groundbreaking!” asserts Piovesan, who is certain InfoMart will
play an integral part in shaping the conversations surrounding HR
technology in the coming years. “We have several innovative
products and services coming out this year, which will continue to
streamline various processes for many types of onboarding. We
have a mission to be an innovative contributor to an incredibly
diverse and positive world benefiting consumers and businesses,”
concludes Piovesan.
Looking Ahead: InfoMart in Five Years
InfoMart will continue its incredible journey toward becoming a
truly global information services company. They strive to become
synonymous with “streamlined onboarding” and to maintain the
reputation they have developed for positive disruption. The
company is currently invested in the development of blockchain
and artificial intelligence for the screening industry, ensuring the
latest technologies are being utilized to their fullest potential in
their field. Much like InfoMart was influential in the formation of
the industry 30 years ago, in the next five years they will be a
motivating participant of the change that’s coming; InfoMart will
help shape the policies and procedures associated with the
globalized and gig workforces while remaining a trusted partner to
companies with a worldwide footprint.
‘‘
‘‘

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Management BriefCompany Name
Appical
appical.net
Gerrit Brouwer
Founder & CEO
Appical is a growing company of HR technology space that
provides innovative solution for easy pre-boarding, on-
boarding, retention and off-boarding of an employee.
Everwise
geteverwise.com
Mike Bergelson
CEO
Everwise connects employees with the people, resources and
feedback they need to be more productive and successful at
every stage of their career.
Fidello
fidello.com
Chris Bjorling
President & CEO
Honey
honey.is
Rachel Kaplowitz
CEO
Chip Kellam
CTO
Alison Morris
VP, Customer Experience
Jason Tiernan
Head of Design
Honey is a simple, beautiful intranet platform that helps
companies shape their culture, manage internal
communications, and maintain transparency, especially during
periods of high-growth.
InfoMart
infomart-usa.com
Tammy Cohen
Founder
Marco Piovesan
CEO
Infomart is a global identity and background screening company
with almost three decades of experience in providing companies
the information that they need to make informed business
decisions.
Quintela
quintela.io
Joel Quintela
CEO & Founder
Quintela has expertise in creating solutions for digital
interviews, pre-post hire assessments and more.
Star Culture
starculture.com
David Long
CEO
Star Culture is a state-of-the-art, prescriptive leadership
development system, combining anonymous employee feedback
assessments with leadership training, all while supporting
sustainability with a personalized coaching experience.
Synapse
getsynapse.com
Ryan Austin
Co-founder & CEO
TalentAdore
talentadore.com
Saku Valkama
CEO & Co-founder
TalentAdore is empowering recruiters and candidates with their
cutting-edge recruitment solution with the advantage of human
touch.
Fidello has specialization in improving human performance.
Through their products and services they help clients design,
develop, and implement strategic, integrated Human Resource
processes and systems.
Synapse provides a platform that automates the instructional
design process.
INCENTCO
incentco.com
Gerry Wiatrowski
Founder
Greg Smith
Founder
INCENTCO offers an internet based global performance
management solution for the customers and employees of
domestic and international enterprises.

Every customer has a reason for loving brands that
they feel are great. The quality of product, tag line,
better customer service, fun website, affordability
are some of the factors that attract customers towards a
particular product. But out of all these vital elements, the
one thing that largely decides the fate of an organization is
“Customer Experience”. Many companies make mistake by
overlooking customer experience, since they never interact
with the customer face-to-face and hence sometimes loose
existing eminent customers and potential-customers as well
and suffer losses. In this current era of hypercompetitive
globalized world, any organization cannot afford the
consequences of bad customer experiences, because it could
only be proved fatal. So let’s dig deeper on how an
organization can boost customer’s experience to win the
race of customer delight and maintain a long term
relationship based truly and purely on the brand value.
But before we begin, it is essential to know what Customer
Experience Management (CEM) does not stands for. It is
not something regarding collecting feedback, responding to
feedback, or simply tracking your net promoter score.
Customer experience also does not mean a kind of physical
interaction with the company. In fact, it is a vital interaction
between your brand and customer that have the potential to
create an ever-lasting impression on the customers mind. It
is a robust combination of ideology and methodology that
makes your business more delightful among customers.
Customer Experience Management Market Projection
According to a prominent research report, CEM market is
estimated to grow at a CAGR of 23.1% from 2017 to 2022.
Currently, as per latest data, the
market size of CEM is worth $5.98
Billion (in 2017) and it is projected
to reach $16.91 Billion by 2022. The
upsurge in CEM is primarily driven
by the increased adoption of
customer experience management
solutions to reduce the customer
churn rate across the globe. Rise in
the adoption of smartphones and
digitization are also fueling the growth of customer
experience management in the market.
Excavating Customers Journey is Vital
Customer’s journey provides valuable insights around the
customers experience with a brand. They help organization
to ask right questions at the right time, thereby help
companies in building a brand value and trust that
ultimately lead customers towards the point of purchase. It
is not feasible to take a single point along the journey to
understand your customer; it will most likely be ineffective
as you won’t have enough context and data to make a solid
conclusion. How did the customer get to this point? What
are they looking for? Where are they heading in the overall
journey? Question like these will only help companies to
excavate valuable insights for better customer engagement
with the brand.
Integration among All Universal Channels for better
Client Engagement
Gone are the days when customers use only brick and
mortar shops to buy anything. Modern age customers use
| March 2018 |16

various methods to interact with the company that
encompasses a wide range of touch points- mobile, social,
interactive voice response (IVR), in-store, chat bots and
more. Customers keep switching between these channels
during their purchase lifecycle. This Omni-channel
presence of customers holds a great significance for
companies to unearth buying patterns or to find exactly
what customers want and more. But for that to happen,
companies need to first make their presence available
wherever their customers are i.e. to becoming a truly Omni-
channel. Having running these channels 24/7 and make
them work together seamlessly will assist companies in
better client engagement.
Customer Query Resolution through Seamless
Integration
No matter how good the products are, a minute in-
efficiency even in the service delivery system could go
against company. Therefore, organizations are obliged to
resolve customer’s queries. However, only 4% of
dissatisfied customers actually complain and others doesn’t
formally complain but simply turn towards other products,
therefore it is imperative to use Omni channel path to
ensure consumers that you are listening to their grievances.
Different businesses have different systems for support.
Customer experience management ensures that poor
feedback becomes a support ticket automatically so that
agents at the back end can resolve the issue in the quickest
possible time. Regardless of the industry, customer’s
support tickets are a priority. Through the integration of
organization’s systems with CRM software’s, point of sale
systems and more, management can access and prioritize
these customer tickets. Ease of integration and continuous
flow of information between these types of systems will be
a pre-requisite to enable intelligent loop closure in 2018.
By taking cognizance of customer’s pain points and
addressing those in an efficient manner will enable
enterprises to win over them for a longer time. Utilizing
advanced tools, such as chum predictor to predict bad
experiences will assist organization in better client
engagement. A superior analytics engine can boost financial
returns. All these facets are vital to make customer
experience a better one, but it will only be possible when
organization would be ready to invest in whatever it takes
to redefine customer experience, since customer experience
is everything.
| 2018 |March 17
Tech Bytes

Appical:
Transforming the way
Businesses Communicate
with its Employees
Appical-Now platform which is available on any mobile
device was a big boost for company’s growth which this
organization has celebrated in 2015.
The company saw an impressive growth of 350% in
revenue and on-boarding last year and following that
Onboard Amsterdam event formula was born. In this year,
they have achieved another milestone by launching
Appical. io covering even more moments of impact for the
employee, including off-boarding.
Trademark Product and its Uniqueness
Appical is their trademark product which is an employee
driven on-boarding platform. This platform provides 360
degree video, attractive content and games, and highly
interactive exercises to the new hires and assists them to
successfully start their careers. Appical has transformed the
way in which businesses communicate with new
employees. In a scarce candidate market, it is important to
be distinctive, to retain the best talent. Therefore, Appical
offer their customers real-time insights into employee’s
data and feedback, and make on-boarding a fun activity
rather than a tedious one. It transforms HR processes in
following ways.
• Telling client’s brand story from day one
• Sharing client’s mission and vision
• Guide a new hire to productivity with coaching by
manager and colleagues
• Minimizing administrative work
• Retain knowledge and culture
• Giving a positive employee journey, also when it comes
to off-boarding
With the mission to help employers in retaining
best talents and assisting employees to be
successful in their jobs and further creating
value ambassadors, Appical is crafting a cutting-edge HR
solution for the industry.
On-boarding is an important stage in recruitment process
that paves way for a successful collaboration among
employee and organization. Dull classroom or a traditional
e-learning cannot offer a great candidate experience.
Therefore, Appical brings advanced approach that change
the way companies communicate with their new hires.
Appical has seen that on average a new hire spends 9.5
hours in the solution before the first working day and it has
lowered administrative HR burden by 40%.
Noteworthy Milestones
Appical was founded in 2012 and within a year of its
inception, it showed a great sign of success and won their
first deal in the US. A year later, it made strong inroads into
the healthcare and semiconductor industry. Launch of their
Gerrit Brouwer
Founder & CEO
| March 2018 |18

Turn your talent into heroes with our
leading-edge HR solutions
creating a successful brand. This approach is driven by
their unique on-boarding game that helps their customers to
involve all stakeholders such as the line manager, recruiter,
HR and executives to think about the story, content and the
result they want to achieve from their new hires.
Ongoing Trends in HR Sector from Appical’s Point of
View
Employees nowadays want a clearer career visibility before
starting their profession. This includes getting details about
job descriptions, career path and more. By providing these
details to a candidate can build up a sense of pride and
openness towards an organization and can assist it in
retaining employees as long as possible especially in IT and
other engineering roles.
Speedy on-boarding for the contingent workforce is the
other trend that is gaining popularity in the HR space.
Currently, over 55% of the flex workers are not taken into
account in an onboarding strategy. This will increase
significantly over the time as employment contracts will
become more flexible.
Road Ahead
In current year, Appical has an ambitious plan to launch
Appical.io which will have the capacity to become the
leading HR retention platform. From fully automated pre-
hire to off-boarding while reducing manual HR work to
minimum, Appical is positive about its future endeavor to
help organization to invest in the experience of a new hire
the same way they do for their customers. For them, it’s all
about turning talent into heroes.
Recognitions so far
Appical’s advanced HR technology products and services
have won many hearts and have received many awards as
well. Some includes:
• Brandon Hall: 2018: Best Organization in Onboarding
Technology
• DutchCham Singapore: 2017: Winner of Winsemius
Awards for professional services
• Winner of iHR Tech award Europe
Captain of Appical
Appical considers that each of its employees is a hero that
has contributed equally in shaping the destiny of
organization. But a ship also cannot reach to its destination
unless it has a visionary captain on it. And the captain of
‘Appical’ is Gerrit Brouwer. He is one of the Founders
and CEO of Appical who has built this company from
scratch.
Incident that led to the birth of Appical: On his very first
day of work at a global corporation in the early 2000s,
Gerrit Brouwer, when came to know that his entire team is
away for a Christmas party and his job description also
have changed. He got frustrated, and to change this bad on-
boarding experiences, in 2011, Gerrit co-founded Appical,
a Dutch tech startup that’s now among a growing number
of firms that offer apps to help employers welcome,
support, train and hold onto their new hires.
A thoughtful leader: Gerrit is a hard-core entrepreneur,
game-changer and an enormous tech- & gadget freak
person. He has a clear passion for people and technology
and has audacity to transform a creative idea into an
attractive employer brand. Within the industry Gerrit is
seen as an international thought leader who has shared his
views and opinion in various high-level conferences, and
among journalists and off course customers.
Unique Approach that is benefitting Appical
Appical has a unique approach that helps their employers in
‘‘ ‘‘
| 2018 |March 19

Fidello:
The Name that has
become Synonymous
to Uniqueness
Fidello’s software as a service module approach to their
Talent Management suite has the potential to quickly
deliver unique customized solutions for its clients. The
software is known as HR web and, it has been serving
the clients since its online inception in 1996. This
software has many modules that support onboarding
surveys, performance management, competency
assessment, succession planning, learning management,
career planning, organizational planning, exit surveys,
and more. Each of these components can be tailored to
meet a client’s specific needs and can be combined in
whole or in part to create a complete client solution.
These unique client-based solutions fit the strategic
needs of the organization and match or enhance the
organization’s culture. For clients, not just willing to
“tic” a checkbox that they have a solution, but clients
that need a solution enabling their talent management
vision efficiently and affordably, Fidello proves to be a
most valuable option. Their unique approach has
produced solutions for clients across the globe. These
solutions and their results have even been referenced by
clients and discussed in publications such as Harvard
Business Review among others.
USP of Fidello
Fidello was founded in 1987, and in these 30+ years
they have proved themselves as expert consultants
Being unique is always better than being, “just
like the others.” The unique positioning of a
company attracts a potential client’s attention
and ultimately drives more business to the company.
That uniqueness also nurtures a bond of trust with the
clients and provides the added advantages of efficient,
reliable, and creative services. Fidello, an established
company in the field of HR technology space is also a
firm believer of crafting unique solutions for each of its
clients and has built a strong reputation by transforming
a client’s needs and desires into reality. Fidello believes
that no two clients are the same. Each client has their
combination of needs and culture that will lead to their
unique solution. One solution made for one client may
not be a fit for another. Fidello has a mission by which
they work, that is empowering their clients by creating
unique human resource solutions specifically fitting their
needs while leveraging their corporate culture.
Chris Bjorling
President & CEO
| March 2018 |20

Tailor-made solutions drive business
more than anything else
from a unique set of client variables and distinct culture
has made Fidello a leader in custom solutions.
Qualities that are Pulling Customers towards Fidello
Fidello attracts clients because of their unique approach.
Too often competitive solutions offer little customization
or are not able to leverage an organization’s unique
culture: these limits make Fidello an attractive
alternative to selecting a solution. Fidello has many
years of experience in not only creating unique software
tools but also in providing consulting in support of the
tools and processes that allows the client to feel secure
in using time-tested approaches as well as adding in
trendsetting focus.
Future Perspective of Fidello
Fidello will continue to improve its ability to provide
cutting art talent management solutions leveraging the
most recent advances and conforming to the usage
trends of their client’s workforce. They will continue to
make their products and modules more configurable
while not limiting their ability to achieve their strategic
talent management plan.
having expertise in designing solutions around
performance improvement that addresses all aspects
human resource management. The USP of Fidello is to
identify the unique need of its clients and assist them in
designing and delivering varied human resource
management solutions that ultimately gives its client a
competitive advantage in their respective marketplace.
Fidello has helped their clients to create or modify
systems designed to attract, develop, reward, and retain
individuals who can meet the organizations high
standards of strategic performance while embracing and
enhancing their culture.
Accomplishments that Prove the Worthiness of
Fidello’s Products
Fidello has been applauded by its clients for its agility
and entrepreneurial spirit in tailoring and updating
systems to meet the changing client demands and the
developing talent management maturity within the
organization. Many prominent media houses have also
recognized Fidello’s contribution towards the field of
HR technology. It has been listed among one of “The 10
Most Valuable HR Technology Solution Providers 2017”
and “Top 10 Talent Management Software Solution
Providers 2017” by prominent global magazines.
Torchbearer of Fidello
Chris Bjorling is the President and CEO of Fidello. He
believed that a ‘one-size-fits-all’ approach does not work
in this modern day and to be on the bleeding-edge of any
business an organization must develop unique solutions
that are not only innovative but customized as well. It
was in this belief that Fidello today tastes the different
flavors of success. His ability to see a clear solution
‘‘ ‘‘
| 2018 |March 21

| March 2018 |22

s an employee, if you were given a chance to sell your skills on the
Aglobal stage with a greater sense of autonomy, independence, and
flexibility as compare to the traditional 9 to5 job, what would you
prefer? As an employer, if you were given a chance to hire a potential
candidate on-demand at your terms and conditions as compared to a
permanent hire, what would you prefer? This is where Gig economy comes
into picture. The days of ‘life-long’ careers within the same company, long-
term stability of a signed job contract, guaranteed significance of the skills
acquired in the college, and predictable work routines are long gone.
In this fast paced global economic era, there is a growing demand for
independent talent who are autonomous and willing to sell their skillsets on
the global market. There are multiple factors that are giving exponential rise
to Gig economy than even before. Below are some of these factors that are
fuelling the growth of Gig economy, which is considered as the new and
burgeoning trend in the HR space.
Financial Freedom
According to a survey conducted on 6,247 Gig economy workers, 57% said
they chose freelance path to earn more money. On an average, a freelance
worker makes $60,000 a year, according to MBO partners. When a person
works as a freelancer, he is not tied to incremental salary increases, or limited
to how much you can make. Depending upon the industry, sky is the limit.
And this is what fascinates most to the freelancers.
Do what you really passionate about
People work because it gives them the most important resource required to
live i.e. Money. But how many people do the work which they really find
fascinating; that is the million dollar question, and answer might be a fraction
of the total workforce. This is another reason people get attracted towards
freelancing, as it gives them an opportunity to do what they really find
interesting and have a passion about.
Balanced Work Life
Gig workers have full control of their workload, they can pick and choose
how much they can take on and where and when to work at their own
convenience. One LinkedIn survey which was conducted on 10,000 workers
revealed that more than 46% value working in such a fashion because it
allows them to work on flexible timings. According to Forbes, more than
35% like the work life balance that Gig economy provides to its workers.
Full Control over Destiny
In a permanent job, employee works for some specific job role and are bound
to work in the same domain if they want a greater hike or a better position.
Whereas, gig worker have the liberty to change career track whenever they
Workforce of Contemporary World
| March 2018 | 23

want. If a person wants to make some more money, want to
try something new, or want be their own boss, then being a
gig worker they can achieve these goals and have more
control over what to do next. For a big dreamer who never
gets satisfied with a traditional job, entering flexible
workforce might be a refreshing change of pace.
Not only Employees but Employers also want Flexibility
In most part of the contemporary world, employers also
now gracefully accept the option of contractual manpower
due to variety of advantages that contract worker bring for
an organization.
Skill based Hiring: Many jobs require a specialist only
when there is a dire need of it, not all the 365 days a year.
Then, why to spend extra money on a full time employee, is
the burning question that arises in the mind of recruiters
time to time. This is where gig workers fit
into the picture more conveniently than a
full time employee. When employers
seek a gig worker, they often look for a
specific skillset among candidates.
Since a gig worker is not a full time
employee and hired to complete
specific project, chances of
getting work done more
efficiently, effectively and in
timely manner always remains
high.
Speedy Hiring and Onboarding
Process: Conventional
onboarding process many times
takes weeks or even months.
But individuals in the flexible
workforce are expected to
onboard much more rapidly and
even seamlessly integrate their
work with the team. Since
companies hire gig workers for their
expertise in the subject matter and there
is a no commitment for a full time
employment, workers do get hires from
various platforms in a very speedy manner
with fast onboarding process.
Past and the Future
While alternative work arrangement has been in the fashion
for long but its usage has grown significantly over the past
decade. The fraction of contingent employees in the labor
force increased from 10% to 16% between 2005 and 2015,
with alternative work arrangements accounting for all of the
net growth in employment over the past decade.
The increased applications of disruptive technologies like
Artificial Intelligence, robotics and automation will shape
the future of global workforce and will significantly give
rise to so-called gig economy. According to one survey, an
estimated 7.6 million Americans will be regularly working
as providers in the on-demand economy by 2020, more than
doubling the current total of 3.2 million flexible taskforce.
Gig economy is still at the nascent stage, according to
research firm PwC, gig economy cover mere a 2% of the
total recruitment market. But by 2020, gig economy will
worth $63 billion globally.
| March 2018 |24

Honey:
Revolutionizing and
Democratizing Communication
platforms like Google Drive, Honey effortlessly
becomes the central location for all critical company
information. The most successful companies using
Honey to share three main types of content:
• Announcements - Important updates from senior
leadership, company newsletters, and time-sensitive
events like open enrollment
• Resources - Content like logo files, employee
handbooks, company policies, and seating charts
• Social - The fun stuff, too! Like work anniversaries,
new hires, promotions, happy hours, and holiday
party photos
More than just a great product
Honey is all about reducing friction at work - for
employees who need to find information and for
managers who need to create it. This philosophy of
making things simpler, easier, and friendlier translates to
their customer relationships, sales process, internal
company culture, and, of course, their product. Most of
their growth has actually come through client referrals,
recommended frequently on HR forums, Slack channels,
and LinkedIn Groups. Plus - when Honey users move on
to new companies, they frequently take Honey along
with them. As a result, Honey has built loyal
relationships with its users, even when they move on to
new ventures.
What Honey’s customers are saying
Honey’s fresh approach to the stale intranet space has
By helping people become more successful at
work and providing clearer communication
channels between colleagues, Honey is
revolutionizing and democratizing the way fast-growing,
savvy teams communicate. Founded at an award-
winning design agency in Brooklyn, Honey gives
employees a simple, central location to find all company
information and updates they need.
Honey - a simple, modern intranet
Honey is a simple, design-focused intranet platform that
helps companies shape their culture, manage internal
communications, and maintain transparency —
especially during the periods of high-growth. Companies
like Lyft, LearnVest, Huge, and Lowe’s use Honey every
day to keep their teams connected. Honey functions as a
company hive, allowing teams to organize and manage
all internal communications in a simple way. With
integrations to chat apps like Slack and file sharing
Rachel Kaplowitz
CEO
| March 2018 |26

We believe in loving your job, and the
tools you use at work too
Honey’s Vision
Honey’s vision is a simple and powerful one - they want
to be the most trusted work product in their clients’ lives.
From a product perspective, Honey is the place
employees turn to get the information they need, when
and how they need it. From a customer perspective,
Honey is the first call when their users have questions
about scaling their internal communication strategy as
they double their headcount or go through a major
company event. Finally, from a team culture perspective,
Honey is the place where employees have a voice,
understand their work matters, and confidently know
they have the support and appreciation of their
colleagues.
Future Goal
It’s becoming easier and cheaper than ever to create and
share meaningful, high-quality content for internal
company use. As more content is created and distributed
over channels designed for quick, real-time
communication - like Slack and email - it will become
imperative for companies to implement a solution for
evergreen and strategic content so their employees can
actually find critical information! Honey’s integrations
with Slack, email, and file sharing platforms like Google
Drive and Dropbox, positions Honey as the clear
solution. As this trend in high-volume content continues
to grow, Honey will continue to be established as the
must-have tool for company communication.
URL: www.sharehoney.com
not gone unnoticed. Honey was crowned the winner of
the Global Startup City Demos competition at Internet
Week, New York, and received the top honor at the
Ultralight Startup Competition. And, more importantly,
they have the customers to vouch for their excellence.
“Honey’s interface is beautiful! I’ve used similar
platforms in the past at other employers, and I think
Honey does it best.” - Digital Strategist, full service
communications agency, Philadelphia
“I’m not sure how you guys do it, but I feel like every
time I think of something to add to Honey, it’s already in
the works. Wow, you guys are amazing” - Executive
Project Manager, mobile ad tech company, San
Francisco
“We did an informal poll at today’s staff meeting about
how happy people are with Honey and there were only
positive replies. It has cut down on a massive amount of
emails, and it is so much more fun. Everyone is very
happy with it! Thank you so much” - Operations
Director, nonprofit organization, Denver
Leadership and the event that gave birth to ‘Honey’
Honey was founded by Rachel Kaplowitz (CEO),
Chip Kellam (CTO), Alison Morris (VP, Customer
Experience), and Jason Tiernan (Head of Design),
while they were working together at Huge, a digital
agency in Brooklyn. As part of a 1,000+ person global
team, they knew how hard it was for everybody to stay
on the same page and know what was happening across
the agency. When they looked into buying an intranet,
they were disappointed with the outdated designs, the
clunky functionality, and the complicated set up
involved with the available solutions. So, they decided
to build their own. Turns out, they weren’t the only
company struggling to find a perfect solution!
‘‘ ‘‘
| 2018 |March 27

INCENTCO:
A Pioneer in the Field of
Performance Management
Technology
space that has expertise in providing wide range of
cloud-based solutions related to performance
management, employee engagement, rewards and
recognition, real estate solutions and more.
INCENTCO’s products have the ability to influence
employee’s behaviour that can result in increased
performance with the help of right tools and technology.
The organization offers gamified SaaS platform to create
and administer advanced performance management and
exciting rewards programs. Their platform includes: a
robust reward and recognition component, a gamified
user portal and easy-to-use admin control, organization
setup and hierarchy, performance dashboards, reporting
tools and more.
Most of the companies do not offer all of the features in
one single SaaS platform. This is where INCENTCO
takes the lead. INCENTCO’s solutions eliminate the
requirement of multiple vendors’ solutions to cater
client’s needs. Their flagship technology does not
require complicated integration and thereby saves a lot
of critical IT resources and reduces implementation time
as well.
INCENTCO’s trademark performance management
technology was originally designed for the U.S.
apartment industry that enabled managers to use points
instead of free rent as an incentive. This approach was
received very well among the targeted audience and the
word-of-mouth publicity spread in such a manner that
suppliers in that space approached INCENTCO and
Employee’s behaviour and performance plays a
pivotal role in deciding the fate of any
organization. Just getting the right people on-
board is not enough these days. Nurturing them for the
challenging future roles, evaluating their performance,
giving them proper feedback, providing platform to
upgrade skillsets, encouraging them with rewards and
recognitions also plays a significant role in employee
retention and is even beneficial for their overall
productivity.
Due to these facets, organizations all around the world
are now taking employee’s performance management
software very seriously. This is the reason talent
management market is a hot topic these days.
INCENTCO is an organization that has built a strong
repute of delivering cutting-edge performance
management and employee engagement software all
across the world. It is a leading name of HR technology
Gerry Wiatrowski
Founder
| March 2018 |28

Our technology enables businesses of all sizes to
‘plug and play’, comprehensive performance management or
rewards and recognition program in a customizable and
gamified environment.
Wiatrowski is responsible for platform innovation,
marketing and sales while Greg Smith manages and
leads company operations including IT and redemption
strategies.
‘Work from home’ is a growing trend in HR space
The world has witnessed an increased momentum
towards people opting to work from home rather than
traditional on premise jobs. Many companies provide
flexibility in terms of working hours and even allow
employees to work from home in many cases. Although
this needs to be regulated carefully in order to achieve
the quality of work while allowing work from home. For
some employers allowing this (remote work) present
several challenges. But INCENTCO has a solution for
this concern as well, and this is one reason that
INCENTCO’s solution has been well received in
market.
INCENTCO’s future perspective
INCENTCO’s future endeavours will be to continue on
its path to innovation. They are ready to continually
upgrade their technology with the same consistency in
order to make their products even easier to use for both
their clients and participants while providing a scalable
platform that can be used across all industries in the
global marketplace.
started requesting to use their platform. After that
success, their technology found many recipients outside
apartment industry as well, and is now being used in
multiple industries for both employees and customers.
INCENTCO’s ‘pay-as-you-go model’ is a hit among
customers
Client’s love their platform due to its easy-to-use and no
IT integration requirement capability. Their ‘pay as you
go model’ is a hit among customers that enables
companies of all sizes and budgets to create their own
custom programs based on their company’s KPI. It is
common for a client to start with one program and then
expand the scope throughout their organization as per
their need. The efficiency and usability of INCENTCO’s
product led them to earn numerous prestigious
recognitions. The most notable among those was being
recognized by a leading technology magazine among the
Top 25 HR Technology Providers of 2017.
Qualities that are assisting INCENTCO to attract
more clients
INCENTCO’s technology offers a ‘one- stop
shop’solution that provide HR technologies that are easy
to use, fast to implement, and affordable for any sized
organization. This ease of use coupled with outstanding
personalized service is winning customers trust and
helping INCENTCO to expand its business footprint.
Captains of INCENTCO
Gerry Wiatrowski and Greg Smith are the Founders
of INCENTCO. These leaders have been working
together for over 20 years and with their shrewd
knowledge, creative thought process and adept financial
skill set, they are guiding the company towards the path
of progression. These gentlemen have their specific roles
and responsibility which they follow religiously. Gerry
‘‘ ‘‘
| 2018 |March 29

ntroduction to the concept of
ITalent Demand Generation
Recruitment is more of a marketing
activity than it ever has been. The
world’s most sophisticated marketers
combine targeted marketing
programmes with a structured sales
process as a holistic approach to drive
awareness and desire for their products
or services and when done in a
comprehensive way, this is referred to
as demand generation.
Talent Demand Generation is the focus
of an employer’s marketing efforts to
raise desire in everyone they might
want to hire now or in the future to
want to work for their organisation.
Background
Organisations are fighting hard for a
share of each individual’s mind space.
To get people thinking about working
with your organisation, you are
competing with Amazon for shopping,
Facebook for socialising, Match.com
for dating and Netflix for TV
streaming; not who you would think of
as your traditional competitors.
Until the internet became so
ubiquitous, the only people you were
really talking to about careers with
your organisation were active job
seekers.
Now however, you are able to
disseminate subliminal messages to
everyone you might want to hire today
or in the future. You can:
- Connect with them at LinkedIn,
follow on Instagram or Twitter
- Encourage them into your talent
communities
- Use paid search engine or social
media marketing to advertise your
vital messages
- Nurture, track and automatically
score each potential candidate’s
engagement with a talent pipeline
product like Candidate.ID
Common Components in Talent
Demand Generation
Every employer will have different
demand generation challenges and
opportunities but some of the most
common may include
- Building awareness of your
organisation as a desirable
employer
- Building awareness of your hiring
managers as people candidates
should want to work for
- Positioning the unique selling
points of your organisation as an
employer – often linked to culture
and encapsulated in an employer
brand and employer value
proposition
- Changing perception if for example
your organisation is renowned for
poor pay, conditions or culture
Occasional v Evergreen Requirements
The world’s most sophisticated talent
acquisition teams apply different
Insiders Opinion
| March 2018 |30

After 3 successful years making
placements, Adam moved into recruitment
and employee communications with
HAVAS and PwC. In 2009 he founded
Social Media Search, helping employers
use social media for recruiting. After 4
years as a JV with Norman Broadbent plc,
Adam undertook a management buy-out
in December 2016 and formally launched
talent pipeline software product
Candidate.ID.
Candidate.ID enables international
employers to drive candidate demand and
create genuine, sustainable talent
pipelines.
About th
e
Author
| 2018 |March 31

tactics for hiring that one-off legal counsel vacancy versus
the positions that are non-stop conveyor belt hiring
requirements. Examples might include sales and scientist
roles for biotech, customer contact roles for customer
services and kitchen managers for leisure.
Your Total Addressable Market
For evergreen hiring, I believe it is vital to identify and
maintain visibility to the total addressable market. That is
everyone you might want to hire now and in the future.
How do you do this? You:
- Refresh and enrich the data on your ATS or CRM
- Undertake a campaign to ‘wake the dead’ on your ATS
or CRM
- Identify them on social media and other online sources
Generating Demand
It’s likely your total addressable market includes a large
number of people. To activate each person in the past you
needed to communicate with them all 1:1.
This however simply isn’t a scalable activity other than in
the executive search area of recruiting and this is the reason
why it has been extremely difficult for employers to
generate genuine talent pipelines.
Now however, technology has emerged in recruitment
which allows employers to nurture their total addressable
market and based on each person’s interactions with this
nurture content, identify who is cold, warm and ‘hire-
ready’.
If you are able to nurture relationships with potential
candidates at scale, you create more demand for
employment at your organisation.
Generating Demand - Talent Nurturing
At each stage below, your challenge is to drive more people
to the next. That’s talent demand generation.
1) Top of the Funnel Talent: This is the group who are
merely aware of your organisation as an employer.
Most potential candidates will start at the top of the
funnel. Nurture these people by sharing skills and
industry insights for example, ideally authored by
hiring managers; people they might want to work for
or whose jobs they might want to occupy in the future.
Don’t market your employer brand and certainly not
send job opportunities to these people.
2) Middle of the Funnel Talent: These people are
displaying more signs that express interest. They have
moved beyond your top of the funnel content and have
moved onto your corporate or even perhaps careers
website. They may have looked at the hiring manager
on LinkedIn or your company’s culture, vision and
values. Share traditional employer brand-type content
with them.
3) Bottom of the Funnel Talent: These people are or are
nearly ‘hire-ready’. They’ve been looking at your
careers site and perhaps specific job opportunities.
Depending on the size of this population, your next
step may be simply to arrange 1:1 conversations and
find out about each person’s career aspirations and
where that might sync with your requirements.
You simply can’t drive demand if you are sending the same
content (particularly job descriptions) to everyone on your
database. You must use technology to understand people’s
preferences according to their behaviour.
Candidate.ID enables international employers to drive
candidate demand and create genuine, sustainable talent
pipelines.
| March 2018 |32

Star Culture:
Transforming Managers
into Leaders
Coaching. It combines anonymous employee feedback
assessments with short-burst leadership training, all
while supporting sustainability with a personalized
coaching experience.
Nothing like Star Culture exists in the market today.
There are engagement surveys, and there are options for
leadership development. However, no other program
uses engagement surveys to prescribe a specific
development path for your leaders. Star Culture is the
difference between being busy with a bunch of ‘good’
things and being sure that you are implementing the
most effective solutions for your team.
Where it all began for Star Culture
In the beginning, Star Culture’s partner
company, MyEmployees, had no way for clients
to quantify the success of their employee
rewards programs. MyEmployees wanted to
provide clients with employee engagement
surveys over the course of their rewards
program so clients could track how the
recognition was affecting engagement levels.
MyEmployees soon realized most of the
employee engagement survey industry only
provided leaders with a list of engagement
issues without offering any solutions. From
there, Star Culture was born.
Everything rises and falls with leadership.
Employees can only be fulfilled at work if they
are engaged in their work. That responsibility
rests squarely on the shoulders of that team member’s
direct supervisor. The only way to truly impact the
culture of an organization is to improve leadership. Star
Culture supports the growth of managers with good
intentions into leaders who know how to engage and
motivate their teams. Star Culture transforms managers
into leaders.
What is Star Culture?
Star Culture is a state-of-the-art, prescriptive leadership
development system. The system begins with a
diagnostic to clearly identify your greatest need for
improvement. Star Culture uses a unique combination of
Employee Engagement Surveys and Executive
David Long
CEO
| March 2018 |34

| 2018 |March 35

Synapse:
A Pioneer in How Corporations
Automate the Instructional
Design Process
becomes a core part of every organization’s learning
development strategy.
Success Story of a Prominent Client
Their clients include Learning Development and Talent
Development departments from some of the largest
companies in the world. They are helping these
organizations streamline and automate how to design
training programs. Their clients often design training
content for performance support, micro learning, on-the-job
aids, and for social learning.
One of their clients had a need to design 800 Micro
learning modules in just 4 months. They designed an
internal crowdsourcing campaign to motivate and
encourage internal subject matter experts to participate in
content design and development efforts. The training
content was scaled across 4 countries in multiple languages
to meet business goals. Not only did they save 65% of costs
vs. estimates from vendors, but they also provided the
know-how and information needed for their employees.
Synapse love success stories like this because it means that
they are contributing in innovation, continuous learning,
and organizational support.
A Desirable Need that Led to the Inception of Synapse
Synapse had launched its platform in 2016, although the
founding team first dreamed up the idea in late 2015 while
at the EDGE EdTech accelerator program in New York.
The company was initially founded by three founders: Ryan
Designing quality training content is complicated,
time consuming, and an expensive task. It takes
weeks and many times months to design great
content due to the manual instructional design process that
require specialized people and tools. Because of this,
training departments can’t scale and consistently fail to
meet business needs. Synapse automates and streamlines
the instructional design process. Their cloud-based platform
lets training departments collaborate to design, develop,
manage, and scale corporate training needs quickly, easily,
and effectively. With Synapse’s training design and
development software, anyone can produce quality training
content much faster and at lower costs.
Mission that is Motivating to Move Forward
Designing training content is not an easy task; many
corporations either don’t have the time, resources or
expertise to perform this work well. That’s why Synapse
has a mission to automate how corporations design training
content. Their vision is to build simple software that
Ryan Austin
Co-founder & CEO
| March 2018 |36

It’s time to automate how you design training
Learning Design System is the Burgeoning Trend
Synapse has built the world’s first Learning Design System.
In corporate learning & development, many training
departments rely on instructional design models like
ADDIE (analysis, design, development, implement,
evaluate). Whilst there are other systems like Authoring
Tools and Learning Management Systems that automate
how to deliver training content, the design and
development phase is done with manual processes that
don’t scale. The Learning Design System is a new
technology that automates the instructional design process,
enabling corporations and L&D departments to standardize
best practices across the organization at any scale. Anyone
can contribute to designing and developing quality content
for the organization and automatically meet high-quality
design standards.
Future Endeavour
Synapse has been developing technology in three phases.
The first phase is to automate the instructional design
workflow process with their software. Phase two is focused
around enterprise app integrations. They have just
partnered with Microsoft to build a native application on
Microsoft Teams for corporate training. The last phase is
focused around intelligence. Synapse has been built on an
AI engine, and they have been developing solutions to
make their recommendations engine smarter.
Synapse believes that this is a big mission, but they always
strive to become better and do more. Their goal is to work
with the best clients and partner with great companies who
are aligned with Synapse mission.
Austin, Josh Crohn, and Sebastian Leks after they grew
tired of watching companies struggle to build training
content. They’ve faced these same challenges themselves.
Ryan and Josh had previously co-founded and built
corporate training companies successfully. Sebastian had
built knowledge management software solutions for large
enterprises. After winning many learning innovation awards
from credible industry providers, Synapse is now being
used to empower some of the best brands in the world.
Notable Recognitions and Client Feedback
• First Place: Learning 2016 by Elliott Masie
• Mobility-X by Daimler Financial
• Runner up Teachers Deliver Award
“Working with subject matter experts just became easy!
Synapse enables my learning team to drastically cut the
time it takes to produce and maintain content” --- Mori
Seriki, Vice President of Learning & Development, Envoy
Mortgage
Leading Light of Synapse
Ryan Austin is the Co-Founder & CEO of Synapse. He is
a creative thinker with deep love for entrepreneurship. With
his strong strategic capabilities, leadership, and business
judgment, Ryan likes to solve complex problems and built
products that clients love. Ryan continues to work with
clients and drive strategic vision to enable Synapse to
develop the new Learning Design System market.
Always Focused on Client’s Needs
Synapse always aim to listen to their clients’ needs and
build features that provide a real benefit around problems
their clients face. By innovating with clients and listening
to the market, they are destined to do great things.
‘‘ ‘‘
| 2018 |March 37

The secret of my success is that we have gone to
exceptional lengths to hire the best people in the world”
- Steve Jobs
The said quote itself explains the power of recruiting ‘right’
candidate. A right candidate has the potential to transform an
organization fortune to a new level. A right candidate brings
quality and effectiveness that builds a brand and develops a
unique customer experience, while a ‘wrong’ candidate can lead
to a lot of extra stress and issues that can hinder the
development of a business. But at the core, hiring right talent is
important, and this is where HR personnel struggle the most.
With the advent of an emerging technique known as “People
Analytics”, hiring right candidate will get easy than ever before.
Necessity of People Analytics
Competition for onboarding top talent is getting fierce,
especially in industries, like IT, financial service firms,
healthcare sector, and manufacturing, that are going to witness a
massive transformation. Ever growing numbers of job seekers,
shaken economy and neck-to-neck ruthless competition are
making HR’s job even more challenging to find right talent for
the right job. One technique that is seen as a solution for the said
problem is “People Analytics”. It is an emerging field that is
pulling everyone’s attention due to its potential to assist HR
people in recruiting the right talent.
“
| March 2018 |38

Understanding People Analytics
People analytics or HR analytics is the application of
statistics, mathematics, and modeling which collects and
process worker-related data to see and predict patterns. This
technique assist organizations to predict whether a
particular person fit for a given job or not. Due to its ability
to boost hiring and retaining the right talent, some people
have gone so far that they have even started calling it as a
“crystal ball for HR”.
How ‘People Analytics’ can help HR fraternity
• Identifying the features or variables in jobs and
employees that matter/counts most
• Matching those important job variables with a pool of
applicants or recruits
• Predicting the likelihood of a worker to stay on the job
for a long time or to “churn”
• And recommending salaries and other compensation to
bolster longevity
Importance of Peoples Analytics
There are lots of important questions that arise into the mind
of management peoples like: How can we find more top
performers? What do our most successful leaders do to
excel at their work, and how can we replicate that across the
organization? Which people are most likely to stay for long?
Which employees are likely to leave? With the right
analytical tool in hand, one can get the right and accurate
answers to these vital questions which plays a pivotal role in
shaping company’s fortune and can assist an organization to
maintain a robust workforce.
Popular HR Analytics Tools
Power BI
Power BI link multiple sources like SQL database with
people’s data, live twitter feed, machine learning API’s and
more. All these different data sources are then combined
with an aggregation process to create one large database.
Tech Trend
| 2018 |March 39

The consolidated data then can be used to create pivot table to let end user get a quick insight in the key areas of the
workforce. And, all these meaningful insights then the end user can see in a user-friendly manner with Power BI’s
dash boarding capacity.
SPSS
Dealing with analytics requires some sort of technical capability to make the most of it. But what if the end user is not
a technical person but still want the same results which can be derived from the above tool. Answer to this said
concern is ‘SPSS’ tool. Without having extensive statistical knowledge, an end user can do an exploratory correlation
analysis or a quick regression analysis. This makes SPSS one of the most commonly used HR analytics tools in social
sciences.
Rstudio
It is a people analytical tool which is best suited to process huge data sets. It provides valuable insights that can help
an organization to maintain robust workforce. It’s potential to let end user visualize and statistically analyze candidate
data with the help of user friendly interface is the prime reason behind its popularity.
Interesting Research Finding
Many recent studies even proved the effectiveness and productivity of People Analytics techniques. Recently,
Deloitte’s Bersin found that organizations that use people analytics techniques at a sophisticated level reported 82
percent higher three-year average profits than corporations without properly-deployed people analytics methods.
Over the world more number of schools, colleges, and universities are opening up than ever before. There is an
increased awareness for education as well. More people want to get access to quality education to raise their living
standards. All these are resulting into increased number of job seekers. With business competition going intense with
each passing year, recruiting right talent has become the need of hour for HR personnel. The potential benefit of
People Analytics will then definitely assist HR fraternity in recruiting and maintaining a robust workforce if applied
meticulously.
| March 2018 |40

TalentAdore:
Transforming Recruitment
Process with an Added
Advantage of Human Touch
With the help of Artificial Intelligence, recruiters can send
personalized status updates and feedback messages to each
job applicant and that too with no extra time and large
effort. This system empowers recruiters and gives them full
control of managing the entire recruitment process: from
job postings to hiring and even building dynamic Talent
Communities.
VRA system puts candidates back to the center of
recruitment process. Even if candidate faces rejection they
get the reason behind that. Consequently, their solution has
a significant impact on their customers’ employer brands as
well. As per data, when recruitment is handled in the old-
fashioned way, around 20% of the rejected candidates
recommend the company to their friends. When VRA
system is in use, up to 70% of them recommend. That is
something very fascinating about VRA.
Belief behind the Birth of TalentAdore
When the founders of TalentAdore identified numerous
flaws in the recruitment process especially the fact that
candidates are being treated as ID-numbers rather than
humans by the recruiters, they pledged to provide a solution
that can challenge the outdated ways of hiring and which
can bring back human touch to the recruitment process.
Short Journey that has seen an Impressive Business
Expansion across many Countries
TalentAdore was established in 2014 by two entrepreneurs,
Saku Valkama and Joni Latvala. In less than three years
since its inception, the company has grown to 15 people
and feels proud to be blessed with an exceptionally talented
C
urrent recruitment system does not serve
companies or candidates to its full potential and
intention for which it meant for. As per estimates,
70 % of resumes are never even got touched by the
recruiter. The reason behind that is the large number of job
applications. The number of applications in a traditional
recruitment process is so high that there is almost no way a
person can manually review them. As a result, when 100
people apply for a job, one person get selected and rest 99
face impersonal rejections after months of waiting. To
change this system and revolutionize the recruitment
process, TalentAdore came up with one unique solution
known as Virtual Recruitment Assistant (VRA).
Virtual Recruitment Assistant: Empowering Recruiters
and Job Applicants
TalentAdore’s Virtual Recruitment Assistant (VRA) treats
every job application as important as others. What makes
this assistant a unique in the market is that it integrates the
best parts of Applicant Tracking Systems (ATS), advanced
communication technologies, and intelligent automation.
Saku Valkama
CEO & Co-founder
| March 2018 |42

We bring the human touch back to recruitment
TalentAdore. He has a profound and pragmatic experience
of over 20 years in handling various recruitment challenges
that come across enterprises. He played a vital role in up-
scaling company’s strength and gave priceless contribution
towards building a successful team. He is the prime reason
for transforming a startup into a leading innovator in the
HR technology sector that too within very short span of
time.
Popularity of Talent Communities will Rise
Candidate is also like a normal consumer who always in a
search of information related to job and also relies heavily
on referrals. In the near future, candidates will hold hiring
decision more than the recruiters. Hiring is all about
content marketing and brand building which needs a
uninterrupted connection with the desired people, all the
time not only when companies fall short of required
manpower. This is where talent communities come into
picture, its ability to provide desired candidate any time
will make it even more popular in coming time. Stagnant
talent pools will disappear in near future.
Future Vision
Currently, TalentAdore is adding new features and
improving the product in an incremental fashion. In the
next 24 months their focus will mainly rely around building
robust customer base in Finland and around the world.
Forming strategic partnerships and integrations to other HR
solutions is also on their wish list.
In the longer run, their vision is to create a marketplace for
talent without boundaries. In Talent Communities,
candidates can help each other to find relevant jobs and
expand their skills. Also, they have plans to create
communities not only within, but between companies. In
this way, truly open source candidate communities will
become a reality - a win-win-win situation for companies,
candidates and the society.
advisory board. Success of TalentAdore can be gauge from
the fact that since the launch of their end-to-end
recruitment solution in October 2016, they have attracted
many customers across Finland, Japan, Norway, Mexico,
Canada, USA, Sweden and Germany. Also, they have
received close to 1M€ funding in total so far.
Factors that Differentiates it from Peers
• Think recruitment process from the candidate
perspective along with recruiter as well.
• Concentrate on the rejected candidate as well.
• Provide data and advanced reporting to the
management.
• Create talent-on-demand capability for companies with
help of their innovative Talent Community concept.
Recognitions that Proves the Worth of their Product
• TalentAdore was nominated among top 50 EU startups
in 2017 and got an opportunity to pitch in the European
Parliament.
• Won Shift pitching competition, 2017 and was selected
among top 3 startups in Arctic15.
• A leading business magazine of Finland nominated
TalentAdore among top 10 startups in Finland for the
year 2017.
“TalentAdore’s VRA has helped us tremendously in taking
our talent attraction activities to the next level. Immediately
after implementation, the tool improved our conversion
rates, process efficiency, and internal collaboration
between the hiring teams and managers. The tool has also
had a huge positive impact on our employer brand via the
outstanding candidate experience it offers. For us,
TalentAdore offers the next generation and easy-to-
implement solution we have been looking for a long time.”
– Satu Muilu, Head of People Operations, Tuxera
Torchbearer of TalentAdore
Saku Valkama is the CEO and Co-founder of
‘‘ ‘‘
| 2018 |March 43