HR Tech Weekly: Episode #235: Stacey Harris and John Sumser

HR Tech Weekly: Episode #235: Stacey Harris and John Sumser




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Hosts Stacey Harris and John Sumser discuss important information and topics in recruiting and HR technology. Listen live every Thursday or catch up on full chapters with transcriptions here.

HR Tech Weekly Episode: 235 Air Date: September 19, 2019

This Week

Strategic HR, Ceridian, Workforce Planning, ADP, Oracle, Research, Funding, George LaRocque, HiringSolved, Indeed, Linkedin, Nextgen HCM, Wisely, and HR Snowflakes.

Updates from ADP Invention Event ADP Launches Wisely Now and the myWisely App Link >> Ceridian Hires Bill Crawford as Chief Value Officer Link >> Updates from Oracle Open World Microsoft and Oracle to Interconnect Microsoft Azure and Oracle Cloud Link >> DailyPay Creates Overdraft Fund for MyPayrollHR Victims Link >> UNLEASH Announces HR Technology Analyst George LaRocque as UNLEASH America Event Director Link >> Indeed: AI job-posting frequency slow-going and interest dips Link >> LinkedIn launches abilities assessments, evaluations that let you beef up your credentials for racket hunting Link >> HiringSolved Link >> Nextgen HCM Link >> Topics: Strategic HR, Ceridian, Workforce Planning, ADP, Oracle, Research, Funding, George LaRocque, Hiring Solved, Indeed, Linkedin, Nextgen HCM, Wisely, and HR Snowflakes.

Other News this Week

Beekeeper elevates $45 M Series B to become the’ Slack for non-desk employees’ Link >> AppLearn Secures $25 Million Commitment from K1 Investment Management Link >> Mark Hamdan, founder and onetime CEO of HRSmart, affiliates Insala as a partner in accelerating proliferation for this leading employee career lifecycle answers merchant Link >> Xerpa territory US $12.9 million to expand HR technology, explore fintech Link >> Introducing GrokTalk: Grokker’s New Member-to-Member Communication Feature Link >>

About HR Tech Weekly

Hosts Stacey Harris and John Sumser discuss important bulletin and topics in recruiting and HR technology. Listen live every Thursday at 7AM Pacific- 10 AM Eastern, or catch up on full escapades with transcriptions here.

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Transcript

Important: Our transcripts at HRExaminer are AI-powered( and reasonably accurate) but there are still instances where the robots get baffled( or particularly muddled) and offset inaccuracies. Please expect some blunders as you read through the text of this conversation and let us know if you find something wrong and we’ll get it specified right away. Thank you for your understanding.

SPEAKERS John Sumser Stacey Harris

FULL TRANSCRIPT

[ 00:00: 13] Today’s Show is brought to you by the Human Resource Executive Magazine’s HR Technology Conference and Exposition hampered October 1st through 4th at the Venetian in Las Vegas. Join me and thousands of your colleagues at the world’s largest show of HR Technology. Act now consuming the code HREX and you can receive a $300 dollar discount on your ticket.

Thanks. We’ll “ve seen you” there. And by the way, don’t miss the Women In Technology segment.

[ 00:00: 47] Good morning, and welcome to HR Tech Weekly, One Step Closer with Stacey Harris and John Sumser.

So get out your ukulele and start singing songs.




[ 00:00: 59] Stacey Harris: No, I don’t think you do not want me to me inside and emphatically not only illegal but I am in Hawaiian visiting my son who is located over here and the prime island of Oahu. [00:01:09] And in the area of Honolulu and it is five in the morning. So there’s no sun glistening on your not saying any beautiful ocean ideas from where I’m at, but I hopefully will buy, you know for five hours from now, so that is my goal. But it is that I was able to fly in yesterday and get a chance to see him and I hadn’t seen him for almost a year now. [00:01:29] So what’s your delivery and you know, we roam a lot John but there’s a few benefits and some of them is getting to see some clas on our space over traveling. So and you are you home this week. [00:01:39] John Sumser: I’ve home, you know last week we transmitted review reports off to publishing and I’ve been editing the pieces as they come back and I’m preparing I did a great webinar on introduction to AI yesterday for lrp. [00:01:57] That should be pretty easy to find out there[ 00:02: 00] and I’m getting ready for these talks next week and the week after next and having a great time. [00:02:06] Stacey Harris: Yeah, well, I I got myself a lot to publishing last week as well. So I had a little bit of breathing room. All I was coming laid down by and I will have a big flight dwelling on Sunday night to go through all my revises and changes everything. [00:02:19] So I agree. There’s definitely got to be Time bacon for that. But I review a little downtime right before we get into the craziness of HR check is isn’t necessary. An major step to pluck all the things that we’ve learned is is this a years experiment together. So that’s my approach to it this year. [00:02:37] So. [00:02:39] John Sumser: Boy, I think that’s right. I think that’s all right. It’s really it be interesting to try to think about how to describe what we learn as we go through this sort of annual hertz you and I coz coz coz for me my understanding precisely goes deeper and deeper with every[ 00:03: 00] flake of studies that I do and I acquire the same thing is true for you. [00:03:04] I believe that’s why you’re in the process of writing. Angry basic intro verse for HR textile. [00:03:13] Stacey Harris: It is I’m I am on a bible that will that will sort of clothes or the primer of HR technology? And it is part of what I’ve learned now each year with the you know , is not simply the survey results and the labor we do here at Sierra Cedar but too all the conversations mean you have on the radio reveal and all the conversations. [00:03:32] I have and all the various merchants and said this week, you know in the last two weeks you and I have been at ATP and we know who the fuck is going on this week. The thing about I think this industry that adjust continues to fascinate me and I had an opportunity to sleep to actually talk to a marketing analyst and a commerce analyst who read an event together who had very different takes on what their personas were and the their sort of their capacities were to sort[ 00:04: 00] of taking information and just sort of report out the things beings should be thinking about and I said what we’ve had in these are infinites that we do that we take in information and report on what they do should be thinking about but often times we’re all. [00:04:12] Trying to figure out. Where you know how people are fitting all these pieces together. It seems to be much more clear and both of those other industries that how all this fits together. It’s just a matter of how “youre using” it, but they’re trying to figure out sort of a better exchange around I think in the HR space the big-hearted publish is. [00:04:34] What even belongs in this industry and how does it fit together? It’s a much more at the much lesser much Messier HR technology or engineering situation over likewise probably a long way of saying that [00:04:47] John Sumser: you are aware, well, you know for my money you start with with the fact that HR is never HR right? HR is always a thought of the business that the[ 00:05: 00] fellowship is in. [00:05:01] And so in places where there’s flora chance and then real safety issues HR often has a doctor on its staff and moves flower safety and health care programs and and where it doesn’t it doesn’t do that. It does interesting thing and and so you get different feels you have to have a more conservative HR approach when physical safety is the fundamental question. [00:05:29] Then you do when Innovation is the fundamental. [00:05:34] Stacey Harris: And I think you put your you know that as well as you near it, and I think what is the most important thing it is very business focused which realizes it a much less standardized sort of piece of what would be generally considered supporter runs in arrangement. [00:05:48] Right and that actually get us to a think some of our conversation today because that was a lot of the conversation while we were at the ATP event and the they did their annual adviser revise episode in New York. They[ 00:06: 00] have a couple of them each year but the one in New York is all. Sun setting the minister very things they’re doing and a big part of their focus. [00:06:06] This year was they’re trying to make an HR System. I remember, you know whether or not this look seed will get to see in but that I think is the closest that has come yet to focusing on this idea of HR as a business conversation not HR as they HR process exchange, right? Right, right. [00:06:22] John Sumser: There’s this there’s this idea. [00:06:25] I guess I think that the. The thing that that’s hardest to get right about how things work in the industry is there’s this idea that every company must have a single clear compelling sense at all times and that every HR environment should be the same. And and so that’s to me that’s the sort of operating theory that you run into in. [00:06:51] The world is the bigger that you get and the more successful that you are the more complicated. You become. And so having a[ 00:07: 00] single message when you have you no more than 10 trillion dollars in marketings and more than 10,000 employees. The meaning that you can have a singular message is nonsense because because you do so many things for so many different beings and so many different contexts that that reducing it to that single content is is where the mistake it’s made. [00:07:26] And so I think we I think we see that around this and this time of year you and I expend our time with big companies. [00:07:35] Stacey Harris: We considering we determined a experience of big companies, but I think we too centered him with a lot of data that’s telling us that not everybody is in the same place. Right? It’s one of the reasons I envisage why when you look at any other support area, the majority of them are congenitally support their technology with a series of admins who are just technology admins, right? [00:07:54] HR is one of the only support operates that has developed or you know out of it have kept growing[ 00:08: 00] and HR technology. For also a character that fits in a pot that is specifically has a title for this on Technology support and upkeep and implementation. None of the other functions have done that to this point because I don’t think anything of the need is not right and so we are unique in that them said their the complexity the connection to the business the operations element all of that leads-in itself, I think to to a much deeper, you know determined of HR technology situations than most other boasts. [00:08:31] Since ask so yeah, and it devotes good conversation whether you’re big company real fellowship, right? [00:08:36] John Sumser: Yeah. I review I think it’s going to get even more complex, you know between between Ai and the rest of the magic that you can do with company data that HR Tech person is going to have a. I don’t know if it’s a boss or a traitor or a direct report, but there’s going to be[ 00:09: 00] individual at the heart of the HR department when you’re over a certain scale whose task is to manicure and gather the data about the labour force that HR stitch on and that’s that’s an extraordinarily different thing from making sure that the payroll system projects, right? [00:09:24] Stacey Harris: Anyway, and I don’t think somebody’s are truly ready for this. I necessitate GDP are required a tooth data-role someone who is responsible for the ownership of data that sat outside of any individual function and I don’t know if that’s the same person you’re talking about but it time having someone who owns the data about knowing your customers, but too your employees and what can and can’t be done with that is still such a new idea for Mojo. [00:09:52] Innovations and the majority of them I know is looking at someone had bring out a list and said you could kill a lot of them are certain devoting it to the IT department as a[ 00:10: 00] role and that’s definitely I don’t think not the right answer right but extremely located off of what you’re talking about and it doesn’t feel like it equips in finance and HR should probably the room where you’ll view a lot of it go overtime, right? [00:10:14] John Sumser: Well in the end the and the questions are all organizational questions, truly the things that you can see about the health of the overall arrangement from the data that work processes and the people inside of those work processes generate is is astonishing and it is a whole system’s kind of question rather than the transactional nonsense that operations days to see. [00:10:42] And so so I mull I think this this can’t be anywhere other than HR and it’s going to be it’s going to make a huge difference in what the field is just will alter HR in a way that all of the talk over the last decade[ 00:11: 00] didn’t come close to [00:11:02] Stacey Harris: doing what where reference is. Talk about expertise administration or when we talk about experience or when we talked about the conversations that that came out about, you know, the business partner wheels, right? [00:11:14] An HR all that was about sort of fixing a sensing or a you know, a role that HR help the transformation will be about reassessing the the actual sort of goal of HR inside your purpose. I belief which will be very different. [00:11:30] John Sumser: I conclude the thing that I learned this year and all the research. The one thing that really adheres out is you can’t have a proactive HR department without a strategic Workforce plan. [00:11:41] You should we camp it’s just reacting to whatever happens until you have a clear direction of where to go and so tactical workforce meaning. It’s a complicated theme. But but but the essence of trying to figure out what the best strategy is to take your.[ 00:12: 00] Workforce into the future. I think that starts to become the primary question in HR very quickly. [00:12:08] Stacey Harris: Vern music got this week actually matches very well into the conversation. You’re having their about the workforce planning. I intend, we’re going to talk to me a little both you and I attended UDP event, but I likewise attended the Oracle openworld event and I think we got some interesting stuff going on with this. [00:12:24] I think what you’re talking about the companies, who do you work for playing versus those who don’t is almost a tug-of-war between all the persons who as you said, bhr strategically and “re doing it” through jiggly versus those who don’t we have also a duet floors. Think about I remember companies that fall in that letter Country as well. [00:12:40] So there was a scandal out New York of a smaller payroll company, but is there really any Pharaoh company when it’s considering someone’s checks my payroll HR that had gone belly-up and it being the owners had made fund that was supposed to be paid out in payroll the hover coin that you go through a payroll process with and[ 00:13: 00] took off with it. [00:13:00] So there’s another company announced daily wage that is I guess, you know providing some succour for that or at least provide. Exam ability to access early money until that coin is also available remunerated and brought back into people’s notes and everything. That’s a discourse about you know, tactical HR. [00:13:16] Did you have the right technology to support the workforce that you have? And did you do your monetary sort of background checks on some of those companies right also have the rhydian hbm. Once again in the news announcing that they have hired Bill Crawford as the leader in value policeman or the organisations can expecting is a sales place. [00:13:34] I ever affection the designations they give people but they’ll cross. Was devoted 21 years with atp’s their major VP of marketings, so it’s probably an interesting conversation. We have a couple about these update from the events that all of us are will be attending over the next couple of months one is from a rope loose hiring. [00:13:52] George Soros is a good friend of all of ours to run the America event as a director. We likewise have exhausted the coming week of the[ 00:14: 00] stunning new technologies roll at the LR P. HR technology forum that you and I will be at will be launching both of our brand-new investigate efforts at so there’s probably some interesting discourse there because there’s some epithets on this awesome new article Engineerings. [00:14:11] That we just talked about 80 a Leo items capability paycheck stay calm and Thompson’s online benefit. Then we have some funding that can about this week beekeeper, which is switzerland-based but they have the u.s. Departments communication scaffold collected 45 million lines B for their non-deaf employees communication collaboration tool a program that numerous beings might know that supports an adaption technology or technology that are contributing to kind of the wall. [00:14:37] Through of learning and accessing your various engineering homes received 25 million dollars this week for an investment and I’m not going to say this correctly but clay be a grounds Ser PA. I’m not sure that’s how you stress it fostered twelve station nine million dollars to expand their HR technology surrounding their fellowship out of Brazil, which I think we haven’t talked a lot about[ 00:15: 00] business in the South American market and if we have time the the vectors on this morning, we have the 65 fellowships. [00:15:07] Recognized by the candidate experience and Excellence have been announced run by the group. That is the candidate experience or candies Apportions program. And we also have some interesting conference on big-hearted handouts this week getting ready for the HR Tech contests, including higher solved area. [00:15:23] Basically launching their brand-new liberate of a strong recruiting automation software and some interesting things being done by surely launching something called. Same with a lot of recruiting space all the things you were talking about this counter that I only talked about payroll for hrms collaboration Engineerings with creating Technologies all in the last two seconds. [00:15:44] And that’s just half of the news articles that came out this week today. It’s crazy to kind of keep it all connected. Right? [00:15:50] John Sumser: Well it’s and you know this time of year it rains word like like. Portland Oregon and California and Northern California, rainy[ 00:16: 00] season, it exactly doesn’t stop and you are aware, there are there are 450 or 500 merchants at the HR Tech consultation and they’re Years too peaked right now. [00:16:14] So they are they’re coming out with their ideas and the new ways of talking about their old-fashioned ideas and you get this by the news. So, let’s see if you [00:16:24] Stacey Harris: need your professional. How do you design that? Right? So [00:16:30] John Sumser: yeah, yeah. Yeah, so so so which one do you want to affect first? We’re going to get a couple I would [00:16:36] Stacey Harris: be interested in your perspective. [00:16:38] I think some of these discussions about what’s happening in this reading. To the heart of your speech about Workforce strategy you and having a Workforce plan this new sort of automation from hiring solved that to me seems like an interesting, you are aware, another recruiting formation presumably automating the banking process at[ 00:17: 00] the same time that we’re construing companies like Indy, which is a recruiting for the job board launching what they’re call steam by really which seems to be a guild evaluation capability at this. [00:17:12] Sometime that LinkedIn is also launching a talents assessment and test is banking turn right exactly a parallel purpose. Is that what everybody’s trying to do? Just I mean there’s always been the sort of get the people through the funnel that’s better than figure out if they’re the freedom equip but it seems like matching in the conversation is coming up over and over again and all these new fundings and news releases. [00:17:35] Is that the this year’s biggest communication either? [00:17:38] John Sumser: You know, you know in in recruiting 70% of the venture capital investment in AI in HR taxes going into recruiter. And so so there is all sorts of interesting stuff going on that that is automation relevant. The sentiment[ 00:18: 00] that you can have a better matching capability is is one of the great question. [00:18:09] And and so the conjecture is that you can get to the sourcing process with a short list of better quality people than you used to be able to get and and folks are spending a lot of time and money trying to make sense out of what actually is good scoured accord criteria, and the problem is that neither job descriptions nor resumes are. [00:18:36] Actual papers. It’s about commerce documents and [00:18:43] Stacey Harris: dead. [00:18:44] John Sumser: Right? And so the idea that you can compare the marketing document for person or persons in the marketing document for a task and get a match is interesting. It’s interesting. I’m not sure that we have data[ 00:19: 00] more about how it runs and I’m not sure how you’d is starting. [00:19:06] Stacey Harris The interesting thing and then is to on top of the resume compute more assessment abilities, which is why I think we’re hearing so much better about rating so that you can get beyond the marketing tools which is which is what the resumes right, but I’m not sure that works either but it’s a it’s a next grade as it’s definitely trying to get it from a different inclination, right? [00:19:26] John Sumser: You know part of the research that we did this year was that was joint project with an Enterprise customer and they constructed a unit who talking about here 45 different identity analysi companies and their conclusion their conclusion after demoing all those products and talking to all those people is that there’s no correlation between personality and activity, right? [00:19:53] And and that that that while the owners and operators of those companies to agree job talking about[ 00:20: 00] what they’re doing the sales people generally don’t understand what they’re selling. And so so so the market reality of whether or not these additional things conclude. Recruiting better or worse is is I think it’s a complicated Mosaic of hundreds of different kinds of merchants offering different kinds of things and I don’t know how you cut through the sound. [00:20:27] I just don’t know hitherto. [00:20:28] Stacey Harris: Well and that I think is one of the things that we’re hearing from the buying Community is that you know, they’re all trying these different approaches and and they’re trying to see which of them work for them. And and I think it gets back down again, extremely. Well, perhaps each type of business organization. [00:20:44] There is a different approach that works for them better. Right maybe not correlated across several levels of different types organizations and different Industry. There are some that might work better than others in your culture there some are better than others near industry. And but I think that was emphatically the content I examine this[ 00:21: 00] week from the two large-scale occurrences that we went to which was adp’s event and oracle’s occurrence ATP peculiarly. [00:21:06] I recollect for anybody who has been watching what they’re doing the big edict from them at the adviser phenomenon and they don’t know that was an announcement. I envisage beings have known as been going on but I think they’re eventually ready to start showing it is what they’re calling their next Generation HTM hrms or each applicant HR application, which is filled to me is a structure that’s is built around teams and Team Management. [00:21:29] With a bunch of apps videos blotted in that are focused on exceedingly operational things for a company but to your point, I conceive their perspective is that everybody will pick the kind of app they crave inside those lotions based off of what they need and that there is too many for them to be able to tell you what’s very best app for your individual party, right and very much their glances. [00:21:55] Enterprise hrms will be a competitor to what is out there today. The[ 00:22: 00] Enterprise a German space and the areas such as working and Oracle and sap and the eventual since radians and all the other sister have fallen to their bucket. Yeah, I explained that. Well, what do you think? There’s a better action to explain that John is big. [00:22:12] Is that what you told me? Well, [00:22:14] John Sumser: the interesting thing is ATP ATP is so large-hearted 800,000 customers what they see is the same thing that you and I have been talking about today in the demonstrate. This is that HR isn’t the same from place to place a charge is a different thing in these different place. And so the kind of tool that you have to build if you’re going to build a. [00:22:38] Little tool to serve our HR has to be incredibly tailorable and what I’d like what was really interesting about what they did is they said they said, you know what we have the org graph information and we know lots of stuff about everybody is a ground floor of the organization the way[ 00:23: 00] that the organization actually wields. [00:23:03] Isn’t the org show. It is some ad hoc series of squads that are deployed over season and what you should be able to do with your HR System. Is rapidly changed the teams that you manage and be able to look at measure monitor understand those squads as they actually are not as they appear in the org plot because your turn is a slow-moving thing and the company’s ability to adapt to the marketplace is a fast-moving thing. [00:23:32] And so so they furnish this view of of HR and they volunteer this very. I make strong belief that their clients are capable of understanding what they want and navigating to get onto that that maybe isn’t shared everywhere [00:23:51] Stacey Harris: and I think they take this view all the way down to Consumers to the employee with well. [00:23:55] I convey one of the things that they are at best a lot about which probably made me the[ 00:24: 00] most is the wisely work that they’re doing so they have a wisely app which kind of wrap together what used to be their sort of. Card business is really come payroll check that the human rights of a payroll placard charges. If you’re a nun Bank individual and some of their business education components that they had bought a duo other things. [00:24:18] They accompanied them all under the wisely brand as a comrade lotion, which is basically for unbanked beings apart to have a electronic banking milieu and instead of. Focusing on the businesses as this being a tool for them and moving financing of the, you know funds for payroll through kind of the pattern that we are presented in payroll these days they’re using wisely as an instrument for the end users to manage their coin better title to be educated on how to manage their coin and do have their own bank account. [00:24:51] If they have no other style to get a bank account in the environment that they’re in and that’s again. I think that it’s the same framework you’re talking about. Taking it all the way down the employees.[ 00:25: 00] Well, right give you options give you education and let you sort of have appropriate tools. We need to do it if you miss it. [00:25:06] John Sumser: Okay, right. Yep. It’s a it’s a complicated world-wide and it would be nice if it would be nice if it was always easy to simplify the complexity. It’d be really nice. Well, [00:25:19] Stacey Harris: I think that’s the content. I got four more has also the the I get ATP one, you are aware, Thursday and Friday hopped on a flight the next Monday and end up at the Oracle openworld environment their take on all this and the word that came out of there and Bank was eponymous autonomous. [00:25:35] Autonomous the big-hearted Focus was that. Oracle is creating implements and hardware and software things that will automate based off of what they have seen most people do over and over again that their servers and their engineering as well as our HR environment. They’re going to automate as much as possible to reduce human error and that I think is a different story because[ 00:26: 00] the other side of the picture that we’ve been talking [00:26:03] John Sumser: about, right, which [00:26:05] Stacey Harris: is what. [00:26:06] John Sumser: Oracle guesses at the core of its existence Oracle believes that there is a single route to do HR. You know what Joe and so so they they get all of the instead of instead of what ATP does which is kind of a given approaching to technology Oracle. Does this constant consolidation of technology to got to get a primary fib and that about right? [00:26:32] Stacey Harris: Consolidation with a great deal of configurations that they went out I think some very interesting tools that allow you to do highly configurable environment. Very sort of editable workload things that go beyond what I was doing some other engineering homes in the infinite, but it is yes the idea is that if you use the Oracle world, you can automate more of this than you’ve ever[ 00:27: 00] done before and by automating it there is a standard way to do a flask then right and it even if he’s got kind of configurations that are different the idea is that you want all your data and you miss your access to your data and you demand your tools to all speak the same. [00:27:14] Instead that once you get to a quality where you’re ready to automate it can do it, right it is this belief that there is it that that we can automate inside of a company now, what do they belief every company is the same or they’re creating enough flexibility that you will learn what your company needs and then you can automate with your fellowship. [00:27:31] I think that’s probably a little up in the air so. So [00:27:34] John Sumser: we could we could waste some serious season on this. You [00:27:38] Stacey Harris: known better [00:27:39] John Sumser: the ATP Oracle compare and contrast is a pretty interesting pretty interesting topic because they actually have to seem to have actually different viewpoints of what the business is who the customers are and how you approach it and that’s interesting. [00:27:57] I hadn’t really “ve thought about it” before but that’s that’s[ 00:28: 00] a it’s a really good comparing. [00:28:02] Stacey Harris: And and More Than People probably think they have some overlapping hypothesis. Right? A batch of organizations who are doing Global payroll with ADP are also squandering Oracle produces and other areas, right? So there is some people would think they’re two separate purchaser bases on General but you know, although ATP is in witnes very often. [00:28:23] It’s just the SMB and that is the you know, the bulk 600,000. Make-ups on their should have hundred and Below employee size concoctions, but the remainder of their organizations are unquestionably in that Enterprise space and that’s a lot of the space for Oracle place as well. So yeah. [00:28:39] John Sumser: Yeah. Yeah, we will have to walk to dwell on that a little bit more someplace out in the future. [00:28:44] So so next week is the week before the torrential cloudburst of story on everybody at HR Tech. It’ll be an interesting conversation. I think this was a good one. Thanks for taking the time to do it. Is in the enjoy Hawaii, [00:28:59] Stacey Harris: will I’m very much. So expressed appreciation for and hopefully you will get a little bit of remainder before the the craziness starts and we should I is looking forward to won’t be doing. [00:29:08] We’ll be doing a special agent big-hearted weekly show at me HR tag event on Friday after everything wrappings up. So that’s probably something for beings that have to keep on their calendars as well. [00:29:18] John Sumser: So let’s right cool. Okay. Thanks for doing this. They examine another enormous conference and thanks for everybody for aria in. [00:29:24] You’ve been listening to HR Tech weekly One Step Closer was Stacy Harrison Jones Hunter. See you next time.

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