Buy, Build or Bust What to Do When a Competitor is First to Market

Buy, Build or Bust What to Do When a Competitor is First to Market HRTech is in a pretty heady heydey at the moment. VC funding is at an all-time high, companies are getting millions if not billions of dollars for features, and huge legacy corporations are building innovation labs to create new and innovative platform value-adds at a breathtaking pace. In Josh Bersin’s recent HR Technology Market 2019: Disruption Ahead report he notes the HR technology market grew at an astounding 10% last year, with organizations increasing their investment in HR tech by 29% year over year. If you’re in charge of an HRTech product or platform, you’re either part of this breakneck rollercoaster or you’re wondering how to get on the ride. After all, global VC investment into HR technology in 2018 surpassed $3 billion. With companies merging and buying startups all the time (taking the tech with them)how can you ensure your platform stays relevant and competitive? Typically, there are three strategies leaders can employ when a competitor suddenly comes out with a game-changing feature or product. Build, Buy or Bust. We’ll discuss the pros and cons of each because it seems like no field is quite so exciting as HRTech these days and new competitors are constantly cropping up. When a competitor is first to market, everyone else in the landscape or vertical will be paying very close attention. Some will get caught flat-footed and others will be working on a game-changer of their own. And some will choose to build. Build Your Own Version of the Competitor’s Tech There are a lot of great reasons to build your own tech in-house. By building on your own you can direct the product roadmap, you can watch any missteps your competitor makes and avoid them, you’ll own the IP, and it will integrate very well becausewell, you made it. But building your own tech in-house has its drawbacks as well. For instance, your CTO might be frustrated at the use of resources and changes to the product roadmap, your CFO may feel it’s just too big an investment to make this year, and practically speakingit just takes too darn long! By the time your product is scoped, built, tested, and launched, your competitor will have majority market share. If your goal is to compete in this new category right away, the building is a poor choice (Not to mention you’d be taking resources away from enhancing your core product with this approach). Buy a Startup Who’s Built Similar Tech Another common reaction to a new leader in a category is to acquire a company that seems to have the technology or platform to provide something similar to what your competition is selling. And in some cases, this has worked out really well. Buying a startup has its advantages. You can go to market more quickly, and cut the market share of your competitor, you’ll own exciting new technology and possibly some really smart people, and everyone loves a post-acquisition press barrage. All of the above sound pretty great but they’re only true if you do your research. And most companies scrambling to get out there and sell don’t. The flip side of this rosy picture is that sometimes the tech doesn’t integrate perfectly or even at all causing more problems than having no technology at all. Another common con is that the tech may not be as advanced as it looked at first blush. This can make the purchasing technology route a little worrisome. Dismiss a Trend and Keep Your Head Down In HRTech, we’ve seen lots of companies try this approach. Job boards come to mind. It can be comforting to keep your head down when a new trend hits the market but it’s a dangerous long-term strategy. Eventually, the new and shiny will become standard and then your solution will end up at the back of the room. While the immediate advantages are obvious, there are a LOT of cons to this strategy. After all, the global human resource management (HRM) sector is projected to reach $30 billion by 2025. Partner with Trusted Technology Partners I sort of fibbed. There is a fourth way to deal with a sudden market leader emerging and that’s to find a partner who is doing it well. An interesting trend is cropping up in the HRTechnology space wherein marketplaces, co-marketing, and partnership initiatives are making the landscape more competitive. Instead of one end-to-end system, HR buyers now have access to best-of-breed solutions and can pick and choose how they want their total talent management to look and feel, from core HR to Talent Management and Payroll. Partnering or integrating with a product that’s already gone to market and been vetted is the best way to ensure the underlying technology is sound, the company won’t suddenly be purchased, and your solution doesn’t have to wait forever to build its own. Some companies (mine included) even offer the possibility of owning part of the intellectual propertyultimately making your company more valuable and keep clients satisfied they’re getting access to the most cutting-edge technology About the author:  An experienced executive in startup, growth, and turnaround businesses, predominantly in IT, John Cusack has held commercial, sales, marketing, and general manager roles. In addition, he has mentored companies for Enterprise Ireland (Irish Government body) and the Irish Management Institute (Business school).

The Advantages of Hiring a Vancouver Resume Writing Service

The Advantages of Hiring a Vancouver Resume Writing ServiceVancouver resume writing service is the one that can help you in creating a good career. Such a business provides various types of services for those who are working. A Vancouver resume writing service can be hired for short-term or long-term and for the purpose of creating a professional resume.It can provide you with the services that can be helpful to your specific skills in a professional arena. You can avail such services from a company that has an extensive knowledge about many types of business. However, before you hire one, it is important to look at the standards that should be followed in order to create a quality resume.There are many people who think that it is sufficient to create a resume of their own. However, it is important to keep in mind that in most cases, people make a wrong decision when they hire a Vancouver resume writing service. A good idea would be to hire a professional service that can prepare a p rofessional resume of your need. By doing so, you can save a lot of time and effort.If you are interested in hiring a service, there are many advantages of using one. For example, hiring such a service will give you a number of options to choose from. You can choose from the option of preparing a custom one or an online one.The customization of a custom one can be done in a long-term manner, while the online one is suitable for short-term application. However, it is not advisable to use online service. Such services offer templates that you can use. However, these services do not take care of grammar and punctuation.In order to meet this, it is recommended to use a Vancouver resume writing service. Such a service can modify the content according to your requirement. They also take care of spelling and grammar in an attempt to improve the professional image. Therefore, a professional service can create a well-structured and professional resume with a short-term service.One of the maj or advantages of hiring such a service is that they have many clients who are in the same business field. Thus, they know how to write professionally for various kinds of requirements. In addition, they can provide templates of various types of job profiles. Also, these services can help you in determining the right format to use while creating a resume.Although you can find Vancouver resume writing service easily, you need to consider few things before selecting one. You can check the feedback of the customers by taking the help of the websites. As a result, you can choose a Vancouver resume writing service that can offer you all the basic services at affordable prices.

4 Things to Remember about Money and Your Job Search

4 Things to Remember about Money and Your Job Search I want money (that’s what I want!)”  -The Beatles Money. It’s on your mind, it’s on my mind, and it makes the world go ‘round. As a job seeker, money takes on a new role. While your ideal job should be something that in itself is satisfying, it’s also what gets you more money. When money is on your mind, it gets a little confusing as to where it belongs. How do you talk about money with employers? How do you ensure that your prospective job will get you the right paycheck? Check out these four things to remember about money and your job search: 1. Keep it off your resume When you send a resume off to an employer, it serves as an introduction for you. You wouldn’t introduce yourself to a new acquaintance and immediately launch into what you expected out of this new connection would you? Pay requirements are meant for later in the hiring process. However, there is one exception… 2. Follow directions If you’re applying to a job posting, pay special attention to any directions the company gives about pay requirements. Sometimes the company wants pay requirements included in the application or your cover letter. When that’s the case, do what they say! It’s not too forward if that’s what they want. Ask for what you want now, otherwise you might find yourself unhappy with the salary offer later on. 3. Do your research While many companies are going to pay their employees appropriately, know that they are also dealing with the tough economy. The best thing you can do to ensure the position you’re after will pay enough is to know what salary is expected. Sites like GlassDoor and your professional networking contacts can help steer you towards the right number. 4. Know the language In a job listing, you might find a phrase like “compensation commensurate”, “commensurate with experience”, or “competitive scale”. However flowery this sounds, all the company is saying is that they pay this position what it’s worth, whatever that may be. This is also an indication that they have a solid figure in mind for the salary. What do you think? What other rules should job seekers follow when it comes to money matters? Share your thoughts in the comments below! To get the interview and money matters right, check out How To Sell Yourself on an Interview. Author: Gerrit Hall is the CEO and co-founder of RezScore, a free web application that reads, analyzes, and grades resumes â€" instantly. Gerrit has successfully combined his passion for computer science and the careers space by helping job seekers write the best resume possible. You can connect with Gerrit and RezScore Twitter @RezScore. Image: Shutterstock

Is LinkedIn Premium Worth It and Will It Help Me Find a Job - Classy Career Girl

Is LinkedIn Premium Worth It and Will It Help Me Find a Job Recently, I have received a lot of questions from our  Love Your Career Formula members about whether or not paying for LinkedIn premium is worth it. LinkedIn  says that with a premium account, you  are more likely to get noticed by potential employers, get connected with hiring managers and get ahead with premium insights including an inside scoop on how you compare with other candidates. Currently it looks like you can get a free trial to test it out and then after your first month free, it is  $29.99/month. Annas Take: I have always said premium is not worth it. In my experience, you can do a lot of networking without premium. Since I am not a huge fan, I wanted to reach out to a  recruiting expert to see if there was something I am missing. Becky Carlson is The Job Search Success Coach  who gives her clients the tools they need to get hired. She has 15 years of being a Corporate Recruiter and has interviewed thousands of candidates and really knows what it takes to get hired and negotiate the best salary. Question:  Is LinkedIn Premium Worth It and Will It Help Me Find a Job? The 2 main differences between a Free Account and a Premium Account, is that the Premium allows you to send LinkedIn InMails to people outside your network and you can see who has viewed your profile. If you are trying to reach a Recruiter or a Hiring Manager within a company, the InMail feature is nice . However, you are not guaranteed that the person will accept the InMail. With a little research within LinkedIn you can usually figure out their email address, so you can email them directly or send a LinkedIn invitation. If you have someone in your network that is linked to a contact you want to reach, you can ask them to do an introduction through LinkedIn. I personally prioritize the introduction invites over the InMails. The Premium account will also show you who has viewed your profile. However, there is a privacy setting that allows people show up as an Anonymous LinkedIn Member when they view your profile. I have this feature set on my LinkedIn profile, because I don’t want people to know that I have viewed their profile. Even if someone has a Premium account, they will not know if I have viewed their profile. LinkedIn is a powerful tool to use in your job search. As a Recruiter, I am in it all day long looking for great candidates. Personally, I would save your money and spend time creating a great LinkedIn profile instead. What do you think? Have you tried LinkedIn premium? Did you think it was worth it?

Find Out What You Need to Know About Resume Writing Service

Find Out What You Need to Know About Resume Writing ServiceIf you're looking for a quality writer for your resume, check out David Martinez's resume writing services. With over twenty years of experience in this field, he can create a competitive resume that will help you land the job you've always wanted.When you hire a writer to write your resume, it is most likely going to be one of the most important decisions you make. Resumes are a major part of the application process and can affect the final outcome of an interview. This is why it is so important to choose a good writer.It's important to note that hiring a professional resume writer doesn't mean you have to settle for anything less than a top notch service, because they should have a fine reputation. You should only hire a resume writer who has been in this business for some time. You should also have an idea of the kind of experience he or she has.Experience is a major determining factor when hiring a professional. A good wr iter will have many resumes in their portfolio, and this shows he or she can get it done. A resume should be able to stand on its own, and it should give you the right information about you.As long as the resume comes from a reputable company, you should not have any problems with this. Check out the website to find out how long the company has been in business. If it's been around for a while, that's a sign that the resume writing service is professional.Hiring a writer can be stressful, but in all reality it shouldn't be. The online industry has created many great companies that understand the ins and outs of the resume. They can easily turn your resume into something amazing. With the help of a resume writer, you can improve your chances of landing the job you always wanted.Hiring this kind of service can be a breeze. You don't have to worry about when the deadline is, or if there will be another deadline at the same time. This means you can get your resume finished and in front of a hiring manager the same day.Not everyone needs a resume writing service, but if you're looking for a great way to impress a potential employer, this is one of the best options. If you're looking for a service that specializes in English writing, this is the way to go. If you're looking for just basic resume writing, they can help you get started.

6 Steps to Managing Your Job Search

6 Steps to Managing Your Job Search To find your next job, whether immediately or in the future, follow these six steps to managing your job search. Youll learn how to create a strategy that will help you land the right job. Every day I hear about another friend or family member who has lost their job. I empathize. The trouble with job search is that no one teaches you HOW to do it.  And even if you did learn long ago what to do during a job search, some things have changed. But what hasnt changed is the overarching process. These six steps to managing your job search. If you follow these steps youll know what youre supposed to be doing besides just tossing your resume around online.  6 Steps to Managing Your Job Search Step 1:   Assessment Assessing your self, and knowing what you want and need from your future job and employer is important. You want to align your purpose with the work you do. You also need to understand the demands in the labor market and industry trends. Step 2:   Research Conducting more in-depth research will help you better understand what skills you should highlight and what employers are really looking for. Step 3:   Presenting Yourself By this point in the process, you are ready to create your marketing materials (pitch, resume, marketing plan, etc.) Step 4:   Project Management The best way to keep your job search on track is to manage it like a project set goals and deadlines and hold yourself accountable. If youve never worked independently before, your job search can feel lonely. You dont have others to bounce ideas off of or to brainstorm with. Manage your job search with a blend of proactive and reactive job search strategies. Step 5:   Interviewing Strategies In order to perform your best during job interviews, youll want to prepare in advance. Honing stories to fit job descriptions, practicing your answers out loud and knowing what questions youll ask. Step 6:   Project update Every couple of weeks, evaluate the progress youve made. Analyze whats working and whats not working. Todays Job Search Years ago, you started this process by drafting a resume.  That is not the best way to begin your job search today. Heres why. In order to craft a resume, you need to understand and include the skills employers are looking for. Thats why this process starts with the really difficult step of self-assessment and market-place assessment. Networking Is Key Networking is the key activity to landing a new job. Did you know that over 60% of people find their next job by networking? Randomlyspraying and praying your resume around with the hope that someone may know of something just doesnt work. That is why you need a plan. Who do you need to meet inside target companies? Who is knowledgeable about your desired occupation? Who can you talk to and learn more about potential employers to target? You need a clear message. (And a clear message can only happen after you have assessed and researched the job market and prepared your marketing materials.) If these steps to managing job search were easy, you wouldnt need a sherpa to guide you through the process.   Sherpa-ing is what I do.

Are You Getting the Development and Feedback You Want

Are You Getting the Development and Feedback You Want Humans are funny creatures. We ask for freedom, yet we crave stability. Think about when you were a teenager. Your parents gave you the keys to the car and what did you do? You took it out and came back with the gas tank near empty or worse, you drove at excessive speeds, got a ticket and asked your parents to pay your fine. There are consequences to freedom. I think these are some of the same feelings employees have in todays workplace. Employees want freedom, but still expect the employer to take care of them. Dan Schawbel sent me The Global Workforce Leadership Survey and I was curious to see the findings. I dug through the data trying to make sense of the gaps between  what employees said they wanted (or got) and what companies said they provided. Im not sure I can reach clear conclusions, but the gaps raise important issues for us all to think and talk about. The Global Workforce Leadership Survey identified  gaps  between priorities and expectations of global HR leaders and their employees. It  was conducted this year and includes 1000 human resource professionals and 1000 employees from  eight countries. The survey was  sponsored  by  Saba, a global leader in cloud-based intelligent talent management solutions,  along with  WorkplaceTrends.com,  a research and advisory membership service for forward-thinking HR professionals. Some Key Findings TRAINING DEVELOPMENT 74% of US employees said they  felt it  was necessary for the  company to invest in their  personal career development. 70% of US employees said their companys  training and development program is effective. 39% of US employees said they would rather train themselves versus 61% that want company-provided training 61% of US Human Resources professionals ranked on the job experience as the number one method of learning new skills. SKILLS ASSESSED NEEDED The top skills needed, according to Human Resources and employees are: communication, leadership and problem solving. The hardest skills to find, according to Human Resources are: leadership, people management and communication. Employees reported  their strongest skills  are: problem solving, creative thinking, communication, leadership. FREQUENCY OF FEEDBACK 47% of US employees want quarterly or weekly feedback from their manager. 56% of US employees have annual performance reviews and 21% have bi-annual performance reviews What Types of Training  Development Do  Companies  Provide (Globally) There is a full portfolio of options available to employees according to HR professionals around the world who said these were the types of professional development available through their companies. Is this lip service or are employees really getting a full menu of options? (See below) Mentoring programs Training seminars and classes Guest speakers Coaching Leadership development programs Conferences Committees Paid graduate school Rotational programs What Development Have You Taken Part In (US) Employees reported these were development opportunities they participated in. How Do Companies Deliver Training Development (Globally) A broad spectrum of options are available for delivering training today. But are employees aware of all the options? Are they comfortable using the newer tools? LMS Internet Hiring outside experts Working with an outside college Training manuals/books Mobile Social media MOOCs How Would You Like To Receive Training (US) Are employees mis-understanding the question or do they lack an understanding of how they can learn new skills? Why, in 2015, would so many employees say they would like to receive training in the form of manuals or books? Where is on the job experience? (See below) If we learn new skills by on the job experience, then why isnt that considered a form of training? Top Ways Employees Acquire  New Skills (US) 61% chose On the job experience as the most important way to develop new skills.   Could this mean that coaching, shadowing, mentoring and other real-time experiences arent seen as valuable because there isnt a clear take-away, like a certificate or book? Or is it that employees dont consider on the job experience to be training? Which skills do you believe your company needs most in employees  (US) It looks like HR and employees agree upon the skills the company needs most. HR says communication (  63%), leadership (54%), and problem solving (53%) Employees say communication (57%), problem solving (56%),  leadership (41%) What skills do you believe are your strongest? (US) The puzzling thing here is that employees said these are their strongest skills. Why would HR say these are the hardest skills to find? (see below) Hardest Skills to Find (US) According to HR professionals in the US, these are the hardest skills to find. Communication and leadership were ranked by employees as their strongest skills. Also interesting to note the appearance of people management skills here as it hasnt been referenced as an important skill to develop or a top skill of US employees. Leadership (31%) People management (27%) Communication (26%) Performance Reviews vs. Feedback Is there really a difference? Some will say yes and others will say no. What the study tells us is that employees want more frequent feedback. Is Everyone Getting the Development and Feedback Wanted? It seems that not everyone is happy with what they are getting, despite what companies say they provide. The graph below represents US employees agree or strongly agree responses. Averaging around 50% indicates companies and managers have room for improvement. The Bottom Line It can be difficult to meet everyones expectations. However, as we move forward, employees and HR should work more closely to align professional development to meet needs and produce a stronger workforce- one which is ready, willing and able to advance into new roles.