Salesforce’s Strategy to Bring Game Changing Technologies to SMBs

This is part two of a two-part blog series discussing Salesforce.com’s strategy to help SMBs better capitalize on technology. Part One, California Dreaming? Salesforce’s Dreamforce SMB Story, provides perspectives from several Salesforce SMB customers. This second post, which is excerpted from SMB Group’s April 2014 Guiding Stars: Vendor Strategies to Bring Game-Changing Technology Trends to SMBs report, provides a more detailed glimpse into Salesforce.com’s approach.

The writing is on the wall for any business: With customers and prospects racing into the digital, mobile, and social future at breakneck speed, SMBs must proactively deploy technology to improve both business processes and the customer experience. SMBs that figure out how to use technology to stay ahead of their customers’ demands will thrive, while those that don’t will face extinction.

But there are lots of vendors and solutions out there ready to help you on your journey, and one-size-fit all doesn’t apply in SMB. Is Salesforce right for you? Read on for information and insights to help you decide.

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Top Technology Game Changers for SMB

Fifteen years ago, Marc Benioff founded Salesforce with the belief that multi-tenant, cloud computing applications democratize information by delivering immediate benefits while reducing risks and costs.

So it’s not surprising that while the cloud isn’t new, it continues its reign as Salesforce’s top game-changing trend. Salesforce sees cloud as removing the technology and cost barriers so that SMBs can:

  • Bring best practices and automation into their businesses so they grow, do more with less and do it better.
  • Gain real-time visibility into their businesses to improve decision-making.
  • Centralize information, making it easy for everyone to collaborate, no matter where they are, and providing a built-in way to retain knowledge as employees come and go.
  • Take advantage of enterprise class security and reliability trusted by thousands of enterprises at an affordable cost that scales with their business.

Salesforce views the cloud as the foundation and springboard for SMBs to benefit from other game-changing trends, namely mobile and social solutions. Salesforce believes that mobile is becoming the “new normal” user experience. People are already running their personal lives on mobile devices, and increasingly want to click into apps, dashboards and info on mobile devices for work. To that end, the vendor’s Salesforce1 initiative puts mobile first by making 100% of Salesforce functionality and information available to users in a relevant interface on any device.

Social collaboration is also key, not only in terms of marketing, but to help SMBs deliver more responsive service that customers increasingly expect. Social tools and analytics let SMBs increase context about customer and prospect interactions so they personalize how they engage and support them. For instance, Salesforce Chatter can run across everything in Salesforce and some of its partners’ apps, allowing everyone—from the CEO to the receptionist—to get on the same page whether to more readily spot new opportunities or to head off potential problems.

Together, these trends make things more transparent. It’s easier for people to collaborate to get the job done, instead of operating in silos. Salesforce introduced its Communities solution, which its customers can use to manage external relationships with customers and partners in a protected or non-protected way, furthering extending social collaboration capabilities from within Salesforce.

Changes in SMB Technology Expectations and Behavior

As SMBs get more familiar with cloud, social and mobile solutions, Salesforce sees several key shifts underway:

  • Rising expectations for centralized, single sign-on access to apps and data, with everything needed to get work done pulled together from different apps for a complete view.
  • Demand for solutions with built-in collaboration capabilities. Business owners see that collaboration helps the business to deliver better customer and employee experiences, because information flows both ways and provides better visibility to make decisions.
  • Customer service as the “new wave of marketing.” Better visibility and engagement with customers has raised awareness about the importance of servicing and engaging with customers throughout the whole life cycle to drive business, leading service people to take more ownership of the brand.
  • “Try before you buy” is the new normal. SMBs now expect to try—without having talk to rep—solutions before buying them. Salesforce cited one customer who wanted to get Desk.com, Salesforce’s small business help desk service, up and running by himself while watching the Super Bowl.
  • Friction-free technology. SMBs increasingly look for a frictionless technology experience. They have less patience for solutions that can potentially take too much time or cost too much money. They want vendors to demonstrate ease of use upfront, and provide transparent pay as you go pricing.

Although the cloud isn’t new in the industry, Salesforce believes that the concept of being able to gain advantages from enterprise-class software without having to worry about infrastructure is still something many SMBs are just starting to understand. Salesforce’s view is that while the cloud is more common today, some things aren’t “true Cloud” and SMBs are still learning about the nuances of the cloud value proposition. To that end, Salesforce is expanding its educational commitment to SMBs around business best practices. The vendor:

  • Doubled the amount of SMB content at its annual Dreamforce event last year over the prior year, with over 150 SMB breakout sessions, a dedicated networking and expert interaction area, ask the ask experts panels, a dedicated keynote as well as inclusion in other keynotes with SMBs alongside big companies.
  • Will move from one SMB message to differentiated messaging for different types of SMBs and decision-makers, to make it more relevant for different segments and roles.
  • Has recently introduced new SMB resources, including small business blogs, a customer success community.

Perspective: Salesforce as SMB Technology Catalyst

salesforcelogoAs one of the first true cloud computing pioneers, Salesforce seized on the fact that cloud computing removes the barriers for small businesses to gain the same business benefits from technology solutions as larger companies.

Salesforce—via its vision and strong customer proof points—has painted a vivid picture of how SMBs can use cloud, mobile and social solutions offerings for a more user-friendly, streamlined way to run their businesses.

At the low end of the market, many Salesforce customers move directly from Excel or from pencil and paper to Salesforce, underscoring both ease of use and the resulting business value of having real-time information access, anywhere from any device. And, even as it’s grown its star-studded Fortune 500 customer roster, Salesforce has kept SMBs in the spotlight, investing to educate the broader market about how they can use and benefit from these technologies.

Over the years, of course, Salesforce has also broadened its vision and developed and assembled many more components to enable this vision. For instance, there are now 4 editions of Sales Cloud, 3 of Service Cloud and 4 of Marketing Cloud.

At the upper end of SMB, companies may have enough staff, expertise and time to sort through Salesforce’s expanded portfolio, and figure out what’s right for them. But, Salesforce’s story may be getting confusing for smaller SMBs. While entry-level pricing is low, how many small businesses can jump from Group Edition ($25/user/month) to Professional ($65/user/month). While Professional Edition offers a lot more functionality (including pipeline forecast, campaign management, contract storage and quote delivery, custom reporting and dashboards, and a complete view of the customer across sales and service, the price differential is tough for many SMBs to absorb. Alternatively Salesforce does offer desk.com at $29/user/month to customers that have customer service requirements. Again, however, it can be challenging for SMBs to figure out which approach will work best and be most cost-effective.

However, Salesforce plans to increase investments to engage SMBs both locally and online. Not only will this help Salesforce educate more SMBs about the power of technology in business, but also it should give Salesforce a wider lens through which it can get a better pulse on SMB requirements. In turn, this should help Salesforce simplify and streamline solution packaging and positioning. All of which bodes well for its potential to help more SMBs understand and use technology as a game-changer.

Want to know more about how Salesforce’s SMB customers use Salesforce? Read Part 1 of this blog series, California Dreaming? Salesforce’s Dreamforce SMB Story, for perspectives from several Salesforce SMB customers on how they are rethinking their business models and using technology in their businesses.

Disclosure: Salesforce paid for most of my travel expenses to attend Dreamforce.

 

Why Should You Take 3 Days Out of Your Schedule to Attend Dell World?

dell worldFrom November 4-6, Dell will host roughly 5,000 customer, partner and influencer attendees at its fourth annual Dell World conference in its hometown of Austin, Texas, and up to 10,000 attendees will tune in live online. 

For those who are unfamiliar with it, Dell World is Dell’s premier annual customer and partner event. Having found the three prior Dell World events I attended to be both informative and fun, I was eager to find out what’s on tap for this year’s event. So I was delighted to get a sneak preview from Jeanne Trogan, Dell’s Executive Director of Global Events, about what Dell World will offer.

With time arguably being our most valuable asset, here’s my take on why you’d want to take 3 days out of your busy schedule to attend Dell World based on this preview. 

  1. Gain a clearer understanding of how technology can help solve business problems and meet business goals.

Companies want to harness technology for better business outcomes, but it’s often hard to figure out how to do this. According to SMB Group’s 2014 SMB Routes to Market Study, small and medium businesses (SMBs) increasingly view technology as a means to automate operations and work more efficiently, and as a vital tool for creating and sustaining a vibrant, growing business (Figure 1). But the same study also shows that figuring out how different technology solutions can help their businesses is a top challenge for many SMBs.

Figure 1: SMB Technology Perspectives

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With this in mind, Dell World will provide customers–from SMB to large enterprises–with high-level advice and expertise to help them understand how and why key technology trends are reshaping business and consumer practices and behaviors. Keynote speakers, including Dell CEO Michael Dell and other tech and business innovators from business and academia will put cloud, mobile, analytics, security, the Internet of Things (IoT) and other trends into sharper focus, and help attendees stay ahead of the technology curve.

  1. Learn how to turn strategy into reality.

Refreshing your technology strategy and direction is the critical first step, but then you have to figure out how to execute. In fact, figuring out cost-effective ways to implement and/or upgrade solutions and to keep them up and running are also daunting challenges for SMBs (Figure 2).

Figure 2: SMB Technology Challenges

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Dell World is chock full of interactive sessions as well as hands-on labs and demos to help attendees kick the tires on new solutions, and fulfill the new technology requirements that their businesses require. Attendees can choose from more than 70 breakout sessions for a deeper dive into how to make technology work for the business. For instance session topics range from how to conquer cloud chaos to how to maximize mobility benefits without compromising security, and labs address areas such as big data and analytics, desktop virtualization, and streamlining IT management.

In the Solutions Expo, attendees can get an up close and personal look at the latest solutions. This year, Dell is reorienting the Solutions Expo from a Dell product-centric approach to a customer-centric problem and solution approach. The floor will feature different paths that start with technology problem areas, and guide customers toward relevant solutions and information. I think Dell’s refreshed approach to the Expo floor and demonstrations will be something that customer attendees will appreciate.

  1. Learn outside the classroom.

Just like when you were in school, sometimes the most important learning you do takes place outside of the classroom. Networking is a key part of Dell World with other attendees for fresh perspectives, exchange information and compare notes, not just at the event, but over the longer term. In addition to the serendipitous meetups that will happen spontaneously throughout Dell World, Dell is also scheduling meetings, such as an Executive Summit for CIOs, to facilitate peer-to-peer interaction.

  1. Enjoy Austin.

congress-avenue-bridgeIf you’ve been there, you know what I’m talking about! If you haven’t been there, you’re in for an amazing experience. In fact, Dell keeps asking attendees where they want to have Dell World, and people want to come back. Austin has something for everyone, whether you love music, great food or the great outdoors. For starters, Dell World will feature both Weezer and Duran Duran in concert–something for everyone from millennials to baby boomers. Get some fresh air with a walk or run around Town Lake, and grab a bite or drink at the Hula Hut as a reward. At night, check out the live music and gourmet food trucks on Rainey Street, or at Austin City Limits. And don’t forget to check out the nightly bat migration under the Congress Street Bridge. Last but not least, there’s the history–Dell was born in Austin in Michael Dell’s University of Texas dorm room. Since then, Austin has grown as a tech mecca.

Dell World also marks the one-year anniversary since founder Michael Dell won an extended battle to take the company private. In a recent CNBC interview, he expressed how liberating its been to off the Wall Street treadmill and able to focus on customers, and invest more time, R&D and energy on their behalf. I have a feeling that attendees will probably pick up on how this more positive energy is coming to fruition at Dell World as well.

Using ATS and Assessments for an Automated, Uniform Recruitment Process

Whether a business is large or small, identifying, qualifying and hiring the right employees is critical to innovation and growth. But, as the recession wanes and the economy picks up, more companies are hiring, and competitionespecially for top talent is intensifying. This makes it more difficult for many companies to find, track and hire the talent they need to thrive.

As a result, many businesses are reassessing and refreshing their existing recruiting practices and solutions. They are looking for knowledge and tools to give them the agility they need to compete more successfully throughout the recruitment process.

In this three-part series, sponsored by IBM Smarter Workforce, I look at how companies are using applicant tracking systems (ATS) and assessment solutions to better address these issues, and new developments in this area that promise to provide further enhancements.

Behind the Scenes at A Leading Hospitality Company 


kids
Almost everyone that has ever had children has been to venues that combine a restaurant with arcade games, amusement rides, climbing equipment, entertainment and other activities, including climbing equipment, tubes, and slides.

But it takes a lot of behind-the-scenes talent to pull all of this off. According to the Senior Recruiting Administrator at one of the largest hospitality companies of this kind, the Kenexa Recruiter Enterprise ATS that they had implemented years ago “was very basic, it served as a database for resumes. When managers read the resumes and selected top candidates for management and technical positions, they would have to manually overnight applications to them, and the candidates would have to complete and overnight them back. We had HR statuses, but they didn’t trigger anything. We couldn’t automate or control the process, or assign different levels of access to different types of users.” In addition, although the hospitality company had created two custom assessment tests for management and technical positions, hiring managers had to administer the 35 to 40 question tests to applicants over the phone.

By 2011, the manual processing required to support these workflows had become overwhelming, and says the senior recruiting administrator, “the company decided we were well overdue, and it was time to upgrade both its ATS and revamp its assessment tools to keep up with our evolving recruitment requirements.”

Although the company was familiar with Kenexa, the company wanted to check out competitive offerings to make sure that there wasn’t a better fit out there. They were looking for a cloud solution that would provide them with the automated ATS workflows they needed, and at an affordable price. In addition, the company also wanted to move its custom assessments into an online assessment system.

As the administrator observes, “We looked at 6 or 7 systems, and most offer fairly similar functionality in terms of ATS. But price was a key consideration for us. Some of the competitive solutions had lots of bells and whistles that we knew we wouldn’t use—along with more expensive price tags. So we’d be wasting our money.”

In addition, competitive ATS vendors that the company evaluated didn’t have the assessment piece. “They would have handed us off to a third-party, and we’d have to negotiate two deals, and manage two maintenance contracts and vendors,” notes the recruitment administrator. Kenexa’s ability to provide both ATS and assessments at “the right price” was also a key factor.

In addition, since the company had decided to deploy cloud-based offerings, it didn’t need to involve its 25-person IT staff. “Our bread and butter is the stores, so our IT staff is pretty lean.” Ultimately, the Senior VP and Director of HR at the company made the final decision to go with Kenexa for both ATS and custom assessments.

Moving to an Automated Approach for ATS and Assessments

Once they decided to go with Kenexa BrassRing ATS and assessments, Kenexa assigned a project manager, to help keep project milestones on track, and the team planned the rollout. They started with an initial group that included herself and four field recruiters, because recruiters would be using the solution in the most depth. Says the administrator, “I learned fairly quickly that you need to go beyond the project manager that’s assigned, and ask a lot of questions to a lot of people, including the technical people who configure everything. Once I got more resources on the Kenexa team in the loop, it was easier to figure out what approach to take and get it done more quickly.”

Kenexa also provided this initial small team with a day of training the week before it went live. After about one month using the system, the recruiters “had a good grasp of the solution. It’s pretty simple to use. But don’t get me wrong, we stumbled. We could have done more…like have more people testing it. It was a learning process, but one of the guys on Kenexa’s technical support team helped us and in the end it was a smooth rollout,” she added.

After the initial group was up to speed, they rolled it out to 45 district managers through an initial meeting, and then the company’s four recruiters worked with the district managers individually. Now, in addition to field recruiters and district managers, Internet recruiters, hiring managers, HR managers and regional managers are all using the system.

Observes the administrator, “The biggest challenge we probably had was getting people used to it, to the change. We sent emails saying you need to create a new profile, get a new password. So notifying people in each store caused us a little bit of trouble. And doing assessments online was also a big change for them. So in general, it took about 2 weeks for them to get comfortable with it.”

IBM now provides ongoing support via its Global Support Center staff, and the hospitality company’s IT staff hasn’t needed to get involved in supporting these solutions. If the internal team gets a call or email, they send it to IBM. However, when the business is ready to integrate Brassring with its Workday HRIS, its IT staff will play a role in the integration.

Getting Results

?????????????????????????????????????????????????????????????????????????????????????????????????????????????????????According to the recruitment administrator, “Gaining the ability to pull a lot of reports, much more easily, and on our own is very helpful. We used to have to request reports—and then wait for someone to pull them. It definitely also helps us control the workflow.”

She continues, “Triggers, forms and having things go at specific times ensure a more uniform recruitment process. The best part is that it reinforces the workflow, and helps us limit exceptions. Because there’s a single platform, everyone has to do it right, its set up the same way for everyone.”

This provides peace of mind, especially in the assessment area. The business has had two successful validations of its assessment process since automating it. As she observes, “It’s great, we’re not open to any legal issues here.”

Although the company hasn’t done a formal ROI, the cost and time savings benefits are clear. “Recruiters used to sit on the phone getting 35 to 40 questions answered, now this is online, saving time and eliminating expenses for overnight shipping,” notes the senior recruiter.

Perspective

Talent is the lifeblood of any organization, fueling the innovation required to grow and thrive in today’s hyper-competitive world. Many cloud-based ATS and assessment solutions are available, but as this story highlights, there are some of fundamental considerations that need to be factored in regardless of which solution you choose to ensure a smooth transition, including:

  1. Distinguish must-have requirements from nice-to-have features. Affordability and getting both ATS and assessments from one vendor were top priorities in this case. Setting these priorities helped stop them from getting distracted by solutions with nice to have, but expensive and unnecessary features.
  2. Ask questions early, often and from multiple people on the vendor side. Implementing or upgrading an ATS system is a big project, and its unlikely any one person will have all the answers or the depth of information you need to make the best and most expedient decisions during the implementation process. Learn who the best resources are for different questions and guidance, and use them.
  3. Get more people involved in the testing process. It can be tempting to limit initial testing to a very small group of users to make the process more manageable—over the short-term. But, things usually go more smoothly over the long-term when you involve a few more people upfront to work out more of the kinks earlier in the process.

When it comes to ATS and assessments, each company has unique requirements, workflows and considerations that come into play. However, across the board, strong communication and collaboration, both internally and with the vendor, will help ensure a successful outcome in the short-term, and set the stage for your organization to adapt to new requirements.

This is the third post in a three-part blog series written by SMB Group and sponsored by IBM. The series examines talent management solutions and trends.

International Game Technology: Winning At The Talent Recruitment Game

Smarter workforceWhether a business is large or small, identifying, qualifying and hiring the right employees is critical to innovation and growth. But, as the recession wanes and the economy picks up, more companies are hiring, and competitionespecially for top talentis intensifying. This makes it more difficult for many companies to find the talent they need to thrive.

At the same time, options to help identify and hire candidates are expanding. For instance, employee referrals, advocacy programs, social media and mobile apps are becoming more important recruitment tools, while the role of external recruiting vendors is diminishing. While these new recruitment channels can help companies access a broader applicant pool, it’s not easy to use, integrate and optimize across them.

As a result, many businesses are reassessing and refreshing their existing recruiting practices and solutions. They are looking for knowledge and tools to give them the agility they need to compete more successfully throughout the recruitment process. .

In this three-part series, sponsored by IBM Smarter Workforce, I look at how companies are using applicant tracking systems (ATS) and assessment solutions to better address these issues, and new developments in this area that promise to provide further enhancements.

International Game Technology: Fueling Growth With Talent

HomepageHeroBanner_JurassicParkHeadquartered in Las Vegas, 34-year old International Game Technology (IGT) is the leading manufacturer of gaming machines. From Las Vegas to Monte Carlo, from Wheel of Fortune to James Cameron’s AVATAR, chances are you’ve played a video slots game on an IGT machine.

While IGT has been the long-time market leader, it does not rest on its laurels. In 2011, the company introduced IGT Cloud, an industry-first which lets casino operators dynamically deploy game content across multiple properties to optimize floor efficiencies, and also offer a seamless gaming experience across land-based, mobile and online devices. In 2012 IGT acquired Double Down Interactive LLC, a social gaming company and developer of DoubleDown Casino on Facebook, to fuel IGT’s expansion through new media. In 2013, IGT partnered with Casino Del Sol in Arizona to hold the AZ, to hold the Game King Championship, the first cross-platform video poker tournamentand the largest in the world, with more than 360,000 players.

To sustain this pace of growth and innovation, IGT must be able to identify and attract top talent.

Keeping Up With IGT Talent Requirements

Talent management solutions are still relatively new. Up until 2000, IGT had—like most companiesrelied on newspaper ads and human resources business partners for candidate recruitment. People would stop in to drop off hard copy applications, and everything was stored in physical file cabinets.

In 2000, IGT started using BrassRing’s cloud-based applicant tracking system. While the solution worked well, as the company grew, they needed more capabilities in the talent management area. When Laura Callender joined IGT six years ago as HRIS Staff Analyst, her job was to refresh and revamp talent management systems at the company to ensure IGT would be able to attract and retain top talent.

IGT’s first priority was to revamp the BrassRing ATS (which is now part of the IBM Kenexa Talent Suite) to keep pace with the company’s expanding global operations and hiring requirements. According to Callender, “It’s very easy to get wrapped up in the day-to-day, and neglect new features. But it’s important to keep re-evaluating business needs and figure out what will really help improve the process.”

Callender took a fresh look at things, and extended the system to support IGT’s growing geographical footprint, and provide Chinese and Spanish language capabilities. She also added other capabilities, such as mobile functionality. “So many things that are cutting edge, like enabling mobile job applicants…five years ago, people wouldn’t have dreamed of job hunting and applying on a mobile phone. But now applicants might be at the dentist’s office and want to apply. We need to enable these new capabilities that will make a difference to our business,” says Callender.

Community and Support Are Key to Success

men with puzzle piecesIGT has found IBM’s “Kenexans” and the community of Smarter Workforce users invaluable in helping her figure out what changes will provide the most value to IGT. “IBM’s Kenexans help us stay ahead of these trends…they focus on helping us improve the way we do things and help us figure out what options will give us the biggest bang for the buck. Should we turn features on or off? What should we do differently? And how can we make things seamless for our users? So many things are cool, but what will we get the most value from?” observes Callender.

IBM’s Smarter Workforce Global Support Center helps IGT prioritize enhancements via an annual review. As important, IGT can call on their services as needed, not only for break/fix issues, but for new project tickets, and to get the “hand-holding” required to implement new functionality. “We’re in the middle in terms of what we need to implement, and they are there when we need them to help with the next step. It’s a closer degree of support than we get from other vendors,” notes Callender. “Out of all the vendors, in terms of support, I would choose IBM Kenexa any day.”

Callender is very active in user groups as well, which helps her learn from what others are doing, and what’s worked and what hasn’t for them. She’s attended six global conferences, and participated in user groups at all of them. As Callender puts it, “The user groups have really grown, from 30 to 40 attendees to over 100 at the last one. We don’t have an army of HR and IT people, but I can talk to users that do, like Pepsico, Time Warner and Disney, that we can really learn from. At the same time, there are companies smaller than uswith just 100 or 200 employeesthat we can help. It’s a really good way to exchange knowledge.”

The user groups also help facilitate conversations between the IBM Kenexa team and users. “We talk, and they listen. We sit in a roundtable, it’s very interactive, with experts and R&D engineers at each table to discuss topics such as referrals, triggers, etc. It’s very helpful and they act on our input.”

Getting Results

Since IBM Kenexa BrassRing is cloud based, upgrades are “very easy,” says Callender. “IBM rolls them out and turns them on. Some things you have a choice to upgrade or not. But they never break anything with an upgrade, which has happened with some of the other cloud solutions we use.”

Today, IGT hiring managers, external recruiters and applicants are all using the system. Last year, IGT used BrassRing to hire about 600 employees for mostly technical positions, with an average of about 50 applicants for each position. IGT has integrated BrassRing ATS with its SAP ERP system, so that when someone is hired, they are automatically moved from BrassRing to SAP. “Instead of having a person digging through emails to find candidates, ATS can do this for us much faster and more effectively with Boolean searches, and tagging,” states Callender.

IBM Kenexa’s BrassRing ATS also helps IGT answer important questions that impact recruitment strategy, such as:

  • What is the tipping point for the number of applicants for a certain position?
  • How can we do a fill requisitions more quickly?
  • What’s the best way to deal with counteroffers, or higher rejection rates?
  • How can we recruit people that aren’t currently looking for a job?

“We get our money’s worth from BrassRing ATS. We don’t have a formal measurement system, but we know we are saving a lot of time, which saves us money. There is no way we could function without it.” In addition, BrassRing pricing is based on the number of requisitions and applicants, so “what we pay for it aligns with our actual use, which we appreciate,” explains Callender.

Perspective

Talent is the lifeblood of any organization, fueling the innovation required to grow and thrive in today’s hyper-competitive world. Many cloud-based ATS solutions available, but as the IGT story illustrates, it’s not just the nuts and bolts of the software that matter. Being part of an active, engaged vendor support and user community can help you to:

  1. Map out a more effective strategy. Look for vendors and user communities that are collaborative, and can help you assess your requirements and how they are likely to evolve, and provide you with scalable solutions that you can deploy in an incremental manner.
  2. Get things right the first time. Your company benefits when the vendor facilitates knowledge sharing of best practices for things such as reporting considerations, workflow and underlying database structure that will take the most time and pain out of different processes. For instance, how do you set things up so applicants don’t need to fill out a new affirmative action form every time they apply for a new job, but can just edit information they’ve previously entered?
  3. Prioritize next steps. Your business is constantly evolving, and so is the hiring environment. But few organizations can do everything. Strategic prioritization is essential to figure out what new functionality will provide the most value.

The world of recruitment and talent management is changing quickly. This sets the stage for not only selecting the company and solution that best fits your immediate needs, but one that will provide a strong support experience to help you gain the best outcomes as your business and the recruitment landscape evolve.

This is the first post in a three-part blog series written by SMB Group and sponsored by IBM. The series examines talent management solutions and trends.

Mobility Perspectives from Intel’s 2014 Solutions Summit

I recently had the opportunity to moderate a panel discussion at the 2014 Intel Solutions Summit with panelists Bob Moore, Founder, RJM Strategies LLC; Jeffrey R Zavaleta, MD, Chief Medical Officer, Graphium Health, an integrated, mobile electronic medical records (EMR) platform; and Dave Bucholz, Director of Enterprise Client Strategy, Business Client Platform Division at Intel. We chatted about how companies are adopting and using mobile solutions in their businesses, and some of the challenges they face.

Our conversation was very interesting, as mobile is one the fastest growing technology trends in small and medium business (SMB). Because mobile devices and apps are so user-friendly, SMBs can deploy them quickly. As a result, mobile solutions are quickly revolutionizing how SMBs get work done. In fact, 91% of SMBs already use mobile solutions in their businesses, according to 2013 SMB Mobile Solutions Study, and 67% of SMBs indicate that “mobile solutions are now critical for our business,” as shown on Figure 1.

2013 SMB Attitudes re Mobile (1)Figure 1: SMB Attitudes About Mobile Solutions

As we discussed during the panel, SMBs understand that mobile solutions not only help improve employee productivity, but also enable them to improve customer experiences and fuel business growth. In fact, 70% see mobile apps as a “complement to current business applications”, and 55% think that mobile will replace some of their existing business applications.

So it’s not surprising that mobile solutions are gobbling up a growing share of SMB technology budgets. SMBs currently spend about 11% to 20% of their technology budgets in the mobile space, and 68% expect they will need to spend more on mobile solutions next year.

However, panelists also agreed the rapid and explosive growth of and reliance on mobile solutions has caught many SMBs off-guard, resulting in some key challenges, as we also found in our study (Figure 2).

2013 top mobile challengesFigure 2:  Top Challenges to Using Mobile Solutions

SMBs often find it difficult to manage the growing plethora of mobile apps for employees, especially as SMB adoption of “bring your own device” (BYOD) policies for employees doubling over the past year to 62%. SMBs also have more customer-facing mobile apps and mobile-friendly websites to manage as well.

With adoption of and reliance on mobile solutions rising, SMBs are looking for management solutions to help them to:

  • Remotely install, update and remove managed apps from devices.
  • Track and view installed/approved/blacklisted apps at the user/device level.
  • Authenticate, manage and deploy apps based on user groups/roles and restrict content access.

Security concerns are behind many of these requirements. SMBs want solutions that enable them to:

  • Lock devices when devices are lost or stolen, or the employee leaves the company
  • Provide data encryption on devices
  • Partition/separate business-related data apps from personal data and apps

In addition, rising adoption of mobile payments and other apps that collect personal information is spiking SMB security concerns on the external app side as well.

Perspective

SMBs look at mobile solutions and like the value that see from them. Consequently, they plan to increase investments both for employee apps, and for external-facing mobile websites and mobile apps.

At the same time, BYOD shows no signs of abating. Employees want to use the devices that they’re most comfortable with, and some SMBs view BYOD a way to trim voice and data service costs. But at the same time, BYOD ushers in additional security and management challenges that can result in added costs can change this equation.

As our panelists discussed, this means that SMBs need to be more strategic upfront about using mobile in their businesses. Think not only about the devices and apps you want to use, but who will use them. Consider both the business outcomes you need from mobile solutions–and the management capabilities you’ll need to have to safeguard corporate and customer information.

Mobile management, security, and consulting services spending categories will see significant spending increases as SMBs endeavor to reap more value from and do a better job managing an increasingly complex assortment mobile devices, services and solutions. Given that many SMBs lack adequate IT resources and mobile expertise, we expect that they will increasingly turn to external solutions providers to get the management job done.

For more commentary on this, see the follow-up video interview.

How The Cloud Can Help SMBs: A Conversation

Screen Shot 2014-06-30 at 12.27.13 PMLast week, I had the opportunity to be a panelist on IBM’s first virtual influencer event on Spreecast, (a great new platform that connects you with people through video conversation) about how the cloud can help small and medium businesses (SMBs) to build their businesses from the ground up, compete more effectively with big businesses, and grow.

Paul Gillin, veteran tech journalist and social media expert at Profitecture (@pgillin) moderated the panel, which included me, IBM General Manager, IBM Midmarket John Mason (@jcmason), and Subbu Balakrishnan, CTO and co-Founder of Good.co (@backslash0), a career platform built on SoftLayer that helps people find best-fit workplaces and jobs. 15-20 other SMB thought leaders also joined us via Spreecast’s chat function.

You can watch and listen here for the full conversation, but here are a few of the key perspectives I took away from this lively and interesting discussion:

  • All panelists agreed that the momentum for SMB adoption of cloud services is rising rapidly. SMBs increasingly see that by using cloud solutions, they can focus more of their resources and money on their core business, and leapfrog slower-moving competitors.
  • With the help of SoftLayer, Good.com went from idea to over 100,000 users in a year and a half using a credit card to pay for cloud infrastructure. According to Subbu, this is something the 15-20 employee company would not have been able to accomplish if they had to build out their own cloud infrastructure.
  • Many startups are forgoing on premises software entirely, opting to do as much as possible in the cloud. The cloud removes technology and capital barriers to get up and running. They can skip a whole generation of software to get their companies off the ground more quickly. The cloud is quickly becoming the preferred way for startups to go.
  • Once you’re up and running, the cloud gives you a flexible infrastructure to scale and grow the business.
  • The rate and pace of technology change continues to increase. The cloud not only provides SMBs with the benefits of infrastructure scale, but with access to the increasingly specialized technology skills and expertise that are necessary today.
  • There is no one-size-fits-all when it comes to the cloud. Public, private, hybrid, shared, or dedicated—each company will have different requirements for different solutions.
  • Business partners play a critical role in helping many SMBs take full advantage of cloud services by fully understanding the SMB’s business requirements. Skilled and trusted partners can translate SMB business requirements into the best-fit cloud solution so the SMB doesn’t have to parse through all of the cloud variants on their own.

SuiteWorld 2014: NetSuite Hits Its Stride

suiteworldI recently had the opportunity to attend SuiteWorld 2014, NetSuite’s annual user conference—along with about 6,500 attendees including customers, partners, journalists and analysts. The event provided us with a good mixture of history, progress, new announcements, and future directions.

Memory Lane–A Somewhat Bumpy Road to the Cloud

I’ve been following NetSuite as an analyst since 1998, when Evan Goldberg (still serving as NetSuite’s CTO) and Mei Li (now SVP NetSuite Corporate Communications), first came to Summit Strategies, where I worked at the time. Early on, NetSuite was NetLedger, offering a simple accounting solution geared towards small and medium businesses (SMBs). The term “cloud” hadn’t yet been coined to describe the model of delivering software as a service (SaaS). In fact, even the SaaS term hadn’t surfaced. Back in the day, we called them Application Service Providers (ASPs) or just online solution providers.

NetSuite was one of a just a handful of vendors that came to pitch this new software delivery method to us in 1998. Salesforce and Employease (long ago acquired by ADP) and maybe a few now defunct vendors probably rounded out this tiny group. Of course, in the next couple of years, we were flooded with visits from seemingly anyone with a similar ideas that could create a PowerPoint presentation.

Over the past 16 years, many cloud vendors have come and gone, as for the most part, the road to the cloud has turned out to an evolutionary–not revolutionary–journey. Mainstream customer adoption of cloud solutions only started to become a reality in 2008, when the “great recession” hit, and the OPEX cloud model became much more attractive to cash-strapped companies. Looking at NetSuite specifically, I remember that for quite a few years in there, the vendor seemed stuck at a count of 5,000 active customers, and some wondered if it could ramp up to the next level of growth.

Fast Forward 

Today, while some roadblocks remain, many companies view the cloud as a mainstream approach to get the solutions they need to run their businesses. In fact, in some areas, such as collaboration and marketing automation, SMB plans for cloud adoption are higher than for on-premise.

Figure 1: Current and Planned Solution Deployment Methods Business Applications

Slide1

However, financials and ERP—NetSuite’s flagship solutions—have moved more slowly to the cloud than other types of applications. There are many reasons for this, including:

  • Deeper existing market penetration of financials, accounting and ERP. Financial and accounting software has been around a lot longer than many other types of software. So especially in the early days of the cloud, NetSuite (and other cloud-based financial/ERP vendors) needed to convince companies to replace incumbent on premise financials and ERP systems with a new cloud solution. In contrast, vendors outside of the core ERP and financial realm were selling solutions to automate functions that many companies had not yet automated—a much easier pitch to make.
  • Fewer users. Fewer people within an organization typically use financials and ERP systems than, for instance, CRM or collaboration tools. For many companies, the cloud model becomes more compelling as the number of users increases.
  • More regulatory and security requirements. Financial information is subject to many more regulatory concerns than many other functional areas. This, combined with many companies’ reluctance to house the company’s “crown jewels” with a third-party, have slowed the pace of financials and ERP cloud adoption.

Furthermore, the cloud has made it easy for business decision-makers to adopt new apps as needed, without IT involvement or even centralized corporate oversight. NetSuite has always focused on the value of a single, integrated system of record—certainly a longer, higher up the food chain sell than buying other types of solutions.

NetSuite’s Integration Value Proposition Comes of Age

men with puzzle piecesDespite these challenges, NetSuite has successfully stayed the more challenging course, and more companies are coming around to the value proposition that integrated solutions help remove friction and streamline business processes. For Q1 2014, NetSuite announced a record $123 million in revenue, up 34% year-over-year, and more than 20,000 organizations now use NetSuite to run their businesses.

At SuiteWorld, NetSuite showcased its 2014 Transformer Award winners, including Tableau Software, Jive Software, Shaw Industries, Williams-Sonoma and MusclePharm, to illustrate how NetSuite helps them grow and manage change more effectively. But their stories reflect a broader phenomenon. I’ve personally talked to many customers—and not only from NetSuite’s ranks—about how much better business runs when everyone views and works with the same, real-time information.

NetSuite’s Next Phase

Over the years, NetSuite has added integrated CRM, Ecommerce and other areas to its unified platform. At SuiteWorld 2014, NetSuite not only announced a new, improved user interface, but additional integrated offerings including:

  • B2B Customer Center built on NetSuite’s SuiteCommerce platform, to provide B2B merchants a platform to deliver a seamless, efficient B2C-like online shopping experience, with the ability to view order status, details and history, track shipments, reorder goods, and more.
  • A new services resource planning (SRP) solution, that provides integrated ERP, CRM and professional services automation (PSA). The offering includes client management, project and resources management, time-and-expense management, and project accounting in a single solution, designed to enable both product- and project-based businesses to modernize and transform operations the way manufacturing resource planning (MRP) did for manufacturing businesses.
  • The TribeHR SuiteApp. After acquiring TribeHR (a social human resources management suite) last year, NetSuite has migrated tight integration with TribeHR to the NetSuite platform. This brings HR capabilities to NetSuite and provides native integration across TribeHR and other NetSuite solution components.

NetSuite has also come to terms with the fact that one company can’t possibly develop ALL the functionality every company will need, or sell and service all of its potential customers. To that end, NetSuite is bringing more partners into its fold to fill in the white space and provide its customers with a richer ecosystem.

For instance, over 100 developer partners had booths and/or conducted sessions at SuiteWorld. The mix included established vendors such as Avalara, DocuSign and Kronos, to newer entrants such as FieldAware and VertexSMB, all of whom have developed integrations with NetSuite.

On the sales channel side, partners ranged from enterprise-focused players, such as CapGemini and Accenture, to smaller ones such as Cloud ERP (which has built its Australia/New Zealand-based business around selling and supporting the full range of NetSuite solutions), and FHL Cloud Solutions, which has developed a successful micro-vertical approach to marketing and selling NetSuite in industries such as wine, medical devices, and furniture wholesale and distribution.

NetSuite also launched the NetSuite BPO Partner Program at SuiteWorld. Through this program, NetSuite and its partners intend to simplify the outsourcing model and help drive costs down and better server smaller customers. Partners who provide Business Process Outsourcing (BPO) or Business Process as a Service (BPaaS) use NetSuite’s unified solution platform to provide services to their clients. Partners get access to SuiteCloud, NetSuite’s development platform to tailor their NetSuite offerings to industries or client-specific needs. Early partners include Capgemini, McGladrey and Accretive Solutions.

Perspective

Integration helps bring order to chaos–and helps companies reap more value from their application investments. But let’s face it, integrating applications after the fact is a difficult, messy and expensive affair, and one that many SMBs struggle to get done.

In today’s social, mobile and multi-channel world, consumers—whether B2B or B2C—have more power, and all vendors face increasing pressure to provide better, faster, and more user-friendly products, services and engagement to attract and retain customers. Having a unified system of record enables companies to have a more knowledgeable view of customer behavior, and to present a more unified face to customers, whether they’re engaging in marketing, sales, billing or service transaction. This means that the appeal and value of taking an integrated approach will only rise—as will NetSuite’s fortunes.

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