You can order our new report for immediate electronic delivery for $200 off the normal price of $595.

Our introductory price will be available here at HRxAnalysts.com for $395 until October 31, 2011 at 11:59PM EST. After that time the report will be available at the regular $595 price.

Here’s a summary of what’s in the report

The 2012 Index of Social Technology in Recruiting and HR is a 100+ page report and comprehensive guide that will help you chart your social media strategy for 2012 and beyond.

Purpose

• Get you & your team focused on what matters in social
• Saves critical time & resources by identifying key trends, tools, organizations & players
• Helps buyers, sellers & investors determine the ROI of social technologies

More about the report

• Over 200 detailed interviews with practitioners, vendors, pundits, technologists and investors
• 70 vendor reviews
• 40 companies evaluated
• Evaluates 17 types of social technologies
• Forecasts a dozen key social media & technology trends coming to HR or Recruiting

You can download the report Table of Contents (PDF) at the link below.

Click here to order

If you already have something scheduled for that time slot, you should cancel it. We will not be distributing copies of the presentation, and the webinar will not be recorded (HRxAnalysts usually charges for this data). This is a one-time-only presentation of the data from “What HR Thinks and Feels.”

Join George LaRocque, President of HRxAnalysts, John Sumser, Principal Analyst HRxAnalysts and Bret Starr from Starr Tincup for this one-time-only webinar

Register for the webinar “What HR Thinks and Feels” (April 19 at noon Central time).

The webinar is hosted by Starr Tincup and features the big brass from HRxAnalysts, George LaRocque (CEO) and John Sumser (principal analyst) along with Bret Starr for color commentary. You probably know this already, but Starr Tincup is the underwriter for HRxAnalysts, a new firm aimed at understanding brand influence in the HCM market segment.

What’s Up with This Webinar?

This webinar will share the results from the latest HRxAnalysts report: “What HR Thinks and Feels.”  The report is based on a three-year study of the demographics, attitudes, behaviors and beliefs of HR professionals. I like to think of it as “the secret lives of HR pros.” Check out the table of contents:

• Demographics
• Career
• Competencies
• Infographics
• Lifestyle
• Leisure Activities
• Outlook

It’s easy to  see how the information could be used to create industry-specific sales techniques, refine requirements for HCM products and services or even HR career development.

We will share a lot of the data in this webinar.

Register for the webinar “What HR Thinks and Feels” (April 19h at noon Central time).

Here is an example of the data we will share in the webinar:

PROFESSIONAL CERTIFICATIONS BY RANK

Overall, certifications among HR professionals are common. And while directors and executives are more likely to have certifications than managers and generalists, the gap isn’t very large:

• 41% of generalists have a ce rtification
• 53% of managers have one
• 59% of directors have one
• 56% of executives have one

HR professionals are more likely to have a major certification (PHR, SPHR or GPHR) the higher they climb up the corporate ladder:

• 29% of generalists have one of the major HR certifications
• 43% of managers have one
• 44% of directors have one
• 44% of executives have one

The type of certification also varies according to rank. The PHR is more common among generalists and managers than the SPHR:

• 17% of generalists hold a PHR, while 12% hold an SPHR
• 22% of managers hold a PHR, while 17% hold an SPHR

The SPHR is more common among directors and executives:

• 25% of directors hold an SPHR, while 18% hold a PHR
• 33% of executives hold an SPHR, while 12% hold a PHR

The GPHR is rare among all ranks in HR.

That’s one of about 1,000 data points in the report (no kidding). And we’ll be sharing many of them on the webinar.

Register for the webinar “What HR Thinks and Feels” (April 19 at noon Central time).

Hope you can make it.

Register For Webinar

It’s often difficult for HR professionals to figure out where they should start when it comes to finding a solution for their business needs, because the brands and messages created by vendors are so conflicted and confusing. As the HR Marketplace continues its rapid maturation, the distinctions between brands become blurred. The combination of competitive marketing rhetoric, the changing role of HR and shifting technology make for a cluttered marketplace.

There is nearly uniform agreement that one brand is often misunderstood for another.

Creating the essential elements of sales and marketing that help buyers overcome their skepticism, confusion and fear is hard work.  And it requires a lot of information about the buyer.   Unfortunately, information about the HRS buyer has heretofore been hard to come by. Only the shallowest demographic information has been available to sales and marketing professionals to help them craft strategies that appeal to buyers on both a professional and personal level.

Consequently, sales and marketing departments make important decisions about brand, message, communications strategies and sales based on opinion and anecdote.
When the HRS market was in the early stages of maturation, excellence in sales and marketing was not as critical as it is today.  Unfortunately,  it is no longer acceptable to create important sales and marketing strategies without an intimate understanding of the demographics, attitudes, behaviors and beliefs of our primary customer – the Human Resources professional.

Get the report now HRxAnalysts

Get Report

As the HR Marketplace continues its rapid maturation, the distinctions between brands become blurred. The combination of competitive marketing rhetoric, the changing role of HR and shifting technology make for a cluttered marketplace. There is nearly uniform agreement that one brand is often misunderstood for another.

Creating the essential elements of sales and marketing that help buyers overcome their skepticism, confusion and fear is hard work. And it requires a lot of information about the buyer. Unfortunately, information about the HRS buyer has heretofore been hard to come by.

Only the shallowest demographic information has been available to sales and marketing professionals to help them craft strategies that appeal to buyers on both a professional and personal level. Consequently, our sales and marketing departments make important decisions about brand, message, communications strategies and sales based on opinion and anecdote.

When the HRS market was in the early stages of maturation, excellence in sales and marketing was not as critical as it is today. Unfortunately, it is no longer acceptable to create important sales and marketing strategies without an intimate understanding of the demographics, attitudes, behaviors and beliefs of our primary customer – the Human Resources professional.

January 21, 2011 – FOR IMMEDIATE RELEASE
Media contact: John Sumser, (415) 683-0775

HRExaminer, Starr Tincup Create HRxAnalysts to Gather Research into Human Capital Solutions Buyers, Brands

New entity will develop research into HCM buyers and brands,
as well as offer a social media channel to reach HR buyers

Bodega Bay, California (January 21, 2011) – HRExaminer, the online magazine focused on the people, technology, ideas and careers of senior leaders in Human Resources and Human Capital, is pleased to announce the creation of a strategic partnership with Starr Tincup, the premier full-service marketing agency dedicated to the human capital management (HCM) solutions industry. The result of this partnership will be the creation of a new entity, HRxAnalysts, focused on developing independent research into HR buyers and providers of HR software and services.

The move was announced today by John Sumser, HRExaminer founder, author and editor-in-chief, and Bret Starr, Starr Tincup founder and partner. It was also announced that HRxAnalysts will be led by industry veteran George LaRocque. HRxAnalysts will focus on three core areas:

• Analyst services: The first HRxAnalyst psychographic research into HR buyers is underway, to be followed later in the year with a breakthrough study on brand perception and influence in the HCM industry.
• Consulting: HRx will offer expertise and insight to HCM technology and services vendors to assess the marketplace and carve out a differentiated position.
• Media: Traditional media approaches, such as print and electronic ads and email, have a place, but to reach HCM buyers today, companies need to leverage social media in a different way. HRx offers a unique “asymmetrical” approach to social media that will change the way vendors reach HR and HCM buyers.

“This is not a mere ‘press-release partnership’ like so many in this industry,” said John Sumser, of HRExaminer. “This partnership will move from concept into action and ultimately be successful because George LaRocque is involved. And with him in the lead, HRxAnalysts is poised to provide unprecedented insight into the attitudes, actions and perceptions of HR buyers and sellers and engage them in several ways.”

Bret Starr of Starr Tincup said: “There is a surprising lack of information in the human capital space about the attitudes, behaviors and perceptions of actual practitioners. “Through this research, I believe that we can develop extensive, statistically valid, on-going data models that provide real-time visibility into perceptions of HR solutions buyers. Do they perceive one talent management brand to be stronger than another? What tools do they use? What tools do they like or not like? Now we can know and track these changes over time.”

To say that HRxAnalyst president George LaRocque is an HCM industry legend is no overstatement. Starting in 1988, he worked in the staffing market where for 10 years he built teams and companies focused on Recruitment Process Outsourcing/InSourcing, Executive Search, Contract and Permanent Placement. In 1998, he joined HireSystems, which became BrassRing (now Kenexa). He led BrassRing’s revenue growth from zero to $50 million in five years. He has also held executive positions for TalentTechnology (HireDesk), Bullhorn and others. LaRocque will also continue in his role as director of revenue consulting at Starr Tincup, where he helps technology and services vendors in the Human Capital market assess the marketplace and themselves.

“One of the biggest brand challenges in this industry is the lack of differentiation,” said LaRocque. “Too many companies are trying to be all things to all people. That’s not a winning strategy, and I believe that this research will help us show companies in this space how to position themselves as unique and appeal to buyers.”
For more information, contact George LaRocque at larocque@starrtincup.com or (707) 702-1080.

About HRExaminer
HRExaminer is an online magazine focused on the people, technology, ideas and careers of senior leaders in Human Resources and Human Capital based in Bodega Bay, Calif.