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How HR based technologies and solutions can play an important role in federal organizations

NGA.NET, builds talent acquisition and management technology that delivers the industry’s most configurable workflow solutions required for public sector organizations to achieve outstanding workforce performance. For over a decade, the company has worked with organizations to ensure their HR solutions allow them to work efficiently, build a talented team and create a thriving organization. NGA.NET U.S. Public Sector offers its Talent Acquisition and Talent Management solutions in the cloud to ensure users immediately benefit from regular system enhancements with minimum cost and logistic impacts. Taking an agile approach to HR technology, the solutions easily integrate into existing enterprise systems so organizations do not have to compromise their business processes. Recognizing the importance of metrics and measurement, NGA.NET U.S. Public Sector offers unprecedented analytics and reporting to ensure users gain insight into every aspect of their HR program. NGA.NET U.S. Public Sector is headquartered in Arlington, Virginia. Read our blog and follow us on Twitter, and LinkedIn.

Rake Narang: How does technology play an important role in the way federal organizations can implement and improve their hiring process?

Mike Giuffrida: The most important and central fact that organizations must remember is that Technology can never fix a process problem. The journey always begins with understanding current processes, and also understanding how the introduction of Technology can streamline and improve the efficiency of those processes. And therein lies the most fundamental role that Technology can play. Technology is the enabler for an organization to automate, streamline, increase the efficiency of the hiring process. This fundamental role that technology can play is just that, fundamental, and is the first step in the process of introducing technology into an organization.

However, the real return on investment goes well beyond the enablement element. A well implemented Technology acts as a tool to make people’s lives easier - i.e. makes it easier for people to do their jobs. If it makes their lives easier, they want to use it. If they want to use it the technology becomes pervasive and also becomes the single source of truth for what is happening within the organization. The result is a plethora of information about your processes that you can leverage to drive continuous improvement. And that is the real role technology should play - Technology should be a ‘platform for continuous improvement’. It will deliver you information to allow you to understand what is working, what is not and what should be improved. It can deliver data that highlights bottlenecks, poor sources of applicants and more.

Any Technology implemented well, and well used, is a gold mine of data that allows you to have access to real time information about people and hiring. With that information in hand, any organization is unstoppable.

About Mike Giuffrida

Rake Narang: What are the biggest talent management or talent acquisition challenges government organizations face today?

Mike Giuffrida: Government organizations are faced with unprecedented challenges today.

Within the government the average age of the workforce has been steadily increasing year on year for many years now. What this means is that working adults have been moving through the ranks, however not many younger people are making the move into Government.

What this also means is that a significant amount of those working adults are approaching and have reached retirement age. In fact the first of the baby boomer generation reached the retirement age of 65 in the year 2012. If you consider the bell-shaped curve nature of the baby boomer generation, this volume reaching retirement age will steadily increase for the next 10 years.

So when you consider these 2 elements - Government is faced with a rush of retirements complemented by a challenge in attracting younger people to the Government.

This creates significant challenges for Government who is losing knowledge, facing sequestration challenges and still expected to deliver on their agency mission. The phrase doing more with less takes on a whole new meaning in these circumstances.

Rake Narang: What types of federal hiring and technology issues should HR executives be aware of? And what are some best practices or tips for HR managers in the federal workplace today?

Mike Giuffrida: The primary technology issue to be aware of is a technology that is bespoke to an organizational process. As I covered above, the real role of Technology is to be a ‘platform for continuous improvement’. The point that an organization goes “live” with a new technology should be seen as the beginning and not the end of said project.

From the point of go-live the stakeholder group work together to drive improvement and further benefit.

Any technology solution that is rigid, inflexible and can not adapt and evolve with the organization is a real problem in the long term - and a costly one in today’s government circumstances.

Seek out technologies that offer flexibility in the long term. Understand how to leverage a technology to drive future benefits and efficiencies. And under no circumstance get locked into a version of a technology solution that must be ‘upgraded’ in 3 to 5 years time.

Rake Narang: What are some of the key lessons you have learnt when it comes to implementing HR based technologies and solutions?

Mike Giuffrida: There are many lessons - however I will focus on my top 6:

  1. Understand the problem you are trying to solve - be clear on your processes and how your technology will support those processes;
  2. Ensure your project stakeholders understand what happens in the ‘real world’;
  3. Do not try and re-engineer your processes at the same time as introducing a new technology. A good technology will allow you to introduce those improvements incrementally over time;
  4. Keep it simple - do not ask users for data that you don’t need. User experience is critical
  5. Pay attention to Change Management. A new technology is a big deal to a lot of people -get buy-in early and communicate, communicate, communicate.
  6. Be clear on the HR metrics that are important to you and report out early
Company: miiCard
5 Gayfield Square, Edinburgh EH1 3NW United Kingdom

Founded in: 2010
CEO: James Varga
Public or Private: Private
Head Office in Country: United Kingdom
Number of Employees: 12 + the company has ongoing, specialized contract talent of 30 strong strategic partners worldwide.
Products and Services: miiCard (My Internet Identity) is a global Identity as a Service solution that proves  ‘you are who you say you are’,  purely online, in minutes and to the same level as a physical passport or photo ID check.  Delivered as a complete identity service, miiCard provides full flexibility and scalability for all online identity proofing requirements on a global scale.

miiCard API - Integrated directly into your web or mobile application for a fully automated service. The miiCard API is available pre-packed for standard technologies.

DirectID Hosted Service - Perfect for small teams and low volume checks, miiCard DirectID lets businesses manage identity proofing of clients on an individual basis through an online portal.

Bring Your Own Identity (BYOID) - Sites and services wanting to allow their customers to create trust in a peer environment can support miiCard members as a participating site. Integrated through the API as a single sign-on or identity service, customers using the miiCard service pay an annual subscription fee that allows them to share their miiCard identity verified public profile and use miiCard on all participating sites. 

Company’s Goals: To create trust online and become the global standard in online identity proofing, to passport standard, through a member-driven Bring Your Own Identity Service.
Key Words: Identity as a Service, Bring Your Own Identity, Identity Verification, Identity Solution Provider, Trust Online

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San Madan

san [@] goldenbridgeawards [dot] com
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