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NativeAdVantage 10-Q2BA:

(10 Questions 2B Answered)

What do you do best?
What makes you the best?
Biggest success?
What are your aspirations?
Most challenging moment?
Favorite Motto?
Favorite People?
Favorite Places?
Favorite Products?
Current Passions?


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Wednesday
Dec072016

Greg Moran: President & CEO, OutMatch

My NativeAdVice:

Bio:

Greg Moran has more than 10 years of human capital management, sales and leadership experience. He is also the author of Building the Talent Edge: A Field Managers Guide to Recruiting the Best (Spring 2005) and Hire, Fire and The Walking Dead (June 2006, W Business Books). Previously, Greg served as Founder and VP of Sales for PeopleAnswers America, a leading provider of behavioral assessment software to mid-market and large companies in North America. Before PeopleAnswers America, he founded and served as President of Pinnacle Technology Solutions, an executive search, staffing, and human capital management services firm. He has also served as Vice President of Best Resume/Career Management Services. During his tenure, he co-authored Job Hunting: The Ten Best Steps to Success, a job search workshop and audio/video tape series. He is a thought leader in the field of human capital management, having been quoted in national publications such as Business Week, The Wall Street Journal, and Inc. Magazine.

How did you get into the industry?

Isn’t the HR industry where every political science graduate ends up? Seriously, this is the field I grew up around. My father was (and remains) a career counselor, so discussions related to HR topics and issues were not uncommon around the dinner table. After college, with no experience, I was hired as a recruiter by a major international firm. A year later, thinking I could do the job better on my own, I invested the small savings my wife and I had to start my first company, Pinnacle Technology Solutions, which focused on recruiting for jobs in the tech industry.

The company grew, things were going great – and then, the dot-com bubble burst. I decided to sell the business, but I also made an important realization: what I enjoyed most about recruiting was the technology side, which at that point was a nascent field. With a new focus on HR technology, I launched and sold a second company, peopleanswers America, then started a third company, Chequed.com, which merged with Assess Systems to create OutMatch, where I currently serve as President and CEO.

Any emerging industry trends?

In the era of Big Data, the biggest trend centers squarely on analytics. In a short period of time, HR technology has undergone a rapid evolution. The initial focus was on the front end of the hiring process: building systems to drive candidates in and then manage the workflow of applicants. Today, the most meaningful trend is managing analytics in a way that gives measurement, insight, and impact to the talent selection process.

In addition to making good hires, organizations need to understand whether their hiring process is working, and if not, how to fix it. Then, it’s important to optimize HR to improve the bottom line, just as an organization would do with any other critical function, from sales to procurement to finance.

Any industry opportunities or challenges?

We have a unique opportunity to focus on the candidate experience in a new and different way, and the timing is fortuitous, amid the ascension of the tech-savvy (and tech-reliant) millennial generation into the work force. Designing and developing technology that goes beyond managing workflow to one that puts the needs of the candidate first is essential. Every organization should understand that its recruitment brand is an important part of its identity, and needs to be managed in the same way as any other part of its brand. Those that don’t put the candidate first will be left behind.

Another big opportunity – which is also a challenge – is being able to deliver insightful analytics. Simple reporting of numbers associated with an organization’s hiring process is no longer enough. Taking the next step to generate meaningful and actionable information is becoming a vital piece of optimizing the talent selection process.

Inspiration for the business idea, and your vision for the Business?

The inspiration came in recognizing that the process of matching the right people with the right jobs – the core component of any company – is not only broken, but has been fundamentally flawed for a very long time. In no other part of a business would decisions be made subjectively, devoid of information, as they are in hiring. It is empowering to play a role in developing new ways to improve the talent selection process, to make it more predictive, and to produce better (and happier!) employees and hiring managers.

The long-term vision for OutMatch is quite simple. We are passionate about building the industry’s leading data-driven talent management system, and being recognized as the leader in that space. That means continuing to develop solutions that deliver real-time data and analytics to enable informed hiring decisions, and providing the talent selection expertise to help companies make better hires while improving their hiring process.

What's next for the Business in the near future?

We are particularly pleased to have successfully completed our first year following the merger. That can be a challenging process, but thanks to a talented and dedicated OutMatch team, a cadre of outstanding clients, and our forward-thinking investors, we hit the ground running and continue to build positive momentum.

In the near future, we are focused on two major thrusts that will be integral to the company’s growth and success. The first is redefining the way talent selection solutions are delivered through our Expert Service Bundles, which combine technology, support, and services through an industry-first SaaS+ model. The second is rolling out the next generation of our technology, which will further enable a candidate- and mobile-first experience that provides the rich analytics an organization needs to make better hires and enhance its hiring process.

Your key initiatives for the success of the Business?

We have had great success in building partnerships within our key vertical industries, which include retail, restaurant, and hospitality, and we’ll need to continue to do that. We are fortunate to be working with some of the biggest names in each of those sectors, and to be adding new customers, as well. As we look to the future, one of the keys to continued growth and success will involve extending our reach beyond the talent selection process, and pushing into other areas in which analytics can enhance organizational performance.

Your most difficult moment at the Business? (and what did you learn?)

As anyone who has gone through a merger can attest, the process of integrating two cultures into one high-performing company presented the biggest challenge we’ve seen to date. In the process, we learned something important: you can make it work. The keys are to set a common goal, and to encourage understanding and buy in. It’s certainly not without its challenges, but one year later, OutMatch is proof that the whole can be greater than the sum of its parts.

Ideal experience for a customer/client?

Our clients receive measurement and insight into the hiring process in a way they’ve never experienced before. Not only are they able to make better hires, but for the first time, they can understand what truly makes a great hire in their organization. Just as importantly, they can measure the impact of a new hire, and use that information to fine-tune their hiring process. The result is a happier and more productive team that delivers a positive impact on the bottom line.

How do you motivate others?

More than anything, I strive to ensure there is clarity around how goals are set and how progress is measured. In the same way you wouldn’t set off on a trip without typing your destination into GPS, and then monitoring the details along the way, we can’t expect employees to deliver if they don’t know what is expected of them.

We all run so fast in the business world today that it can be challenging to stop and compare where we are with where we need to be. By setting aside time to assess that – whether daily, weekly, monthly, or quarterly – we can keep employees engaged and on track.

Career advice to those in your industry?

The ability to visualize and communicate data – giving meaning to complex things – is becoming a critical component of nearly every industry. If you can do that, no matter what your career interest is, the sky is truly the limit.

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