What resource challenges are most difficult to solve?
That's happening a lot more now. And statistics say that if somebody has already resigned and then they back out of it, that individual will be gone within six months. But the problem is that you need somebody now; you can't wait six months.
I look at it the other way as well: if they've already signed the offer letter and then they back out, then I'm not going to want them at that point. They've already backed out once, so I'm not going to give them a second chance.
It speaks to two issues in the process: One issue is knowing the process itself. There's a lot of confusion around who needs to approve a hire to get the new person set up. And then the second issue is figuring out how to speed that up and make it more efficient. Having worked in big companies for most of my career, it’s an incredibly lethargic process. It's just one more hurdle.
We see his problem with many of our customers. The complex internal processes added to new technology implementation such as Workday or SuccessFactors is really throwing them for a loop. One of the first processes they ask us to help optimize is the hiring process. Second in the employee onboarding.