So in what could be, will be, considered the country's tiniest...

So in what could be, will be, considered the country's tiniest news vacuum on the ASX I thought I'd do some scouring around to see what's happening with 1PG behind the scenes, before we hear some more great news and agreements being signed in the not too distant future!

EVENTS:
It looks like Joanna will be here in Australia to talk at the AMP:

Amplify Festival 2015
Amplify Festival
Monday, 1 June 2015 at 10:00 AM - Friday, 5 June 2015 at 6:00 PM (AEST)
Circular Quay, NSW

https://amplifybusiness.com/users/Johanna


Also she will be attending this one in April:

The Sales 2.0 Conference
April 27-28, 2015
San Francisco

http://www.sales20conf.com/SF2015/speakers.html



Also of interest to me was the site, The HR Network, which Joanna had mentioned in the webcast, they have over 390k members, it states:

"We are a social community of over 390,000 members worldwide. Our professional spectrum ranges from human resources, to training & organizational development, over to the talent acquisition marketplace. Highlighting all things related to human resources, our goal is to share the best knowledge to help our respected industry. Interested in staying up-to-date with what’s going on in human resources, interacting with business colleagues and participating in thehrnetwork.com’s events, forums, and contests? Join the ever-growing Community online to get involved because, after all, it’s all about the community! "



These guys are also the ones doing the documentary that 1 Page will be in, which was also mentioned in the webcast, it doesn't look to be available as yet:

"This documentary film will investigate the current challenges HR professionals are facing in today’s economy.  As we navigate through times with a profoundly incompatible government, brace ourselves through unstable stock market beats and endure one of the highest number of unemployed citizens our country has ever seen.  This film will follow HR individuals with different backgrounds including training, organizational development executives and bloggers. We will dive into their professional world and learn more about what must be improved and what simply works."


Joanna actually has a piece in there dated March 3rd:


HRTech. What are the Issues?

March 3, 2015 8 days ago Technology, Today  Joanna Weidenmiller
HR tech has never been “hotter”. So where is the problem?
  
HR Tech is very hot topic today and discussing what is wrong with it will be the topic of the next Docufilm by LaVoie Entertainment, producers of the reality show Top Recruiter. The intent of the documentary is to invite HR Practitioners and HR Tech company leaders to have a real conversation about what is not presently there. Nothing like “ours is better than yours because…” but an honest conversation about the needs and the vision from all perspectives.
  
HR Tech is also the name of the conference in Las Vegas that in 2013 attracted record attendance for the fourth year in a row, making it consistently the largest in the world with a community of 8,000 and growing. Everyone from the largest multinational conglomerates in the world of HR Technology, to the up and coming HR tech niche players were showcasing their technologies to the largest group of HR professionals that has probably ever been under the same roof. HR technology is hot, and if the crowd that every year attends and showcase in Vegas in not a sufficient evidence of that, well maybe we can also point out the fact that in the last three years the industry has experienced multibillion dollar IPOs and acquisitions, as well as seen hundreds of million dollars in funds raised by a fast growing number of HR tech start-ups.
  
But we all know deep inside that there is a problem with HR Tech, and maybe it is the same exact problem that we face with most of the technologies whose ads surround us every day in the magazines, online, in the stores, in our inbox, or everywhere since retargeting banners can chase us no matter where we go. Many of those advertised technologies are designed to make things faster and easier, but do not really add value to what we do. And the risk when we leverage “fast tracks” for our everyday activities is that we might lose focus of what the real goals are; we stop innovating, becoming slaves of processes and practices that soon become the new standard. Next thing we know, ‘change’ becomes a threat, stepping out of our comfort zone is not an option anymore, as we think that the switching costs would be too high for us and for the entire organization.
  
Is technology adding value to our work? Rethinking the mission of HR Tech
  
Then let’s ask ourselves a question: are my HR technologies, platforms, apps, searching tools, etc… giving me additional value or are they just making things faster. Let’s consider the need for resume filtering systems: since we introduced faster ways to “eliminate” candidates, other technologies helped them to “spam” companies with more and more resumes. With one simple click, candidates can send their resumes to millions of companies, and maybe that is why in 2013 nearly 6.8 Billion resumes were sent to only 5 Million companies. Might it be that the more we build “technology walls” to protect ourselves from candidates, the more other providers will help them reach us anyway? In the end, what is happening here is that when we source candidates based on resume format, keywords, names of schools, and other descriptive variables, we do not really add value to the company and or make any good service to job applicants (candidate experience has never so bad). Easy then to agree that with the rise of technology “a resume [becomes] an excuse to reject you. Once you send me your resume, I can say, “oh, they’re missing this or they’re missing that,” and boom, you’re out. Having a resume begs for you to go into that big machine that looks for relevant keywords, and begs for you to get a job as a cog in a giant machine. Just more fodder for the corporate behemoth.” – Seth Godin
  
Why HR people don’t trust HR Tech vendors
  
Most of the times when I’m talking to HR practitioners about technologies and solutions they’ve implemented lately, I hear horror stories. Some of those stories talk about implementations gone wrong, or on boarding that was done halfway; sometimes generating problems like employees that didn’t get paid for weeks, vacation hours earned and calculations incorrect or non-existent for a period of more than 3 or 4 months. The failure of the product launch and implementation is likely to be distributed among to the technology provider and the implementation team, as well as the company. This is why sometimes HR is scared of technology. And that is why after two days walking around the HR tech conference, talking to hundreds of vendors and attending as many demos as they possibly can, HR professionals are still not able to make any purchase decision. Every product promises to make the job easier, while nobody seems to discuss risks and the efforts that are required from the company side to make things work; also, little time is spent on the added value that HR managers will see in the long-term, beyond the walls of the HR offices. Because when HR is successful in sourcing, engaging, and retaining the most talented workforce, the company as a whole has the strongest competitive advantage to win on the market: the right people.
  
What HR Really Wants from HR Tech & The Mistakes Vendors Make
They want to know that vendors care: understanding the challenges they face and designing the platform with a clear vision of how it will be used every day.
  
They want vendors to understand what buyers do: vendors need to do the homework, learning about industry-specific needs, challenges and existing practices and procedures. Furthermore, admitting the limitation of their technology is the real asset, rather than promising integration’s and functions that will never work.
  
They want vendors to support HR: selling is just the first step. Customer service, customization’s and a real onboarding are the key elements of a successful relationship that leads to trust and long-term relationship. Ultimately, a happy customer is also the best brand ambassador and lead generator for every vendor.

http://thehrnetwork.com/hrtech-what-are-the-issues/


I'll leave it there for now as it's long!