#Ohio SHRM gave me the opportunity to meet the man behind the myth behind the legend that is William Tincup. Tincup is something of a marketing legend. I’ve seen what he has done for his own brand within the HR and Recruiting space, as well as other projects, and the impact he has had in helping to raise downloads for HR radio show #DriveThroughHR to 100,000 downloads a month, since teaming up with show founder Bryan Wempen. This is some achievement in the competitive world of Blog Talk Radio, and in a tight niche like HR, even more impressive.
Tincup is a bit different, in a good way. I used to get his marketing e-mails from his days as a founder of marketing firm Starr-Tincup. They always made me think, and challenged my views on how to make these types of campaigns effective. He is now working on projects with HR technology companies developing and delivering post-sales support, with the aim of enabling them to retain the customers they fight so hard to win. Tincup always wears a hat, thinks a bit differently and shoots from the hip. (sound familiar?). I liked him a lot.
I was fortunate to catch his presentation on implementing HR technology, in which he was giving the HR professionals sound advice in how to buy, implement and negotiate with HR technology providers. The key take-aways from his session were:
1: Be very clear on what you want the technology to do before you start looking.
2: Include users in the buying process from the first stages. They know what they need best, and will help make the best decision, as well as ensuring a few champions when it comes to implementation.
3: Negotiate on-going free training in to the original deal, and go back to your existing suppliers to demand this.On going training ensures the best use of the technology.
4: Ask for the implementation team to be involved in the negotiations before you agree anything. Sales tend to say yes, while the implementation team tends to say no. Getting all parties around the table from the beginning will resolve this.
5: Seek recommendations and research via social-media, rather than taking up those from the supplier. Engage with actual users, in order to get a clear picture of the reality of the product you could be buying.No supplier is going to recommend you talk someone other than a real product champion.
6: Before you replace, make sure you are not just under utilising your existing tech.
7: Make sure that any agreement you reach will always get you the latest release. Don’t become an out of date user after a few months.
8: As a buyer, you have the most power to get the best deal for you. You need to think of this as a long term deal rather than the best deal now.Plan for the life of your product, and include this in your negotiation.
I think this is good advice, not just in terms of HR Tech, but all tech.
Thanks William for sharing,