Rayanne Thorn
Rayanne Thorn

Rayanne Thorn

Vice President of Marketing
About : Rayanne Thorn joined Dovetail Software as VP of Marketing in 2015 after years working as a head of marketing for several HR and recruiting technology companies. She brings with her a great deal of experience as a former recruiting and HR practitioner who is passionate about the talent management industry. She launched HR Latte, an industry-related podcast, in 2014 to start conversations about what what we are doing right and how we can improve human resources and the many technologies which support it. She is an avid writer and loves producing worthy digital content that makes a difference in how we think and act. Expertise marketing, digital content, recruiting, human resources, conferences, events, video, podcasting, presenting, public speaking, copywriting, partnerships, strategy Feel free to follow Rayanne on Twitter here --> @Ray_anne
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Posts by Rayanne Thorn:


Rayanne Thorn
August 17, 2016

Wellness

Each season, I like to create content to support our marketing efforts for the year and upcoming conferences. After 30 live broadcast interviews at HR Tech last year, we discovered that everyone was interested in and talking about “wellness” – I started thinking about this and all that entails for a company and its talent…

Employee Health: Physical / Mental Wellness Job Satisfaction Job Stress Employee Engagement A Strong HR Department Employment Branding Employee Referrals Supportive Management Quality Leadership

And so much more. We live and work in a time where our resources are stretched thin – job seekers and employees are more aware now than ever of the importance of balance. Wellness – whole wellness – can be directly correlated to our work and how we are treated by our employer, organizationally and individually. And this does not


Rayanne Thorn
March 15, 2016

Why Healthcare HR?

Dovetail Software is committed to expanding our reach and information share to HR departments in specific industries that include Healthcare, Higher Education, Hospitality, and Retail.

With each of these industries, as well as with our healthcare clients, comes  a level of responsibility to understand the particular challenges to talent management in hospitals and healthcare organizations

Dovetail is excited to share what we have learned and provide content that benefits not only our clients but all those who face Healthcare HR head-on.  We look forward to sharing unique blogs, podcasts, white papers, webinars, and case studies specific to Healthcare Human Resources.

Your Requests

If there is a particular topic in this arena which interests you or could assist your department, we would love to dive into it and deliver solutions or answers that help.

Feel free to message


Rayanne Thorn
March 9, 2016

Why is money left on the table for HR Shared Service Initiatives?

“The classic excuse is ineffective or inadequate change management, and that’s certainly on the list.” – Jim Scully

Jim Scully, Founder and President of the HR Shared Services Institute, has been entrenched in HR shared services for more than 20 years, both as a corporate executive with Georgia-Pacific Corporation and consultant.
He places causes for waste in three categories:

1. Waste-for-Less models focus on performing current activities cheaper, usually through a combination of labor consolidation and geographical relocation of activities (offshoring, nearshoring, “ruralshoring,” etc.). Little attention is paid to identifying process waste, much less eliminating it. As a result, waste activities continue to be performed albeit by less expensive resources.

2. Less-Waste models are a step in the right direction. To varying levels of success,


Rayanne Thorn
February 25, 2016

Do you know what HR Case Management is?

In the customer service sense, case management speaks to tracking interactions with customers, making sure their purchasing and product acquisition experience is the best. If we were to address case management in a healthcare environment, we would see the tracking of the life cycle of a patient, through their interactions with a healthcare provider or healthcare facility/system.

HR Case Management can be viewed similarly, in that reporting and tracking employee interactions with HR allows for a greater understanding of the employee experience with the employer, and vice versa. Data collected using HR Case Management creates opportunity to efficiently handle questions, requests, and problems without losing any information, or letting issues or challenges to be mishandled, mismanaged or not managed at all.

Recap

The use of an HR Case Management system


Rayanne Thorn
January 29, 2016

Dovetail HR Reporting

We recently upgraded our reporting engine to deliver the robust experience HR needs when it comes to understanding the data they gather and store. I know, I know — there’s that word: data. Guess what? It is part of business today and HR, being a contributor to the success of an organization, knows that numbers and metrics with the analysis of all the data collected is imperative to recognizing what works, what hasn’t worked, what is no longer working,  as well as when it’s time to shift and change, or implement a new process.

What does ROBUST mean?

It means that Dovetail’s upgraded HR Reporting Engine provides:

Out-of-the-Box Report Writing Templates Tight Security Integration Multiple Languages and Cultures “Get Help” Function Familiar Report Creation Interface Report Scheduling Password-protected Export of Reports What does all of this mean?


Rayanne Thorn
January 14, 2016

Understanding the Impact

Employers sometimes forget or misunderstand the impact a new job has on their new employees.  This includes the personal change that a new job brings for said employee, as well as revealed personal skills gaps, or attaining new management responsibilities. The New Job Impact does not have to be negative, it can be very positive. And when it is, the impact on the hiring company, in turn, can also be also positive.

Hire to Retain

Having this hiring policy requires a change in how we view every new hire,  as well as every single current employee. With a gained understanding that companies want to protect their investments, doesn’t it make sense to protect their talent from those things / distractions that keep employees from fully investing, heart and soul, in their organizations?

What Employees Want Appreciation


Rayanne Thorn
January 11, 2016

Mark Stelzner of IAHR on HR Tech Implementation

Mark Stelzner popped by our booth, taking time out of his busy schedule to share some insights and advice regarding the implementation of HR Tech – “It’s never over!”

Mark presented, “How Do You Build an Entire HR Technology Roadmap” at the conference and took a few minutes out of his very busy schedule to teach us a bit about the changes that are happening and need to happen in HR Tech – we need to see a return to great customer service as more and more HR suite solutions move to the cloud, as “This is about people.”

“With the ferocity of change,
good client vendors are releasing new functionality
at a pace and cadence that is unprecedented.” – Mark Stelzner


Rayanne Thorn
January 5, 2016

“Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.” – Anne M. Mulcahey, Former CEO of Xerox

Employee Engagement Leads to Talent Retention

I continue my hope that we are coming out of a time of recession, but every time it looks good – that this is a possibility – something causes that view to change. Companies respond differently to recession.  Many laid off or lost quality talent, others downgraded or demoted employees, reducing their hours or pay. Many others initiated hiring freezes, leaving departments struggling with too few employees. Hiring and retaining the right talent is sometimes considered a luxury many organizations cannot afford


Rayanne Thorn
December 31, 2015

Dietrich Warner, HR Operations Director at Boston University

We were so happy to have Dietrich join us for an HR Tech Conference Presentation with Dwane Lay, our VP of Customer Experience here at Dovetail, AND he also stopped by for a quick chat in our remote intrepidHR studio at the Dovetail booth in the Expo Hall to talk about Employee Happiness vs. Employee Engagement.  Dietrich feels it is a very interesting time to be a part of HR when you consider technology and all the moving parts. A former SAP consultant, Dietrich brings his very necessary understanding of technology to his role as HR Ops Director at Boston U.

“From a core HR perspective,
I’d like to see a move from legacy solutions to cloud-based offerings.”

You Cannot Automate Employee Happiness

This was Dietrich’s


Rayanne Thorn
December 28, 2015

Chip Luman, COO and Co-Founder of HireVue

We welcomed Chip Luman to our remote intrepidHR studio at the Dovetail booth in the Expo Hall at HR Tech to talk about Digital Communication to Assist with Better Decision-Making.  Chip was eager to share with us what’s new at HireVue and how they continue to succeed.

“The most important thing about attending a conference is ‘go talk to people’ –
it’s really about engaging.”

Breaking down the data and how can we use it to learn more about what’s going on within your organization. Chip Luman shared a bit more on this topic, Digital Scientist? This is the hot new job. How do you learn more from ALL the information we are collecting.

Chip Luman on Twitter
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