In business, but especially in the technology world, you can sometimes figure out what a company is planning by looking through their job descriptions. As an example, here’s an old post from one of my favorite gadget blogs, engadget, about Apple potentially making Ipods wireless – based on a job description they found on the company’s website. (The company later worked with Motorola to put Itunes on a cell phone)

The point is, you can sometimes divine a company’s intentions by seeing who they’re looking to hire and what skills they want those people to have.

I was directed to this job posting for a consultant at a company we are sometimes compared against. It includes skills such as:

• BS in Computer Science with related experience
• Significant Web Application Development experience (SQL Server, Oracle and/or DB2, HTML, Java script, Server-side scripting ASP JSP)]
• Interaction with client IT directors and managers

Now, here are some bullets from a requisition for a consulting position at SuccessFactors:

• Several years of experience in software integrations within or for a Human Resource Department.
• Experience in HR practices, as well as PeopleSoft, Lawson, Oracle or other HR software preferred
• Extensive HR background in Organizational Development, Leadership Development, Succession Planning, 360 Review, Core Competencies, etc.
• Experience with managing the Quality Assurance processes for software implementations
• Excellent oral and written communication skills
• Technical understanding of software operating systems and ability to work comfortably with HRIS engineers.

The difference should be plain. SuccessFactors consultants are hired because they know HR – and are focused on solving HR business problems. Others are hiring software focused consultants because they are focused on delivering a piece of software.

Who would you rather have on your side?

For further reference, you might want to check out this piece at ZDNet about the real meaning of on-demand versus traditional software.