Providing a Clear Upgrade Path from Stellent 7.6 and Oracle UCM 10g to WCC 11g

Embracing the Power

4s SwirlOracle WebCenter Content (WCC) provides industry leading document management and records management services designed to support the most demanding enterprises. In today’s environments, organizations have multiple content management systems deployed, most of which were purchased to support specific department needs, while others are older systems that are no longer supported. WCC provides a robust and fully integrated content management platform that supports organizations down to the department level while providing the enterprise consistency needed to drive innovation at a macro level. TekStream provides many diversified strategic services to assist companies in streamlining their content management consolidation, migrating legacy applications, and upgrading to Oracle WCC 11g.


TekStream Upgrade Services

There’s no doubt that upgrading to legacy applications improves workflow efficiency, brings clarity to operational data, and can significantly reduce your innovation debt. That’s why TekStream provides Stellent and Oracle UCM customers with an upgrade path designed to limit the risks of data loss, avoid the loss of functionality, and reduce the overall impact to the organization inherent to large scale upgrades. Our methodologies have been proven to be successful in some of the world’s largest enterprises and continue to be acclaimed as the industry leader in design, delivery, and support.

Working with TekStream

  • Reduce Risk through proven methodologies
  • Maximize data migration tasks with TekStream tools
  • Reduce Cost through license evaluation and Hosting options
  • 100% consultants Oracle Certified
  • Legacy Product Expertise
  • Average of 10 +years of deployments and support per consultant

How Can TekStream Help the Upgrade Process?

TekStream utilizes an enhanced methodology we call QuickStream: detailed Design, Development, and Implementation based on requirements that balance the business and technical needs of the organization. QuickStream initializes the overall process by providing customers with a 4 to 6 week Discovery, Design, and Phased Implementation road map that will reduce the overall cost of your project by eliminating pitfalls and reducing risk of scope creep. TekStream upgrade services also provide unique tangibles to ensure our customer’s success:

Enhanced Methodology

  • Guided Discussion/Questionnaire for Migration Fit
  • Decision Trees
  • Design Documentation


  • Utilities
  • Sample Code/Queries

Knowledge and Experience

  • TekStream Consultants help customers to avoid common problems and unforeseen issues

Additionally, TekStream introduces CloudStream as an optional component of our Upgrade Services.  CloudStream provides a complete hosting package, based on a Tier-1 backbone, designed to minimize infrastructure costs, provide software price saving options by taking advantage of Oracle VM, reduce implementation time, increase the financial rate of return, and minimize the amount of internal support required.

In our experience, we know it’s a good investment to team up with an Oracle partner specialized in your project’s technology. To ensure success, a detailed road map is necessary  If you have a project you would like to push past the goal line, contact us today to have an expert evaluate your needs and goals. We look forward to hearing from you.

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Social Media: The Double-Edged Sword When Job Hunting

Social SwordsAs you’ve probably heard, recruiters and hiring managers are using social media more and more as sourcing tools.  LinkedIn was the source for almost 1/5 of the candidates our Resourcing team placed in 2012, and an assisting factor in most of the others.  TekStream’s staffing focus includes more than just Oracle WebCenter and other Content Management Solutions; we staff for a variety of Digital and Interactive Marketing agencies, and you can bet that any candidate sent their way will be expected to have, at the very least, a LinkedIn profile.  Many people do this, but just signing up for LinkedIn is not enough. You need content on your page.  This is your opportunity to showcase your experience, your skills, and a little of your personality.  Here are a few must-haves:

1)      A title.  The main title that displays just underneath your name should adequately reflect where you are right now in your career, and what your focus is.

2)      A custom URL. You can change the URL of your LinkedIn page to something easier than the mess they give you by default.  For example,

3)      A Summary.  This is your chance to sum up the experience you’ll be filling in below, who you are, and where you want to go in life/work. If you’re going for a Copywriter position, and you haven’t written yourself summary,that can reflect poorly on your skills.

4)      Experience.  You need to have at least the past five years of work experience listed.  If you worked with certain tools, programs, languages, etc.. —Make sure you include them so that you are searchable on those terms.

5)      Connections.  You don’t need to have umpteen billion connections, but at least 20+ would be good.  Start by connecting with co-workers past and present.  You can also build more connection-relationships by joining some Groups that pertain to your interests.  If you’re a Community Manager or Social Media Strategist, or even a Recruiter, the expectation for the number of connections is higher, but quality is also a factor.

6)      Good Spelling/Word Usage.  Please, please, PLEASE check everything for typos.  There are browser plugins you can install that will spell-check your page, but improper word usage can trip you up as well.

If you are going for the Social Media and Digital/Interactive Marketing roles, it behooves you to have a good LinkedIn profile—even if you aren’t, you should still have one—and showcase the skills in your profile’s presentation.

The Other Side

Not having a social media footprint can really hurt your chances in the job market; however, there can also be issues from having the wrong kind of footprint that’s out there and easy to find.  One of the biggest headlines in the business world in 2012 was the debate on whether or not it is legal for an employer to request the username and password of an employee’s Facebook page.  While frowned upon, it is technically legal for them to request that.  Unfortunately, there’s a bigger problem out there for job seekers making a big splash in Social Media: it is not uncommon for hiring managers to look up a prospective candidate’s Facebook profile, and have their decisions influenced by what they find.  This practice toes the line of discrimination, but as yet, there aren’t any laws protecting Facebook users from being fired (or not hired) based on the content of their Facebook page.  It is imperative that you protect yourself at the very least with privacy filters.  These are options you can select when posting a status to Facebook.  You can also control, to an extent, what content others can post on your Timeline.

For example, let’s say you have recently applied to a firm as a software developer.  The hiring manager receives your resume, and looks you up on Facebook.  He sees that your profile picture is you with a pyramid of empty shot glasses, perhaps from your birthday.  That image colors how the hiring manager perceives you now.  This can be particularly damaging if the work environment is more conservative.  Based on that picture, the hiring manager is (technically) legally able to choose not to hire you, as your public face is counter to his/the company’s moral/behavioral standards.

Now let’s say that you are more careful, and you filter your posts, so nothing that could be objectionable or harmful to you is publicly viewable.  You can still feel the burn of rejection if you don’t have controls on who can post what to your timeline, if your friend posts a picture of you out at a political rally, or writes about how wasted you two got when bar-hopping over the weekend, etc.

If the individual privacy settings are too complicated, you can always have two separate Facebook pages: one with your real name that is professional (good for sharing articles about your particular job area), and one that is personal with a fictitious name (the more fictitious, the better) for you and your friends.

Is it fair for hiring managers to make decisions based upon our personal pages? No.

But, as there currently isn’t any legislation to protect what’s on our pages, it’s best to take the extra step and protect yourself.

Social Media can greatly help and hinder your ability to land a job. Make sure you’re getting lots of content and information out there, but evaluate what you post so that it’s the right kind of content.

Want to speak with someone who can answer your questions? Cal 855-TEKSTREAM or submit the form below to have a recourcing specialist contact you.

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4 Career Lessons I Learned from the 2013 Academy Awards

OscarsThe Academy Awards – or more commonly, The Oscars—is a veritable gala, eagerly anticipated by millions of viewers across the country.  It’s a time when we all gather in front of our televisions to watch the stars parade across the red carpet, flaunting the latest fashions, and debate who wore it best.  The pageantry, the host, the presenters, the performances; there’s a little something for everyone.  Some people think award shows rot your brain, but if you saw the Oscars, there are some valuable career lessons you take away from it.

1)      Be aware of your audience, and have a filter.

This is particularly in reference to Seth McFarlane’s crude song, dedicated to all the actresses present who had exposed a part of themselves while portraying a character in a film. While there is a bit of comedy expected from Oscar hosts, it’s still a rather prestigious event, and a bit of class is expected.  As we saw in the wildfire reaction on the internet, and the blank expressions on his fellow actors, the performance and the joke fell flat.

So when you feel encouraged to bring a little levity to the world at work, be mindful of your company culture, your coworker’s sensitivities, and HR policies.  There are plenty of places where you can make a remark that is a bit off-color and be okay, but if you push it too far, you can face as little as a verbal reprimand or as much as sexual harassment charges and termination.  So, before you bust out the latest shtick from your favorite comedian to your coworkers or your boss, stop and consider what the possible repercussions could be.

 2)      Dress for success, but be comfortable in it.

We all cringed with Jennifer Lawrence when she tripped and fell on her face, while walking up the steps to receive her Oscar for Best Actress.  She recovered well, but later in an interview, she mentioned that she tried on the dress for the first time that morning. She looked absolutely ravishing, but her lack of practice with the dress contributed to an unfortunate moment in a time of high-emotion.

Most employers expect you to show up at a job interview wearing a suit, but how often do most of us actually wear them?  Two things stand out when someone wears a suit: How it fits you, and how you move in it.  You want your suit to fit you well, to present yourself as a clean, confident candidate; however, it’s just as important for you to be comfortable in it.  Hiring managers can spot someone who is uncomfortable in a suit a mile away, and it can sometimes cause problems in their perception of you.  If you’re going for a client-facing sales role in a corporate office, they want the guy who wears the suit—the suit doesn’t wear him. Being comfortable in a suit adds a whole layer of confidence.  On top of that, a job interview, or even regular work tasks, can be a high-stress environment, and you’re more likely to have a clothing-related accident if you aren’t used to wearing a suit.  So, dust off that garment bag in your closet, and start wearing your suit for a few hours every week.  The more often you put it on and work or move around in it, the more comfortable and confident you will be.

 3)      Always share the credit.

Out of twenty-three James Bond films that have graced the silver screen, with their iconic opening songs, they have never won an Oscar for Best Original Song—until Adele. When the soulful singer from the U.K. took the microphone to receive her award for Skyfall, she spoke a few words of thanks to the studios, sang the praises of her producer and co-songwriter, and promptly handed both the microphone and the spotlight to him.  She could have easily talked the whole way through, listing off friends and family, talking for both of them, but she recognized that his is the face less-seen, but just as important a factor in their success as she.

When you are working on a project, it’s very rare that you’ll be working on it 100% entirely on your own.  There are always contributors and parts of the team, though they may not be as out in the open as you are.  It is very important to share your success and the credit thereof with your team.  Not only does it feel good to say nice things about other people, it fosters a positive work environment.  If you share the credit on a project, even something as minor as, “I’m glad you like the spreadsheet—I never would have completed it without _____’s help with that formula”, can help people feel appreciated, like their efforts mean something—it also encourages them to help you out with no hesitation next time you’re in a bind.

 4)      Find a good work/life balance.

Ben Affleck’s acceptance speech when ARGO won Best Picture touched our hearts as he thanked everything from Spielberg, to Canada, to the people struggling in Iran—but nothing was sweeter than when he thanked his wife, Jennifer Garner, for “working on our marriage for 10 Christmases,” and he said, “It is work, but it’s the best kind of work, and there’s no one I’d rather work with.”  All relationships are work, and it’s the team effort at home a balance Affleck and Garner build between filming and family time that allows them to not only be happy, but to produce such great work.

If your career takes up 95% of your time, and the other 5% is spent sleeping—you don’t have a good work/life balance. Regardless of whether or not you have a “someone special”, there needs to be equality in the time you spend on work and the time you spend at home or on yourself.  Many employers are looking to improve the work/life balance of their employees, but feedback is needed.  People who reach that level of career-nirvana are much happier and more productive in their jobs. You might have heard of the Work Hard/Play Hard ideal mentioned in an interview, on a job description, or in a company meeting.  Many companies that are trying to stay competitive will ask for four intense days of work, but will allow a remote day for ease of scheduling things like doctor’s appointments, car repair, and other necessary tasks that aren’t available for completion on the weekend.  Other companies may compensate for heavy demands on work-effort by providing more vacation days, or more flexible leave time. So yes, work hard for the money, but don’t forget to take time for yourself and your family to recharge.

These little lessons can help you on the path to success, but sometimes you need a little extra assistance getting there.  Working with a recruiter can give you an edge—they not only know how to help you showcase your talent, but also where the best audience for you is, and they’ll do their best to ensure both you and your audience are happy.

Contact one of TekStream’s recruiters today! Learn more here!

Taking Legacy From Zero to Hero with Oracle WebCenter!

HeroIt happens to all of us. There comes a time when we realize that our needs have moved too far beyond the capabilities of our current environment.  Then what?

There are a lot of approaches that can be used for software upgrades, but irrespective of approach, it is absolutely the perfect opportunity to take stock and consider:



  • Is this part of a wider platform upgrade?
  • Will the existing infrastructure support the new environment?
  • Like-for-like upgrade or introduce improvements and new features?
  • What feedback are your user groups providing?
  • If you started it all again what would you have done differently?

Within the Oracle WebCenter specialization, TekStream is working with an increasing base of clients who recognize the need to move from an older legacy environment (for example products from Stellent, Plumtree, BEA, or FatWire) up to the latest offerings from Oracle.  Often times these clients have invested some time back prior to Oracle’s acquisition of the vendor providing their software platform. The sum of the parts is a lot more than what  had been included with the prior products, so with a lot more available where do you start?

We recommend a structured small step upgrade to these projects.  This approach ensures the highest level of user continuity, and also allows the client team to learn the new product and form a vision for broader use of the new capabilities.  TekStream recommends the following typical process:

  • Conduct QuickStream discovery workshops to define existing environment and ensure comprehensive transition within the upgrade
  • Install and configure the new product version in the new infrastructure (if infrastructure is being updated as well)
  • Migrate from old to new, with the only changes being those needed to ensure the working parts continue to function seamlessly for the end user community
  • Conduct a follow-up QuickStream to explore opportunities for enhancement or expansion across your enterprise, delivering a roadmap that leverages your WebCenter investment
  • Phase the implementation approach with changes introduced over a defined period of time
  • Implement managed services to ensure platform stability and incremental upgrades, minimizing the risk of another major upgrade in the future.

Do you have an upgrade on your horizon? Peek at this datasheet and contact TekStream. We’ll assist with all the heavy lifting!

TekStream Upgrade Datasheet

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