Talent Management Upgrade this Weekend

Talent Management Upgrade this Weekend


Talent Management 14.2.5 Your instance of Deltek Talent Management will be updated to version 14.2.5 on Saturday, April 1, 2017, between 2:00 AM – 10:00 AM EST. This update occurs during an 8-hour window where you may experience an interruption of service. Please be sure all affected users are aware of this update.


As part of our ongoing commitment to address customer needs, we will be releasing our Talent Management monthly update on Saturday, April 1, version 14.2.5. This release delivers fixes and enhancements, including:

  • Recruiting: Approvers who have been off-boarded will no longer be receiving “Offer Approved by Candidate” notifications, and internal applicants will not experience missing or incorrect data in some fields on the Internal Resume Form. Merge code enhancement allows Users to display Referral Source on Letters.

Please note that the Release Notes will become available on Monday, April 3, 2017 when we send a follow-up notification to confirm the update is complete.

Using Onboarding to Set the Stage for a Positive New Hire Experience

Using Onboarding to Set the Stage for a Positive New Hire Experience

Why does the new hire experience matter? If you are asking yourself this, think back to the last time you started at a company and how it set your expectations for what working there would be like. Were you made aware of your expectations? Did you understand what you needed to do, both from a paperwork and also to get up to speed in the new position? And how did your interactions with your team affect your success in the early days of the new job?

And, even if you had a good experience, there is a good chance you’ve also had a bad one, so don’t forget to think about that, too, and how it may have set the stage quite early for your decision to move on.

Some of the common frustrations of new hires when they come into the work space stem around a few areas: too much paperwork, nothing is ready, and everyone is too busy to help them.  There are solutions you can put in place in both cases to alleviate these concerns and make the experience positive for everyone.

Too much paperwork

There are so many forms a new hire has to complete, it is not uncommon to spend a significant amount of time with HR or alone at their desk on their first day filling them out – and this isn’t fun for anyone. Where ever possible, you should make these forms available for the new hire to complete before their first day on the job – an online onboarding portal is the perfect place to capture this information. Definitely make sure to include government forms, employee manual, and code of conduct, but also make sure that this new hire portal is welcoming to new employees by sharing a written message or welcome video.

Nothing is ready

Part of making the new hire feel welcome is having things ready for them when they get there.  Having a desk is great (especially if that desk is already assembled for them), but there are many other things – such as laptop, phone, email, and office supplies – that should be ready for them day one.  This can be done quite easily by letting others know ahead of time that the new hire is joining. Once you’ve had that offer accepted and are ready to move forward it is time to let others know that your new hire is coming so there is no delay and no sitting twiddling thumbs on their first day.

Everyone is too busy to help

While it can be hard to have everyone stop what they are doing and help the new hire get adjusted, you should have at least a few people in their corner to help them succeed.  At a minimum, HR and their manager need to make an effort to meet with them their first few days – HR to wrap up any outstanding paperwork and answer questions, and their manager to introduce them to their new team and make sure they know and have what they need to perform their job duties.  But you should consider adding a third person to this mix – a buddy or mentor is a great way to build a relationship between employees and make sure they have a good example to follow.  This buddy can be involved earlier than the first day, too, by including them in interviews and welcome aboard messaging. They will also be a great resource for the new hire (especially if the manager is busy as is often the case) as a helper, keeper of knowledge, and coach in special skills needed for the job.

New hires and their experience matter, so make sure you take the above into account to plan for success.  Engage the team and mentors in a new hire’s success and work together to win for both the new hire and the team. To get more insights watch our webinar: Enhancing Onboarding for Shorter Time to Productivity

Social Recruiting: Looking Beyond the Resume

Social Recruiting: Looking Beyond the Resume

Misconception about Social Recruiting:

Let us put away the myths and the misconceptions  around Social Recruiting – that partaking in Social Recruiting will attract and add to the amount of unqualified applicants already in the recruiter’s inbox. If anything, Social Recruiting helps attract more qualified applicants and it helps single out the best talent.  How, you ask? Let’s simply start by looking over some key stats to begin our appreciation and love for Social Recruiting:


93% of Recruiters review a candidate’s social profile (Source). This gives recruiters a more personal view of the candidate and can help them determine whether or not they will be a good fit for the company culture.

73% of companies have successfully hired using social media (Source). The ease of use that comes from social recruiting has benefited companies that more and more of them are following this trend. They are able to put forward a more personal view of the company, and are able to provide easier ways to apply for a position online.


42% of companies say that the quality of candidates has improved because of social recruiting (Source). These benefits often stem from employee’s referring their friends and family members to the job postings online, LinkedIn being the largest network  that people use for social recruiting and applications.

With this rise in Social Recruiting and the numbers that show an increasing demand for this method,what is the future for Social Recruiting? How should companies successfully apply this to their current strategy?


The Industry Future:

According to SourceCon, for the success and strength of Social Recruiting to continue to flourish as it is right now, recruiters need to develop a relationship with the people applying to the jobs. This might require talking to the applicants during off business hours like the weekend and after work, since this is when they are most likely available if they are currently employed.


To help recruiters with this, our companies should create an easy to use social recruiting atmosphere, an example being more mobile recruiting functionalities. Creating a more accessible way for recruiters and applicants will help with the development of your company’s social recruiting needs and is a crucial investment to the company.


Another investment to look into besides mobile recruiting is Employee Advocacy programs. Employee Advocacy is the new social recruiting trend that is taking over when it comes to bringing in highly qualified candidates. To better understand what an Employee Advocacy Program is, Bambu gives an easy to follow definition. They are employees who:

  • Generate positive exposure and raise awareness for a brand through digital media or offline channels
  • Recommend a company’s products or services to a friend or family member
  • Represent the best interests of the company both internally and externally
  • Can help build employee ownership of the organization
  • Are experts on your product or service and can be a credible spokesperson for your company

So, why wouldn’t we want our employees to talk about how great your company culture is and your business’ success via social media? How the employees perceive and talk about your company via social has a great impact on how the outside word sees your company and ultimately who will want to apply. The best employee advocacy programs help bring in the right outside talent that is both qualified and fits with the employee culture. This takes a huge load off the recruiter, providing them with a pool of qualified candidates right at their fingertips, candidates who already want to work for your company since they have heard so many great things about you.


Interested in hearing more about Social Recruiting? Listen to our webinar for more key statistics and the steps you need to become Social Recruiting savvy.