Are you feeling overwhelmed by trying to keep track of open requisitions, or the candidates you have in the interviewing process? Not to mention the candidates with unanswered offer letters or those that have accepted or declined an offer. There are a lot of moving pieces in the acquisition process, now add to that the expectations of the candidates themselves and you could end up spending more time writing emails and making phone calls than actually recruiting anyone!
In their book “The War for Talent,” Ed Michaels, Helen Handfield-Jones, and Beth Axelrod tell us more about the new reality created by the war for talent. Within the old reality, people needed companies; machines, capital, and geography were the competitive advantage; better talent made some different; jobs were scarce; employees were loyal and jobs were secure; and people accepted the standard package they were offered. However, within today’s new reality, there is a shift more towards focusing on and keeping employees because companies need people; talented people are the competitive advantage and better talent makes a huge difference; talented people are scarce; people are mobile and their commitment is short term; and people are demanding much more.
While the employee/employer relationship of today impacts every type of business, it has an even more profound impact on project based organizations. You rely on your people to deliver world class projects every day. Without them, your projects suffer, your customers suffer, and ultimately, your bottom line shows the negative consequences. BUT, there are better ways to cope with the challenges of talent acquisition.
With this new reality in mind, let’s cover what you can do to stay ahead of the curve and secure the strongest candidates in the marketplace. Firstly, you need to expedite the talent acquisition process, secondly, understand how talent pools can help you keep track of those highly specialized roles, and finally, how optimizing employee branding and the candidate experience can make a huge difference for your organization.
Expediting Talent Acquisition
The days of candidates flocking to your website to apply for positions is over. Remember, if they are a great employee, you can bet you are not the only one trying to convince them that your organization is the best place for them. Mindsets have shifted. The dialogue is no longer “why should we give you a job”, instead it’s “why our organization will be a great place for you to build your career.” This means we need to rethink our hiring process completely to understand how to present a strong value proposition to prospects. People want to work where the culture is strong and the projects are interesting. How are you communicating that to prospective employees?
All this change gets a whole lot easier when you leverage technology to track and adjust your processes.
To get a clearer picture of your talent acquisition process, take a look at it and break it down into intervals of time between each of the steps between the job posting and the first day on the job – from when a candidate was sourced, to when they were screened, to when they were interviewed, etc.
Considering you have this information available – both the steps and time to fill – a part of the equation you might be missing is how long it takes you to complete each step. This piece of information lets you know right away if there are any steps that are consistently taking longer than others, and gives you a chance to evaluate your processes to make them more efficient. According to Dr. John Sullivan, the steps that tend to hold up the process the most are:
Approving new job postings
Resume screening
Scheduling interviews
Each of these steps can be tracked in an ATS, a great tool to aid you in the reporting of this information. Reporting on the average amount of time in each step can help to identify blockages and where to focus to improve processes and efficiency for future hires. At the end of the day, it’s all about having the right people available at the right time to keep your projects staffed and running smoothly.
For example, through reporting you can identify if you are indeed struggling with approvals of job postings, where to make improvements to the process and if the changes you are making are improving the timing.
How Brilliant HR’s Talent Acquisition solution can help:
When creating a requisition, approvers for that requisition can be established. These approvers then receive email notifications to accept or reject the requisition, with reminders if they do not take action.
You application process can include screening questions that score applicants as they apply to the requisition. These can be used to auto-screen candidates, or you can review these responses as a part of your initial review.
When it is time to interview a candidate, the Brilliant HR ATS gives you the ability to select dates and times to send to the candidate, which they can then accept or reject online.
You can also report on how long each of these steps takes, and evaluate if there are areas you can improve.
Talent Pools
Another area an ATS can assist with is in building and maintaining talent pools. Deltek’s Clarity research shows that finding qualified talent is a top challenge for project based firms and establishing talent pools can really help to flag candidates that you want to stay in touch with for future opportunities.
As resumes are added to your ATS, you can review and then flag those that would be a good fit for future openings.
Maintaining talent pools by continuously accepting and flagging resumes from strong applicants can help you move faster when you win a new project, or when someone leaves unexpectedly and a succession plan for that individual is not in place. In his post The Smart Move for Growing Companies Is to Always Be Recruiting Talent, David Ciccarelli further expands on how having a pipeline in place can help, and some techniques for expanding the pipeline.
In the example of where someone leaves unexpectedly, this is where having a pipeline of candidates can be critical, filling that gap sooner rather than later. There is nothing worse than having to delay a project start date because you lack the appropriate resources!
How our Talent Acquisition can help:
When you review a resume, you can add that resume to a pool so that you can easily find them in the future.
Pools enable you to keep lists of candidates with specific requirements, helping you stay in touch with those job seekers with email communication. These lists can be generated manually or through the use of search agents that automatically add to the list. They can also be shared for easy access to information. Inviting job seekers in these pools to apply to job openings they are a good fit for and have the appropriate skill set. Again, potentially filling a position quicker by already having the talent defined by using Talent Pools.
Employee Branding and Candidate Experience
It is very important that you are attractive to candidates as an employer; their experience moving through your online application and hiring process can have a huge impact on this perception. An ATS can help you identify areas where applicants drop from the process and make it easier to keep in touch so that your organization avoids giving candidates the “black hole” experience.
A recent Forbes article gives some insight into some of the things that job seekers found negative in the process.
60% of employers “never bothered letting me know the decision after the interview”
43% of candidates found out during the interview “the job didn’t match what was written in the job ad”
34% of the candidates said the company representative “didn’t present a positive work experience”
This is where a focus on your branding and candidate experience aided by an ATS help to ensure that your offer is the one that gets accepted!
How our Talent Acquisition can help:
You are able to create your own email templates for notifications, and then tie those to different steps in your recruiting workflow to make sure that you are keeping candidates informed.
You can access your listing of job descriptions when starting a requisition, and use those descriptions to fill in your job description and requirements within the requisition form.
Talent Acquisition can assist you with your career center – the Brilliant HR and Deltek teams work with you for a branding experience that matches your company’s needs, while providing you with the ability for applicants to find and view jobs online (including on their mobile device). This also includes an application process, where you drive the steps and information collected from your applicants.
At Brilliant HR, we live and breathe Talent Management and the project lifecycle. These two important aspects of the project based business share certain synergies that are often overlooked. We are unique in that we have a targeted focus on solving the challenges that organizations like yours face every day and delivering solutions like Deltek Talent Management that provides the features and functionality to help you deliver even better projects.
So, how do you cultivate the project life cycle by optimizing your use of Brilliant HR/Deltek Talent Management? Not every project is identical, but the basic concepts are consistent and by using that as a starting point, we can begin the discussion. It helps to think of a project that impacts us every day, but does not require a formal work breakdown structure and where, the process and requirements are the same. I’ll use farming as my example.
With farming the cycle is well defined, simple, repeatable, and reliable with a clear goal to produce a harvest of natural, organic goods. If we reduce the process to the most basic steps, you have to prepare the land > then plant your seeds > nurture, fertilize and water your plants > harvest your crop, then repeat the process for a new harvest.
Granted this is a highly simplified description of what goes into the process of growing food, but it gives us a good framework of the project from start to finish. Project planning can be that simple, as long as you have a clear and repeatable defined steps. You have outlined your tasks, considered the risks, created a contingency plan, and have the proper tools to accomplish the desired outcome. .
Now let’s shift that life-cycle model to talent management. Brilliant HR Talent Management is a critical piece in any project because your people are at the very heart of the project life-cycle. Talent Management is where the project begins by identifying, hiring, and cultivating high performance teams and then retaining that top talent for future project positions. Without the right talent solution in place, your project could very easily crash before it even begins.
Similar to the farming example, let’s take a simplified look at what the Talent process looks like when integrated with the project life cycle.
Recruit > Hire & Onboard > Review Performance > Teach or Train > Develop
A Talent Management solution can streamline the process by helping you:
Identify and recruit top talent to build the high performance teams you need to win more projects
Select candidates that best fit the project position(s) based on required skills, competencies and certifications to take the guesswork out of resource planning
Onboard new employees faster and seamlessly transfer their data to your ERP solution without manually duplicating efforts
Ensure employees assigned to projects are up to date on their certifications and provided learning opportunities to hone their skills. This will help you consistently grow the value of your most important asset, while minimizing risk exposure on your projects
Review progress and provide continuous feedback throughout the process on performance and achievements, by using the solution to facilitate discussions and manage goals
These five easy steps can all be accomplished using Brilliant HR Talent Management and that is only the beginning. Once you have the basic framework in place, you’ll be able to implement an even deeper strategy by incorporating in-house learning programs, succession planning, career paths, and mentor-ship programs.
A great talent management strategy is like a road map, but in order to plan, execute, and measure the success of that strategy, you need to have the right solution in place. Think about it. Can you say today that your solution is enabling the success of your talent management strategy? Are you able to find, nurture and retain the best talent to ensure that you’ll be repeatedly awarded the projects your organization needs to continue to grow? At the end of the day, are you able to measure how successful your firm has been in acquiring and retaining the very top talent in the marketplace? If you just shrugged your shoulders, it’s definitely time to start thinking about what an integrated talent management solution could do for your business.
I chose to relate project planning to farming because it is easy to identify with the common theme of cultivation. Doesn’t this sounds like what you do every day? Finding, recruiting, acquiring, developing and cultivating top talent? If you leverage and maximize Brilliant HR Talent Management in this way, you’ll position yourself to deliver more successful projects! It’s often said you reap what you sow – so get to cultivating!
Deltek Talent Management Maintenance Scheduled on Tuesday, July 31, 2018, 9:30 PM EDT Your instance of Deltek Talent Management will be upgraded to version 15.1.0.3 on Tuesday, July 31, 2018, 9:30 PM EDT. This update will occur during a 6hr window in which the following may be experienced:
Access to the Talent Management solution could be briefly interrupted during this timeframe.
Job seekers may be unable to apply to job postings, log into their resume profile, or update their applications during this maintenance window.
Integrations may not be executed during this timeframe. Depending on the specifics of your integration, it is likely that your next integration run will bring your integration status up-to-date.
Talent Reporting Tool refreshes (where applicable) may be delayed up to 24hrs.
Please be sure all affected employees at your firm are aware of this update! As part of our ongoing commitment to ensure customer success, we will be upgrading all customers to our 15.1.0.3 release which provides the following updates:
API/SOA:
Performance enhancement to get_new_hires API method
Customer Care Contact Procedures The fastest and best way to receive support is to submit a case online at Deltek Support Center. See KB Article # 77086 for details on Deltek Customer Care Contact Procedures. If you need to call Customer Care after you have submitted a case online, you will need your Contact ID shown below, which will quickly route you to the appropriate person assigned to your case. Please call the appropriate Support hotline number listed below. Your Contact ID can also be found in the upper right corner of the Deltek Support Center Home Page. Customer Care Tel: 1.877.HLP.PROJ (1.877.457.7765)
Universal International Freephone Number (UIFN): 00800 45777650
If you need to add information or update your case, you can do so by going to Manage Cases.
NAPLES, F.L., June 12, 2018 – Brilliant HR, a global leader in Compensation Planning and Human Resource software , announced today that Nancy Thalheimer will assume the position of Vice President of Business Development. Ms. Thalheimer will be instrumental in acquiring new clients to further develop Brilliant HR’s growing portfolio of national and international accounts. Ms. Thalheimer joins Brilliant HR after an impressive 27-year career as an entrepreneur and co-owner of Thalheimer’s Fine Jewelers, a high-end jewelry retailer located in Naples, FL. Nancy’s experience managing the intricacies of a business, as well as delivering exceptional client service will make her a tremendous asset to the team. As VP of Business Development, Nancy will direct Brilliant HR’s growth both nationally and abroad, through targeted client acquisitions and strategic partnerships. Nancy will play an integral role in marketing Brilliant HR’s unique product offering and steadfast commitment to brilliant client service and innovation. Ms. Thalheimer commented, “I am honored and excited to join the Brilliant HR team. The commitment of everyone in this company to integrity, and above all client service is what makes our organization so special. Our clients are the foundation of our success. I look forward to working with the team to exceed aggressive goals, by educating prospective clients on the high quality compensation and talent solutions Brilliant HR has to offer. .” About Brilliant HR Inc. Brilliant HR provides a first-class compensation management software that helps organizations streamline and automate salary planning. Our secure web-based platform transforms the complicated compensation planning process from laborious and inefficient to automated and error proof – for clients across various markets. In addition, through a premier partnership with Deltek, Brilliant HR also offers a comprehensive Talent Management Suite. The unified cloud-based platform is an intuitive solution to attract, hire, develop and retain the right talent within your organization.Founded in 1999 and still a privately held, women-owned company, Brilliant HR has locations in Florida, Texas, and Washington D.C. For more information, visit www.brillianthr.com
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Brilliant HR and Brilliant Compensation are either registered trademarks or trademarks of Brilliant HR in the United States and/or other countries.
The issue at hand is essentially this…”we aren’t getting it done.” Who makes up this proverbial “we” and what aren’t we getting done? Well, “we” refers to HR and management / leadership, and we are not getting it done when it comes to employees’ needs relevant to development and performance management. Let me restate that. Maybe we are listening, but we are failing to act. I have seen so many credible sources post so much significant data on this topic. Notably, here are just a few statistics that underscore the issue:
A recent Gallup study indicates that only 21% of employees strongly agree their performance is managed in a way that motivates them to do outstanding work.
Gallup also indicates that only 15% of employees strongly agree the leadership of their organization makes them enthusiastic about the future.
A recent Mercer study indicates that 78% of employees would remain longer with their employer if they saw a career path with their current organization. (Ummm, If? Meaning they don’t see it? Yikes!)
In a Deltek study, we note problematically that 95% of terminations are voluntary. While we know some voluntary turnover can be positive, by and large, we aren’t getting it done. We are hemorrhaging good talent daily.
A joint HR.com/Deltek study informs us that succession & career development planning, employee engagement, retention, performance management and learning are five of the top six issues keeping HR up at night.
…So now that you are tired of the data, what are we going to do about this issue?
Many of the issues we face at work are no different than those in our personal lives. If we aren’t being attentive enough at home, we need to step up and do something about it. In fact, when we know about issues and fail to act, it is viewed even more unfavorably because it becomes an “I/we don’t care” issue rather than just something of which we may not be aware. How does that make people in our personal lives or in our workplaces feel?
One of the most overlooked aspects of employee development (and showing that we are attentive, we care and are paying attention to employees’ needs) starts right in the interview process. Too often, we are either rushing the process just to fill a seat, or are only asking questions that help us determine if someone is a good fit “now”. Many of us are taking time to ask thoughtful interviewing questions regarding things that could really enhance our ability to engage or retain employees. Unfortunately, although we are noting them in interview logs and notes, they are immediately forgotten and not put to use. If we are asking the right questions in the interview, candidates are giving us the answers to the test. What’s the test, you ask? It’s whether or not we can rise to the challenge of putting a great program/strategy in place that is tailored towards meeting the varying needs of our employees, and facilitating their continued growth and development.
If someone is communicating their needs to us in our personal lives, with thought and attention, we can discern what needs to be addressed. We can use communication and interpersonal connection principles that allow us to specifically address the needs. Now, with that said, we need to be honest. We do our best to meet needs; however, we cannot be who we are not, or we will burn significant energy, create resentment, and harm relationships. Let’s apply this to interviews and employment. These needs/desires given in answer format in interviews are hopefully what we can support from a cultural or management perspective in our organizations. We cannot feign these items in order to “fill a seat” or we will end up with turnover, resentment, and a poor reputation in the market. This poor reputation will cause less attraction to our workplace, and drive down engagement and retention.
Career aspirations, short and long-term career development, motivational factors, skill and competency gaps, preferred learning styles and management, as well as cultural desires are key needs that can be uncovered in interviews. Powerful, thoughtful questions on these topics can guide us in our decision making on whether a candidate is both a fit “now” and potentially long-term. As we push through these powerful questions, as noted earlier…we now have the answers to the test. We know who our candidates and new hires are, and what we need to do to successfully foster effective performance management and development processes.
As we onboard these new hires, we have critical pieces of information to assist us in driving effective onboarding development plans. You have valuable information regarding:
Skill and competency gaps for the initial role, and how the employee envisions bridging the gap quickly
Preferred learning style and how they best implement learning and knowledge gains
Preferred frequency, style and methods for receiving feedback
Understanding of what motivates them to succeed and what you can do to incentivize them
Cultural and environmental needs
Much of this same information can be used for long-term development plans for advancement, gap and growth development and ultimate role career-pathing. You know how your employees work best, in what culture, what you can do as a manager to facilitate their development, how they consume and best implement learning, how you can best coach/motivate them, etc. Employees today, by and large, are looking for their roles to be developmental. Gain, grow, move forward (not necessarily up, but onto new challenges). The ability for HR leadership to acknowledge this and have a strategy is critical, and you will find that powerful interviewing will be the key to initiating and igniting the entire process.
