Talent Management Benefits By Role: Human Resources

Talent Management Benefits By Role: Human Resources

happy business woman leader smiling at cameraWe understand the numerous challenges you face in Human Resources. Your department is often understaffed, and you’re constantly tasked with finding quality hires in a tight timeline. Every day with a vacant opening means another day of lost revenue, creating pressure from the top down. We created our Talent Management solution with these pain points in mind, and it’s built to efficiently manage the entire employee lifecycle.

Available as one comprehensive package or à la carte to suit the current needs of your business, Talent Management handles every step along the way from recruiting, performance, development, and training to compensation. Each solution works in sync with the others on an easy-to-use interface.


Our tools help you create an efficient employee recruiting processes, making it easier to assess qualified candidates and fill positions faster.

  • Digital interviews improve hiring quality and cut the time spent interviewing by up to 50%

  • Referral system engages your employees in the recruiting process and rewards them for inviting their best contacts to work for you


Nurture and grow your staff from within by providing employees with a self-service answer for continued learning.

  • House a full catalog of instructor-led, online or external courses

  • Automatically set up required training courses for new hires or for specific job roles

  • Manage certifications


Our automated appraisal process reduces administrative burden so you can focus on reviewing performance and career goals.

  • 9 Box Planning maps out which employees are ready for advancement or need further development

  • Process-driven compensation system ensures employee incentives are tightly aligned with performance

Talent Management Benefits by Role: The IT Department

Talent Management Benefits by Role: The IT Department

busy people in open concept office space  It might sound simple to someone who isn’t familiar with the process, but “software implementation” and “information technology team” don’t always co-mingle as well as we would like.  When shopping for a new human resources solution or any new cloud-based software for your organization, it’s important to take in to consideration the folks who will be doing most of the legwork up front: your IT department. Sure, you might never intend to cause stress or excess work by purchasing separate solutions… for example, an Applicant Tracking System (ATS) and a Learning Management system (LMS), but the amount of work required for those team members to make the switch(es) might make them a bit hesitant to give their stamp of approval. And you definitely WANT the IT team to be on your side!  The IT Department in your organization will be thrilled to know that the Brilliant HR and Deltek Talent Management is a single sign on, Cloud-based solution that’s simple to implement.  We start with a three-pronged approach to installing services beginning with the deployment of the product. We then go through a step-by-step process working closely with you to uncover unique needs for configurability, evaluate best practices and ensure the right support tools are in place for an effective product launch.   During the implementation process, we provide consulting support to assist in organizational readiness in areas such as change management, process definition, workflow creation and compliance.  Once the solution has “gone live” within the organization, each client is assigned a dedicated client services account manager to ensure your needs are met.



  • Globally accessible and accommodates multiple languages as determined by the user
  • Flexible and configurable to fit client needs or mirror processes already in place
  • Fast Feature Adoption: Upgrading and staying current allows customers to take advantage of new features and enhancements faster than ever. Upgrades are seamless.  Deltek will upgrade your solution so you can avoid a costly conversion or migration process every few years.


  • Easily integrates with service providers for assessments, background scans and content delivery
  • Cross-module reporting with full API
  • Metric driven applications, so important analytical tools are readily available
The Year of Employee Experience

The Year of Employee Experience

group of people working on a bright human resources poster showing teamwork(If you only pick one focus in 2018, let it be this…)

Out of curiosity, I did a Google search to find out what the almighty internet had to say about the top HR trends for 2018.  The results were pretty interesting and relatively consistent.  The one trend alluded to in every article was that companies need to focus on creating a holistic employee experience. 

If, like me, you have never worked in HR, you may ask why this is so important.  Or you may feel more concerned about what impact this trend could have on profitability.  Maybe you hate the sounds of this and would rather put everyone back in their cubicles (eek!). 

We can all agree that employee disengagement statistics vary, but it’s reasonable to say that around half of the workforce is disengaged.  This costs millions in lost productivity annually!  It’s clearly time to make a paradigm shift that will only make our companies more prosperous.

Here’s why:

#1 Authenticity breeds creativity and innovation

The old adage about leaving your work life at work and your home life at home is finally becoming obsolete.  The idea that you are one person professionally and a different one personally never resonated with me.  What about the strength we all bring to the table as whole individuals?  What about the power of authenticity in leadership, creativity, and innovation? 

We hire people.  They don’t become something else when we change their status to employee.  We need those same people engaged and contributing at work.  Every step we take toward total inclusion of the human experience in the workplace is a step toward authenticity.  Who can be innovative or creative with their authentic selves buried behind an outdated belief that what we do and who we are exist as separate identities?

Make authenticity part of your culture by:

  • Incorporating flexibility in formal/informal policies
  • Opening up the possibility of remote working arrangements, when possible
  • Supporting your people when they need it most (bereavement, illness, divorce, etc.)
  • Empowering your mangers to develop trusting relationships with their teams


Talent Management
for Dummies


#2 “If you build it, they will come”

How many of us have worked for a company that had a great vision statement on their website, but once you were hired you couldn’t find a trace of it with a microscope?  Why do we spend so much time and money defining mission, vision, and values, if we aren’t going to live and breathe those sentiments?  Think about it, these core beliefs can shape culture if allowed to permeate the company.  What does that mean?  Well, let’s dive a little deeper. 

If your organization truly wears its values on its sleeve, you will attract your team.  You will attract the team that fits your vision.  That isn’t to say that there won’t be differences of opinion or individual contribution.  I’m speaking to a partnership between the core values of your company and the core values of your people.  Don’t underestimate this, really.  People, well millennials at least, want to work where they feel connected and aligned.  If you ever wondered how to retain high potential millennial talent, this is a big piece of the generational puzzle.  By the way, have you noticed that millennials now make up the largest segment in the workforce?

Broadcast your vision and values to attract top talent:

  • Live and breathe your values by making them a key part of your performance feedback cycle
  • Create powerful employer branding that puts your values front and center for all those perspective employees out there
  • Treat prospective employees the way you would treat prospective customers or clients
  • Utilize available technology to communicate your employer branding and to give prospective employees an incredible application experience

#3 Acquire, retain, develop…rinse and repeat

For years we have heard that job-hopping millennials have one proverbial foot out the door and aren’t worth investing in.  Whoa!  Hold on, have we really been treating the largest cohort in the workforce with such little regard and compassion?  The oldest millennials are now in their mid-30s.  They aren’t kids fresh out of school anymore.  This might sound crazy, but recent statistics show that as millennials age they would prefer to stay with a company longer term.  Insane, I know!  What they really want in order to stick around is an opportunity to grow, develop, and advance within the company.  Seems reasonable and familiar…

With this negative mindset about millennials permeating organizations, it’s no wonder they don’t stick around.  Loyalty and investment go both ways.  Let’s be honest, most companies will say they have at least a partial succession plan for some roles, but if someone else left suddenly, gaps would be obvious.  I’ve seen this happen.  So, we have a workforce that isn’t prepared for turnover and we are practically escorting millennials in one door and exiting them out the back!

Stop the revolving door

  • Throw out the mindset that all young employees want to leave
  • Create collaborative development plans for your employees that are beneficial for both the individual and the company
  • Shift from annual feedback cycles to continuous feedback discussions
  • Allow employees some visibility into succession planning and involve them when appropriate

#4 Humanize HR with Technology?  Really?

Most of us have had the unfortunate experience of applying for a job and then hearing crickets.  Or getting all the way to a third interview…and then crickets.  It’s a common tale and it isn’t a great experience for the top talent that we are trying to recruit.  As the workforce moves toward higher numbers of alternative arrangements, like contracts and contingent workers, candidates will require more touch points and communication.  The trouble is that our HR departments aren’t necessarily able to scale up and meet the demand for, what can only be described as, customer service.  Enter technology.

It may seem counter intuitive to enlist the help of a great Applicant Tracking System (ATS) to humanize the applicant experience, but let’s talk through it.  Some companies at least send a notification that an application has been received.  Take that a step further and send additional notifications when an application is viewed or allow for status changes that are communicated to the applicant.  Schedule interviews and extend offers with the touch of a button.  Who has time to manage all that?  Your handy ATS can do it.  What happens most of the time now is akin to what the kids are calling ghosting on social media platforms.  One minute you’re chatting and hitting it off and the next?  Crickets.

Using a great Applicant Tracking System is just one example of how technology can help your HR department meet the demand for their time and help your applicants and employees feel more connected.  Do you have a Talent Management Strategy?  Many companies say they do, but struggle to execute it effectively and consistently.  Again, enter technology.

Here are a few ways that a great Talent Management System can humanize HR:

  • Employ transparent and collaborative goal setting that can be monitored and adjusted
  • Use continuous feedback cycles to encourage your managers and employees to build strong trusting relationships by meeting regularly
  • Create Employee Recognition incentives that will allow anyone in the company to recognize a job well done
  • Align learning plans with development and goals for all employees.  If you’re further down the path, you’ll even be able to create and manage learning content or connect to external learning portals.

Technology is meant to enable HR to do more than drown in emails and paperwork.  A comprehensive Human Capital Management solution will empower your HR team to optimize the greatest asset you have, your people. 

Going for the Gold in Talent Management

Going for the Gold in Talent Management

skiers during European race

The competition for great talent is fierce, just as it is on the ice or mountainside.

Great Candidates, just like athletes, are few and far between. Every candidate has a goal in mind when they interview at your organization, whether that is “Get the Job” or “Just seeing what’s out there”. 

Finding good candidates and hiring fast still retain their positions as the top 2 challenges when it comes to recruiting. Consider what happens before and after the job application, as well as the risks and opportunities these findings pose to employers who compete for top talent.

The Impact of Social Media. 74 percent of interviewers will check candidates’ social media as part of their interview preparation. This is in contrast to the expectations of candidates, however, as only a third expect their social media to be screened, meaning many could be caught short online. 

Time is of the essence. Just as our Team USA athletes compete in timed races, the dash to hire top talent is crucial. Today’s candidates want a faster process and to communicate via social channels such as texts, WhatsApp, Twitter or even Instagram. Luckily, with the growing presence of Artificial Intelligence, top recruiters are increasingly able to streamline into one single sign-on platform accessing virtually all aspects of recruiting and following up with candidates for future opportunities. With technology taking the brunt of the more cumbersome work, your recruiters have more time to invest in high-value areas, like giving candidates a high-quality experience and hiring managers impactful advice. On average, filling a vacancy takes 45 days and that’s 45 days of lost productivity. When your organization builds upon a solid technology foundation, you have a winning strategy!

Keep your players engaged. Take a minute to think about the difference between a happy employee and an engaged one. Though they might sound similar, they aren’t necessarily the same thing. Engaged employees feel their work is valuable, have a sense of connection to their co-workers, and want to be part of the company’s operations. Focus on getting potential new hires ingrained in your company culture as quickly as possible and keeping it throughout the recruitment and onboarding process. You will be pleasantly surprised at how much better your employees will perform, and your retention rates will decrease as well. Here’s something to consider: people will never remember what they were told or what they read on their first day at a new job. They will always remember how they felt at the end of the day. You want your employees leaving work like they just won that gold medal, the best job ever.

Think like a head hunter. Just as athletes are always thinking about their competitor, how they’re training, how often they are practicing… you should be too. You know there are executive recruiters out there with their eyes on your top talent. Do they know things about your best people that you don’t know? Better catch up or someone may recognize that star player and make an offer that’s tough to turn down.

To learn more about Going for the Gold in Talent Management, be sure to tune in to my webinar next week with Deltek. Click the button below to register. 

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What’s a Talent Tune Up?

What’s a Talent Tune Up?

 Do you feel you could be getting more out of your system? Has your organization recently gone through significant turnover in HR or recruiting staff? 

Consider a Talent Tune Up – an expert will work with you and analyze and assess your organizational performance among industry best practices. The goal of the health check is to identify potential improvement areas and better leverage technologies. With so many new capabilities and features in each release, it can be hard to know which will benefit you and the Talent Tune Up can help make the most of your investment. Learn More here or email me at Mlageman@brillianthr.com today! 

To review or NOT review…

To review or NOT review…

lady writing in day plannerPerformance reviews are a common topic of discussion with our clients, and there are many options available to assess the performance of your employees: annual reviews, continuous feedback, 360 appraisals, and project-based appraisals are all tools to support your processes.  There are also a lot of reasons to complete performance reviews: compliance, growth measurement, and goal progress tracking are some of these reasons.

However, we want to also point out that while there are a lot of good reasons to monitor employee performance and complete performance reviews, there are some reasons that shouldn’t be at the top of your list. If your SOLE reason for completing reviews is in the following list, you might consider if this process is helping or hurting your employee population.

  • Because HR says we have to
  • Because isn’t that what most companies do?
  • Because it’s expected
  • Because I like to tell people they are falling short of my expectations

If you are curious on how to improve or make the most of your performance review process, reach out to us for best practices on how to still manage and grow talent if performance reviews are a process you wish to do away with, or modernize.