Transcending Good Enough. 12 Things to Expect from Every Talent Management Software Provider

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1 Transcending Good Enough 12 Things to Expect from Every Talent Management Software Provider

2 Is your talent management software good enough? Government agencies face daunting challenges every day: dwindling resources, the Silver Tsunami, job-hopping Millennials. The obvious solution? Investing in your workforce. But if your talent management system only offers rudimentary performance and learning capabilities, creating an engaged, skilled workforce won t be easy. Talent management (TM) software that s good enough can t help you recruit high performance candidates, manage complex performance reviews, and create powerful succession plans. Good enough also doesn t provide stellar customer service and clientdriven innovations. Good enough makes a big deal about being integrated yet today, TM software must be unified to ensure the true fusion and easy management of the entire employee lifecycle. So what should you expect? ANY TALENT MANAGEMENT PROVIDER WORTH THEIR SALT WILL, AT MINIMUM:

3 PROVIDE TRULY UNIFIED TALENT MANAGEMENT CAPABILITIES Talent management has grown, and integration the big buzzword of last year is no longer enough. Integrated merely means that components play well together. Unified, on the other hand, ensures all components are on one code base, not just relying on a single sign-on to flip from one module to another. Unified talent management software allows users to access recruiting, onboarding, learning, performance, succession, compensation, and social tasks from a single location. 3

4 OFFER POWERFUL PERFORMANCE MANAGEMENT CAPABILITIES Not every TM vendor can handle complex public sector review processes, align cascading goals with learning and performance, or even track employees in multiple organizational units. Taking performance to the next level requires TM software that not only integrates performance with the entire employee lifecycle recruiting, onboarding, learning, and succession but delivers universal profiles, dashboards for both managers and employees, and comprehensive reporting capabilities. 4

5 DELIVER TRULY AMAZING CUSTOMER SERVICE Dedicated service with public sector expertise is just as important as the software itself. A provider who wants you as a long-term partner we re talking years, even decades will provide absolutely stellar client service. This means responding in a timely manner and providing ways for you to get more out of the software for the lifetime of your relationship. 5

6 PROVIDE POWERFUL TOOLS FOR SUCCESSION PLANNING The Baby Boomer exodus is gathering speed as the economy improves. If your talent management software doesn t offer actual options for a succession planning strategy, how are you going to manage the Silver Tsunami? Real succession planning capabilities enable you to determine skills, roles, and competencies; develop multiple succession planning scenarios; align employees with bestfit roles; and create a qualified and prepared talent pool for promotional opportunities. 5

7 OFFER A TRULY USER FRIENDLY INTERFACE FOR EVERY GENERATION From Millennials to Baby Boomers, nobody likes a system that s difficult to use and user ease and adoption go hand in hand. It s especially critical for Millennials, who have never had to suffer through DOS or primitive web pages. Is there a single login? Are graphics clear and inviting? Is it easy to switch between tasks? Don t forget about your super users: are the administrative, behind-the-scenes tools easy to use? 7

8 ENSURE SOFTWARE UPDATES ARE INNOVATIVE AND HASSLE FREE There s a universe of difference between software created in 2004 and Your provider should offer updates that truly enrich the way you do business without any downtime or disruptions, as well as new products to keep you in the vanguard of talent management practices. It goes without saying that these updates should be included in your subscription and seamlessly integrated. 8

9 DELIVER RECRUITING CAPABILITIES THAT GO BEYOND JUST TRACKING APPLICANTS Applicant tracking is only part of the recruiting pie. A talent management system should enable you to also create talent pools to find and manage your best candidates (internal and external) and encourage them to apply. A truly unified talent management solution will allow you to manage new hires from recruiting through onboarding and into performance, deliver pre- and post-hire training, and connect with external candidates via embedded social referrals. 9

10 PROVIDE TALENT MANAGEMENT SOFTWARE AND EXPERTISE TO MULTIPLE INDUSTRIES Specialization is a sacred cow. But when it comes to talent management, vendors who only focus on the public sector can t help you reap the benefit of truly leading-edge talent management practices. A talent management provider who works with multiple industries can offer public sector agencies expertise that stems from private sector methodologies and the benefit of more experience and universal best practices that span industries. 10

11 DELIVER VISIBILITY INTO THE BIG PICTURE OF TALENT ACROSS YOUR ENTIRE AGENCY Talent management is more than learning and performance. Finding the best talent and keeping it means unifying recruiting, onboarding, compensation, social, and succession. Proof unified talent management matters? Organizations with mature talent management processes have 40% lower turnover among high performers, an 87% great ability to hire the best people, and 156% greater ability to develop great leaders. 1 1 Stacia Sherman Garr. Integrated Talent Management: A Roadmap for Success. Bersin and Associates Page 3 11

12 OFFER A SOLUTION THAT GROWS WITH YOU, AT YOUR OWN PACE You should never feel like you have to buy the entire talent management system. Sure, every facet of the employee lifecycle works together, but taking things step by step can be equally prudent. Your vendor should offer the opportunity to start out slowly, with any one of their modules, and be willing to help build your talent management strategy over time. 12

13 NOT DROP THE PRICE JUST GET YOUR BUSINESS You get what you pay for. That s a tough adage, especially for anyone in the public sector dealing with tightening budgets and increased public scrutiny. But the price leader is probably that for a reason they re skimping somewhere. It might be in upgrades, customer service, or even reliability and security features just as critical as performance and learning capabilities. 13

14 CARE MORE ABOUT THE LONG-TERM RELATIONSHIP THAN THE SALE A great TM salesperson will be focused on building a long-term relationship with your agency whether you purchase their TM solution now or in the future. Your salesperson should also be very clear with you about how the TM provider will support you once you re on board. Do you get your own client care team? Integration consultant? TM software is a great investment, but it takes a village to make sure you get the most out of it for the long haul. 13

15 Cornerstone OnDemand for the Public Sector helps state and local agencies develop and retain engaged, successful, and productive workforces. Our easy-to-use, single platform talent management software unifies every phase of the employee lifecycle, from recruiting and onboarding to learning and development, performance to succession and collaboration. By eliminating the need for separate point solutions or other legacy HR technology, Cornerstone helps public sector agencies do more with less while meeting the demands of stakeholders and achieving compliance. To learn more, visit csod.com/state-local 2014 Cornerstone OnDemand, Inc. All Rights Reserved. csod-wp-neo Gov

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