Talent Management Technology is not a specific system or software. It refers to any technology used to manage talent strategically. It is a term that is also synonymous with Talent Management Systems. Talent Management Technology can include Enterprise Resource Planning (ERP) or Human Resource Information Systems (HRIS) if they are used strategically versus tactically. What does this mean? Payroll, benefits, etc are tactical or administrative systems. Talent Management Technology refers to strategic applications that manage such strategic disciplines as Recruiting, Performance and Learning. By leveraging these systems, organizations can achieve strategic advantage over its competition.

The first step in achieving strategic advantage is acquiring the best and brightest talent. Talent acquisition systems (also known as Applicant Tracking System or Hiring Management Systems) allow organizations to establish a talent acquisition foundation to build and/or maintain their organization. Talent Acquisition Systems can also provide such rich functionality as OnBoarding and Vendor Management as well as interface directly with Job Boards and Background Investigators.

In addition to Professional Hiring, these recruiting systems also have the ability to focus on High Volume Recruiting or Hourly Hiring; however it is important to determine what you need first. Some Hourly Hiring may be better suited through the use of a Professional Hiring tool or perhaps a High Volume tool. This is where it is vital that the client organization to do their homework and fully understand what they need or else you may be sold features/functionality that you do not need or is a poor fit for your organization.

Another piece of highly sought out functionality is Contact Management. This feature or system allows an organization to stay in contact with highly desirable talent without being too onerous on either party. Some systems have Contact Management capabilities built in while others require you to buy a separate module for additional costs. Additionally, the concept of Social Networking is working its way into the mix as well. This capability may be available but be sure to review the functionality and not just assume there is a specific module, sometimes functionality is sold but its actual value may be questionable.

OnBoarding systems allow organizations to get the new hire assimilated and “boarded” into the organization in an efficient and reportable fashion. The goal is to get the new employee engaged and working as soon as possible. Things such as network access, ID cards, parking pass, new workspace, corporate credit card, policies and procedures can all be addressed and initiated prior to day one.

Vendor Management systems are designed for Contingent/Contract Staffing needs where the organization has a tool from which a requisition is generated for a specific need. It is subsequently pushed out to a set list of agencies or staffing vendors who then bid on the position. This allows for more controlled and manageable agency spend.

Reporting & Analytics are provided by all vendors but the depth and flexibility must be considered. A long list of vendor provided reports are of no value to you if they are not the reports you need. Without a flexible and capable report tool, you will be dependent upon the vendor for each and every custom report you need. These will result in hidden costs and an overall level of unanticipated dependence.

Outsourcing the recruitment process, also known as Recruitment Process Outsourcing (RPO), has implications for an organization’s Talent Acquisition system. Should the RPO use the client’s system, should the RPO provide their own? What happens if the RPO deal sours? Where is the candidate data? These are just some of the questions to consider and DeFoe can help.

Once the new hire is working, often organizations want to set expectations and goals. This is easily and well addressed within Performance Management systems which are designed for goal setting and performance appraisals. This can include things such as 360 and Succession Planning. Often core competencies are defined within these systems and building a linkage (not necessarily an "interface") between the Performance Management System and the Applicant Tracking System is something to be considered and addressed, but rarely is. The Performance Management system often leads into further employee development which is often addressed in the Learning Management system (LMS). The LMS can be as simple as housing all the courses an individual employee has taken to being as complex as housing all your training content and providing tools to create additional content called a Learning Content Management System (LCMS). The continuum between the LCMS and the LMS is often a range of varying systems/functionality and the client organization must determine which system is best for them.

All of these systems are part of Talent Management Technology and the concept, as well as practical application, of these systems continues to evolve. There is no one solution that does everything well regardless of what the vendors may be offering. Do your homework and consult with DeFoe Associates prior to any major Talent Management Technology effort.