Talent Management Systems
Best Practices in Technology Solutions for Recruitment, Retention and Workforce Planning
1st Edition
Will be published approx. on 16. April 2004
Book
Hardback
256 pages
978-0-470-83386-5 (ISBN)
Description
Talent Management Systems addresses the transformation Web-based technologies have brought to workforce acquisition and management. It examines proven and leading-edge best practices, and what tactics and strategies organizations should employ to remain competitive in this arena. The book is part practical, offering advice on how to institute best practices in e-recruitment and talent management, and strategic, discussing trends and state of the art technology and practices that should be adopted or avoided. "We're at the brink of the next global battle in the war for talent, and companies with a firm grasp on today's technologies, and the best view over the horizon, are positioned to win. No one understands the intersection of talent and technology better than Allan Schweyer and, as this book demonstrates, no one tells us the story as clearly as he. This is an essential read and an important work in the now-critical discipline of human capital management."
-Michael Foster, CEO, AIRS, and Author of Recruiting on the Web
"Allan Schweyer has been on the leading edge of recruitment technology since the dawn of the Internet. In many ways the Internet has created more confusion than solutions for the world of recruiting and talent management. It has certainly made things more complex. HR professionals and even company presidents have become desperate for clarity on the future of talent management-Allan Schweyer's book provides that clarity and establishes him as the authority on web-based hiring and talent management. No major implementation decision should be made without this invaluable guide."
-Graham Donald, President, Brainstorm Consulting
"Talent management has suddenly gone from being a nice idea to a core business function. No one knows more about this new function, and the technologies that make it possible, than Allan Schweyer."
-David Creelman, Senior Contributing Editor, HR.com, and Independent Human Capital Analyst
"Once again, Schweyer has produced the best writing in North America on this subject, which I've covered for fifteen years."
-Bill Kutik, Technology Columnist, Human Resource Executive
"As corporate executives quickly come to the shocking realization that the global workforce-and how that talent is managed and developed both locally and globally-will almost unilaterally determine their future success in global markets, few workforce experts have bothered to provide business leaders with a useful compass and map for the next chapter of workforce management. Mr. Schweyer generously and eloquently provides the talent compass and workforce map for the first pragmatic steps of the new global journey."
-John Chaisson, CEO, Global Workforce Solutions
-Michael Foster, CEO, AIRS, and Author of Recruiting on the Web
"Allan Schweyer has been on the leading edge of recruitment technology since the dawn of the Internet. In many ways the Internet has created more confusion than solutions for the world of recruiting and talent management. It has certainly made things more complex. HR professionals and even company presidents have become desperate for clarity on the future of talent management-Allan Schweyer's book provides that clarity and establishes him as the authority on web-based hiring and talent management. No major implementation decision should be made without this invaluable guide."
-Graham Donald, President, Brainstorm Consulting
"Talent management has suddenly gone from being a nice idea to a core business function. No one knows more about this new function, and the technologies that make it possible, than Allan Schweyer."
-David Creelman, Senior Contributing Editor, HR.com, and Independent Human Capital Analyst
"Once again, Schweyer has produced the best writing in North America on this subject, which I've covered for fifteen years."
-Bill Kutik, Technology Columnist, Human Resource Executive
"As corporate executives quickly come to the shocking realization that the global workforce-and how that talent is managed and developed both locally and globally-will almost unilaterally determine their future success in global markets, few workforce experts have bothered to provide business leaders with a useful compass and map for the next chapter of workforce management. Mr. Schweyer generously and eloquently provides the talent compass and workforce map for the first pragmatic steps of the new global journey."
-John Chaisson, CEO, Global Workforce Solutions
More details
Language
English
Place of publication
New York
United States
Target group
Professional and scholarly
Dimensions
Height: 237 mm
Width: 161 mm
Thickness: 21 mm
Weight
520 gr
ISBN-13
978-0-470-83386-5 (9780470833865)
Copyright in bibliographic data and cover images is held by Nielsen Book Services Limited or by the publishers or by their respective licensors: all rights reserved.
Schweitzer Classification
Other editions
Additional editions
Allan Schweyer
Talent Management Systems
Best Practices in Technology Solutions for Recruitment, Retention and Workforce Planning
E-Book
02/2010
1st Edition
Wiley
€39.99
Available for download
Allan Schweyer
Talent Management Systems
Best Practices in Technology Solutions for Recruitment, Retention and Workforce Planning
E-Book
02/2010
1st Edition
Wiley
€39.99
Available for download
Person
Allan Schweyer is currently Executive Director of the Human Capital Institute in Washington, D.C. He is a regular contributor to HR.com, the world's leading portal for human resources information, where he provides research and analysis on the staffing and e--recruitment industries. Allan also consults with large organizations on HR strategies, specializing in e--HR projects. Allan has been involved in HR technologies since 1994 when he pioneered e--recruitment solutions for Human Resources Development Canada. He subsequently directed the award--winning National Graduate Register, Campus WorkLink, and SkillNet.ca projects, which introduced the concept of applicant tracking and advanced screening to job boards and "career networks" to job seekers. In 1999, Allan co--founded the On--line Recruiters' Association of Canada. In 2000 and 2001, he worked with Reed Business Information in Boston to build information portals for technical professionals, while attending graduate school at Harvard University.
Content
Foreword ix
Talent Management as a System in the Organization x
The Systems Approach to Talent Management ix
The Talent Management System-Building Block of the Human Capital Asset xii
What Makes Talent Management Possible? xiii
Introduction 1
Workforce Dynamics 1
The Talent Management Process 5
Trends 7
Risks 8
Chapter 1: The New Primacy of Talent 11
Impact on Organizations 13
The Talent Management Organization 16
Asset: A Valuable Item That Is Owned 18
But Can Talent Be Managed as a Resource? 20
The Talent Management Imperative: People and Technology 23
The Evolution of HR in the Organization 24
Demographic Uncertainties 25
Competition for Foreign Skilled Workers 30
Conclusions 34
Chapter 2: Best Practices in Technology-Enabled Talent Management 35
Online Recruiting and the Birth of Talent Management Systems 35
The World Wide Web 37
Talent Management Defined 38
Summary of Best Practices in Talent Management 39
Basic Best Practices 40
Advanced Best Practices 42
The Selection Process 47
Customer References 49
Vendor Visits 50
After Selection 51
Conclusions 52
Chapter 3: Corporate Career Site Best Practices 53
Branding 57
Utility and Information 61
Self-Selection, Screening and Sorting 63
Employee Testimonials 66
Intranet Career Sites 68
Candidate Experience, Diversity and Relationship Management 69
Viral Marketing 71
Specialized Recruitment Sub-Sites 72
Navigation and Ease of Use 75
Global Recruiting 77
Corporate Career Sites: A Final Note 77
Conclusions 81
Chapter 4: Talent Management Solutions: Overview 83
The Three Types of TMS Vendors 84
TMS: The Basics 88
The Supply Chain Analogy 91
Global-Ready TMS 97
Resume Processing 98
TMS and the Intranet 101
ROI 102
Conclusions 107
Chapter 5: Screening, Sorting and Ranking Applicants 109
Self-Selection through Online Job Advertising 112
Prescreening Questionnaires 115
Profiling Candidates' Skills, Competencies, Education and Experience 117
Advanced Automated Screening and Sorting 117
"Off-the-Shelf" Skill Libraries 119
Assessments and Online Testing 120
Background Checking 123
Conclusions 125
Chapter 6: Searching and Candidate Sourcing 127
Candidate Mining on the Web 137
Automated Employee Referral Plans 141
Intranets 142
Conclusions 145
Chapter 7: Talent Relationship Management and Workforce Planning 147
Workforce Planning 154
Conclusions 162
Chapter 8: Legal, Ethical and Fairness Concerns in E-Recruitment 163
Choosing the Right Tests 164
Accessibility 166
Workers with Disabilities 167
Privacy 168
Equal Employment Opportunity, Affirmative Action and Talent Management Systems 170
Making It Easy 170
Select the Right TMS for the Job 171
Establishing EEO Capture in Your TMS Workflow 172
Conclusions 177
Chapter 9: Contingent, Contract, Temporary and Hourly Workers-Total Workforce Acquisition 179
Contingent Workforce Management Automation 180
The State of the VMS Industry 182
VMS Value 183
Specific VMS-Enabled Cost- and Time-Savings Potential 185
A Note of Caution 188
Management of the Process and Technology 189
Pricing Models 190
Other CWM Technologies and Tools 191
Staffing Exchanges 192
Professional Employment Organizations 193
Implications of CWM for Human Resource Professionals 195
Hourly and "High Volume" Workers 196
Integrated Contingent, Hourly and Permanent Workforce Acquisition 200
Conclusions 204
Chapter 10: Outsourcing 205
Offshore Outsourcing 215
The Disadvantages 217
Conclusions 218
Chapter 11: Usability, Implementation, Data Security and Reporting-Talent Management System Essentials 219
Ease of Use 219
Employee Portals/Self-Service 223
Configuration and Customization 227
Planning, Change Management and Implementation 229
Integration and Open Source Software 230
Application Service Providers 232
Security of Data 234
Reporting and Metrics 235
Customer Service and Technical Support 237
The TMS Team 238
Internal Resources 238
Choosing a TMS Vendor 240
Conclusions 243
Index 247
Talent Management as a System in the Organization x
The Systems Approach to Talent Management ix
The Talent Management System-Building Block of the Human Capital Asset xii
What Makes Talent Management Possible? xiii
Introduction 1
Workforce Dynamics 1
The Talent Management Process 5
Trends 7
Risks 8
Chapter 1: The New Primacy of Talent 11
Impact on Organizations 13
The Talent Management Organization 16
Asset: A Valuable Item That Is Owned 18
But Can Talent Be Managed as a Resource? 20
The Talent Management Imperative: People and Technology 23
The Evolution of HR in the Organization 24
Demographic Uncertainties 25
Competition for Foreign Skilled Workers 30
Conclusions 34
Chapter 2: Best Practices in Technology-Enabled Talent Management 35
Online Recruiting and the Birth of Talent Management Systems 35
The World Wide Web 37
Talent Management Defined 38
Summary of Best Practices in Talent Management 39
Basic Best Practices 40
Advanced Best Practices 42
The Selection Process 47
Customer References 49
Vendor Visits 50
After Selection 51
Conclusions 52
Chapter 3: Corporate Career Site Best Practices 53
Branding 57
Utility and Information 61
Self-Selection, Screening and Sorting 63
Employee Testimonials 66
Intranet Career Sites 68
Candidate Experience, Diversity and Relationship Management 69
Viral Marketing 71
Specialized Recruitment Sub-Sites 72
Navigation and Ease of Use 75
Global Recruiting 77
Corporate Career Sites: A Final Note 77
Conclusions 81
Chapter 4: Talent Management Solutions: Overview 83
The Three Types of TMS Vendors 84
TMS: The Basics 88
The Supply Chain Analogy 91
Global-Ready TMS 97
Resume Processing 98
TMS and the Intranet 101
ROI 102
Conclusions 107
Chapter 5: Screening, Sorting and Ranking Applicants 109
Self-Selection through Online Job Advertising 112
Prescreening Questionnaires 115
Profiling Candidates' Skills, Competencies, Education and Experience 117
Advanced Automated Screening and Sorting 117
"Off-the-Shelf" Skill Libraries 119
Assessments and Online Testing 120
Background Checking 123
Conclusions 125
Chapter 6: Searching and Candidate Sourcing 127
Candidate Mining on the Web 137
Automated Employee Referral Plans 141
Intranets 142
Conclusions 145
Chapter 7: Talent Relationship Management and Workforce Planning 147
Workforce Planning 154
Conclusions 162
Chapter 8: Legal, Ethical and Fairness Concerns in E-Recruitment 163
Choosing the Right Tests 164
Accessibility 166
Workers with Disabilities 167
Privacy 168
Equal Employment Opportunity, Affirmative Action and Talent Management Systems 170
Making It Easy 170
Select the Right TMS for the Job 171
Establishing EEO Capture in Your TMS Workflow 172
Conclusions 177
Chapter 9: Contingent, Contract, Temporary and Hourly Workers-Total Workforce Acquisition 179
Contingent Workforce Management Automation 180
The State of the VMS Industry 182
VMS Value 183
Specific VMS-Enabled Cost- and Time-Savings Potential 185
A Note of Caution 188
Management of the Process and Technology 189
Pricing Models 190
Other CWM Technologies and Tools 191
Staffing Exchanges 192
Professional Employment Organizations 193
Implications of CWM for Human Resource Professionals 195
Hourly and "High Volume" Workers 196
Integrated Contingent, Hourly and Permanent Workforce Acquisition 200
Conclusions 204
Chapter 10: Outsourcing 205
Offshore Outsourcing 215
The Disadvantages 217
Conclusions 218
Chapter 11: Usability, Implementation, Data Security and Reporting-Talent Management System Essentials 219
Ease of Use 219
Employee Portals/Self-Service 223
Configuration and Customization 227
Planning, Change Management and Implementation 229
Integration and Open Source Software 230
Application Service Providers 232
Security of Data 234
Reporting and Metrics 235
Customer Service and Technical Support 237
The TMS Team 238
Internal Resources 238
Choosing a TMS Vendor 240
Conclusions 243
Index 247