Talent Management Systems Best Practices in Technology Solutions for Recruitment, Retention and Workforce Planning

by Schweyer, Allan

• ISBN13: 9780470833865
• ISBN10: 0470833866
• Edition: 1st
• Format: Hardcover
• Copyright: 2004-08-09
• Publisher: Wiley

Summary

"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

Author Biography

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.

Table of Contents

Foreword	ix
Talent Management as a System in the Organization	x
The Systems Approach to Talent Management	xi
The Talent Management System-Building Block of the Human Capital Asset	xii
What Makes Talent Management Possible?	xiii
Introduction	1	(10)
Workforce Dynamics	1	(4)
The Talent Management Process	5	(2)
Trends	7	(1)
Risks	8	(3)
Chapter 1: The New Primacy of Talent	11	(24)
Impact on Organizations	13	(3)
The Talent Management Organization	16	(2)
Asset: A Valuable Item That Is Owned	18	(2)
But Can Talent Be Managed as a Resource?	20	(3)
The Talent Management Imperative: People and Technology	23	(1)
The Evolution of HR in the Organization	24	(1)
Demographic Certainties	25	(5)
Competition for Foreign Skilled Workers	30	(4)
Conclusions	34	(1)
Chapter 2: Best Practices In Technology-Enabled Talent Management	35	(18)
Online Recruiting and the Birth of Talent Management Systems	35	(2)
The World Wide Web	37	(1)
Talent Management Defined	38	(1)
Summary of Best Practices in Talent Management	39	(8)
Basic Best Practices	40	(2)
Advanced Best Practices	42	(5)
The Selection Process	47	(2)
Customer References	49	(1)
Vendor Visits	50	(1)
After Selection	51	(1)
Conclusions	52	(1)
Chapter 3: Corporate Career Site Best Practices	53	(30)
Branding	57	(4)
Utility and Information	61	(2)
Self-Selection, Screening and Sorting	63	(3)
Employee Testimonials	66	(2)
Intranet Career Sites	68	(1)
Candidate Experience, Diversity and Relationship Management	69	(2)
Viral Marketing	71	(1)
Specialized Recruitment Sub-Sites	72	(3)
Navigation and Ease of Use	75	(2)
Global Recruiting	77	(1)
Corporate Career Sites: A Final Note	77	(4)
Conclusions	81	(2)
Chapter 4: Talent Management Solutions: Overview	83	(26)
The Three Types of TMS Vendors	84	(4)
TMS: The Basics	88	(3)
The Supply Chain Analogy	91	(6)
Global-Ready TMS	97	(1)
Resume Processing	98	(3)
TMS and the Intranet	101	(1)
ROI	102	(5)
Conclusions	107	(2)
Chapter 5: Screening, Sorting and Ranking Applicants	109	(18)
Self-Selection through Online Job Advertising	112	(3)
Prescreening Questionnaires	115	(2)
Profiling Candidates' Skills, Competencies, Education and Experience	117	(1)
Advanced Automated Screening and Sorting	117	(2)
"Off-the-Shelf" Skill Libraries	119	(1)
Assessments and Online Testing	120	(3)
Background Checking	123	(2)
Conclusions	125	(2)
Chapter 6: Searching and Candidate Sourcing	127	(20)
Candidate Mining on the Web	137	(4)
Automated Employee Referral Plans	141	(1)
Intranets	142	(3)
Conclusions	145	(2)
Chapter 7: Talent Relationship Management and Workforce Planning	147	(16)
Workforce Planning	154	(8)
Conclusions	162	(1)
Chapter 8: Legal, Ethical and Fairness Concerns in E-Recruitment	163	(16)
Choosing the Right Tests	164	(2)
Accessibility	166	(1)
Workers with Disabilities	167	(1)
Privacy	168	(2)
Equal Employment Opportunity, Affirmative Action and Talent Management Systems	170	(1)
Making It Easy	170	(1)
Select the Right TMS for the Job	171	(1)
Establishing EEO Capture in Your TMS Workflow	172	(5)
Conclusions	177	(2)
Chapter 9: Contingent, Contract, Temporary and Hourly Workers-Total Workforce Acquisition	179	(26)
Contingent Workforce Management Automation	180	(2)
The State of the VMS Industry	182	(1)
VMS Value	183	(2)
Specific VMS-Enabled Cost- and Time-Savings Potential	185	(3)
A Note of Caution	188	(1)
Management of the Process and Technology	189	(1)
Pricing Models	190	(1)
Other CWM Technologies and Tools	191	(1)
Staffing Exchanges	192	(1)
Professional Employment Organizations	193	(2)
Implications of CWM for Human Resource Professionals	195	(1)
Hourly and "High Volume" Workers	196	(4)
Integrated Contingent, Hourly and Permanent Workforce Acquisition	200	(4)
Conclusions	204	(1)
Chapter 10: Outsourcing	205	(14)
Offshore Outsourcing	215	(2)
The Disadvantages	217	(1)
Conclusions	218	(1)
Chapter 11: Usability, Implementation, Data Security and Reporting-Talent Management System Essentials	219	(24)
Ease of Use	219	(4)
Employee Portals/Self-Service	223	(4)
Configuration and Customization	227	(2)
Planning, Change Management and Implementation	229	(1)
Integration and Open Source Software	230	(2)
Application Service Providers	232	(2)
Security of Data	234	(1)
Reporting and Metrics	235	(2)
Customer Service and Technical Support	237	(1)
The TMS Team	238	(1)
Internal Resources	238	(2)
Choosing a TMS Vendor	240	(3)
Conclusions	243	(4)
Index	247