HROT January/February 2014 - 25

Talent Management
enterprise-wide data. Disparate, disjointed systems limit the
potential of recruitment, training/development, and other
core competencies of talent management. When there
is no sharing of the critical data that can shed light upon
bottlenecks, optimal HR performance will be undercut.
The stakes are high: Two of every five organizations report
that a bad hire costs in excess of $25,000, finds survey
research from CareerBuilder. Seven in 10 employers say such
hires lower productivity and worker morale, and sometimes
trigger legal action, reports CareerBuilder.
How Analytics Can Help
A fully integrated approach to software analytics can help
agencies resolve a great deal of the pending personnel
problems. Analytics establish single point-of-view
visibility and assessments of every cycle of recruitment.
With standardization comes collaboration, and with
collaboration comes a heightened sense of which best-ofindustry
solutions will work. Research demonstrates that
organizations adopting these tools are reaping the rewards:
According to the Corporate Executive Board, standards of
new employee quality and engagement can improve 19
percent when organizations deploy talent-analysis tools.
And organizations with best-in-class metrics programs
perform 25 percent better than average ones on time to
hire, according to Staffing.org.
So what exactly do analytics technologies do?
Application-cycle command. It's obvious that agencies must
target today's Millennial generation to replace all of the
departing baby boomers. But Millennials aren't likely to
wait out a recruitment process that stretches for several
months. With 24/7 access to technology bringing a sense of
immediacy to their professional and personal lives, these
workers expect prompt responses from employers. They'll
move on-perhaps to the less deliberate private sector-if
they don't hear back within what they consider reasonable
time. Analytics software products deliver visibility and can
monitor how long candidates are spending at each phase.
Users can also see when contenders are dropping out to
target those stages for improvement.
Active engagement. Analytics allow users to set up
automated programs so they know when it's time to
reconnect with promising candidate. An update note can
ease any feelings of being " lost in the shuffle. " This allows
agencies to stand out with an appealing, human presence.
Directory building. As agencies develop this personalized
presence with various talent pools, they can assemble a
database of candidates which can be searched by niche-
and niches within those niches. Readily available IT solutions
empower them to track each candidate's educational
progress, anticipated arrival on the market, work history,
etc.
Comprehensive, continuous improvement. Analytics are
ultimately designed to foster continuous improvement
throughout all substantive areas of HR, as opposed to strictly
the job-application cycle. Analytics solutions such as business
intelligence (BI) products augment the ability for agencies to
evaluate which areas/departments/regions are falling short
on maximizing talent-management components such as
onboarding and training, which are exceeding metrics-based
standards.
Best practices are more easily adopted due to this " wide
view " breakdown of the numbers-practices that can be
adopted departmentally and possibly even governmentwide.
For example, in the private sector, Best Buy can
precisely identify the productivity value of a 0.1 percent
increase in engagement among workers at a particular store.
The organization estimates that this sliver of a percentage
translates to more than $100,000 in a store's annual
operating income. Sysco has leveraged analytics to monitor
the job satisfaction of delivery associates and has boosted
retention from 65 percent to 85 percent-saving nearly $50
million in hiring and training costs. There's no reason why
the same impact can't benefit the public sector.
With this, HR/talent management leaders will find their
status within an agency ascending to that of a muchsought
and respected contributor to critical organizational
strategies. And that's the real value driver here. No longer
confined to processing mundane forms about employment
histories and health-care benefits, CHCOs can bring to the
strategic table a capability to break new ground within areas
such as recruitment, training, performance management,
and workforce planning.
Mike Giuffrida is co-founder and CEO of NGA.NET, a
global leader in IT solutions for talent acquisition and talent
management.
JANUARY/FEBRUARY 2014 | www.hrotoday.com
[25]
http://www.Staffing.org http://www.NGA.NET http://www.hrotoday.com

HROT January/February 2014

Table of Contents for the Digital Edition of HROT January/February 2014

HROT January/February 2014 - 1
HROT January/February 2014 - 2
HROT January/February 2014 - 3
HROT January/February 2014 - 4
HROT January/February 2014 - 5
HROT January/February 2014 - 6
HROT January/February 2014 - 7
HROT January/February 2014 - 8
HROT January/February 2014 - 9
HROT January/February 2014 - 10
HROT January/February 2014 - 11
HROT January/February 2014 - 12
HROT January/February 2014 - 13
HROT January/February 2014 - 14
HROT January/February 2014 - 15
HROT January/February 2014 - 16
HROT January/February 2014 - 17
HROT January/February 2014 - 18
HROT January/February 2014 - 19
HROT January/February 2014 - 20
HROT January/February 2014 - 21
HROT January/February 2014 - 22
HROT January/February 2014 - 23
HROT January/February 2014 - 24
HROT January/February 2014 - 25
HROT January/February 2014 - 26
HROT January/February 2014 - 27
HROT January/February 2014 - 28
HROT January/February 2014 - 29
HROT January/February 2014 - 30
HROT January/February 2014 - 31
HROT January/February 2014 - 32
HROT January/February 2014 - 33
HROT January/February 2014 - 34
HROT January/February 2014 - 35
HROT January/February 2014 - 36
HROT January/February 2014 - 37
HROT January/February 2014 - 38
HROT January/February 2014 - 39
HROT January/February 2014 - 40
HROT January/February 2014 - 41
HROT January/February 2014 - 42
HROT January/February 2014 - 43
HROT January/February 2014 - 44
HROT January/February 2014 - 45
HROT January/February 2014 - 46
HROT January/February 2014 - 47
HROT January/February 2014 - 48
HROT January/February 2014 - 49
HROT January/February 2014 - 50
HROT January/February 2014 - 51
HROT January/February 2014 - 52
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-chro-today-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-may-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-march-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-january-february-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-september-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-december-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/chro-today-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-may-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-september-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-march-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-january-february-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-december-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-september-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-march-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-january-february-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-may-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-december-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-september-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-december-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-may-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-march-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-january-february-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-september-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-december-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-january-february-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-1014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-may-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hrot-january-february-2014
https://www.nxtbookmedia.com