Here starts another series, this time on integration and in response to a rather surprising showing of interest in Performance Management Integration back in early August. In this series, I’ll be covering not only the reasons why integration is critical, but also what components to think about. First on the list is recruiting to talent systems, and there are honestly several components and several ways to do this.
When we think about talent acquisition technologies (recruiting), we’re not only talking about interfacing employee talent data out of the system but also bringing core talent configuration and set-up into recruiting. Most people just think about core job set-up, but included in this should be the competencies required. Unfortunately most recruiting systems have not been implemented with a common talent management (TMS) system as a backbone – I mean that most implementations are not with products from the same suite. Therefore, when you have set-up competencies for a job in the TMS, you’d have to do it again in recruiting. Traditional job search processes have simply sent basic information over to the recruiting system, but in today’s talent management world, this is insufficient.
Once you’ve gone through the recruiting process, you now want to spit your employee data out of the recruiting system and into two or three recipient systems: the HRMS, the talent management suite, and the on-boarding site. HRMS is obvious – you have a new employee, they need to get into HR and all of HR’s recipient systems (payroll, benenfits…). Ideally on-boarding isn’t actually a separate database, but just a portal to the HRMS and TMS. If the on-boarding site is robust enough (my imagination runs wild here) you’ll be loading up all of your job criteria, employee talent and competency data, and creating an environment where your new employee is jump starting their career with targeted views of career ladders, career planning, training information, on top of all the basic forms and orientation materials you’ll need.
We theorists/visionaries always talk about on-boarding as something that should engage your employees right from the get go. We also talk about it as an event that should last well into the employees first few months of employment – not ending with the first day of employment. An on-boarding scenario as illustrated above not only allows your employee to get neck deep into his/er career with you immediately, but it also provides an excellent bridge and start to the talent management process.
Next up, the integration points between performance and compensation.
One response to “Recruiting to Talent Management Integration”
SystematicHR also is in the midst of a series of posts on performance/talent management integration, so perhaps it is a good time to focus some attention on the topic. In our last episode, you’ll remember we had quite a laundry list of potential system actors or roles that systems can play in EPM integration scenarios. Our high-level use case