Scaling Your Business

With Talent Management Solutions

At a high-level, talent management is a construction of ideas, methodology and processes that interconnect employees with company business goals. With the right formula, it can enhance how you recruit, hire, retain, develop and promote the most valuable employees in the job market. At its core, managing talent isn’t only about trying to find a skilled person to fill in a specific role—it’s also about finding someone who can fit within your culture, too.

Before you hire a new employee to join the team, during the consideration phase, are you viewing these candidates as “the future” of your company? Or more as stop-gap resources, easily replaceable if they don’t fit in?


What is Talent Management? The Talent Management Process Benefits to Employers Benefits to Employees Technology and Talent Management (The Role of Tech in Talent Management) What Processes Can Be Automated? Real-time Reporting to Evaluate Talent Management Processes HR Management and Payroll Processing Tools with Arcoro

Believe it or not, there are still plenty of employers who view their employees as just pieces to keep the cog moving and the business afloat. They don’t appreciate their employees, which can create an abundance of problems, including:

  • A toxic work environment
  • Uninspired workers
  • High-churn rate
  • Stagnated work and business production
  • Reduction in sales
  • Poor customer experience

Communication is your number one priority when it comes to improving strategy and its corresponding processes within talent management. You need to make sure that all stakeholders across the entire company are in-the-know about the why’s and how’s you’re going to address when fixing this crucial area of business development. To build greater employer brand and culture worth working for, commitment to the process and organizational buy-in is key.

Now before improving talent management initiatives, you’ll need to get into the nitty-gritty of everything talent management-related.

What is talent management?

First and foremost, talent management is a business strategy. It focuses on obtaining, retaining, developing and promoting skilled workers in way that brings success to a business now and in the future.

It’s a strategy that features numerous processes that must be spelled out and easy to understand—especially for those in charge of managing it. Within these processes, your workflows will need to be efficiently developed so you can guide whoever is in charge of running the operation. When strategy, processes and workflows are set in symbiotic balance, your business has the chance to reach its goals faster—and to grow.

talent management

Without skilled employees, your company cannot thrive. Without a carefully conceived talent management strategy, you’re not going to attain or retain top talent to push your business to the next level. If you want to beat your competition and reign in the best remaining adept workers in the market, then you will need to hash out a few key processes within your entire strategy. Focus on the following efforts:

  • Identify business goals
  • Talent management SMART goal example
  • Source for talent
  • Attract talent
  • Recruit identified and interested talent
  • Manage employee retention initiatives
  • Oversee performance management
  • Provide on-going learning opportunities
  • Future trip with employee succession planning

With all your processes detailed and ready, you will soon attract and retain highly skilled employees. You will also help increase company transparency and strengthen employer brand, directly affecting employee production levels and overall business success.

The talent management process

You can focus on these processes to help support your talent management strategy and business objectives.

Identify business goals

When leadership takes the time to develop and implement thoughtful business strategies, it communicates to internal and external stakeholders including employees, managers and customers that the business is looking out for their best interests—and that they take their feedback seriously.

The talent management process for your business is no different. You need to take into consideration the experiences from all different sources to truly make actionable improvements to it. To build and support this process, it’s important that you identify clear and attainable goals with the help of these stakeholder groups to provide you more insight, combined with the expertise of your leadership team.

talent management

Use these steps to identify business goals:

1. As you gather feedback from stakeholders, you should:

  • Conduct a SWOT analysis on your talent management processes—identify the strengths, weaknesses, opportunities and threats
  • Measure industry benchmarks to what businesses like you are doing with their talent management strategies
  • Research the market on talent management trends, technology to support it and more:

2. Set your goals with SMART:

  • Be SPECIFIC and clear about what you need to achieve
  • Are your results MEASURABLE? How do you know you’re reaching your goals?
  • Are the goals you make ACHIEVABLE? Do you have the time, money and resources to accomplish it?
  • Are your goals RELEVANT? Do your workflows align with the overall strategy?
  • Can you meet your goals in a TIMELY manner?

Do you have SMART goals established?

Talent management SMART goal example

Achievable Goal: Reduce new employee churn by improving the onboarding process

Specific: I will reduce new employee turnover rates by 20% by the end of the year through the enhancement of the onboarding process

Measurable: I will measure the effectiveness of our onboarding process by interviewing new employees journeying through the process, as well as gather feedback from managers and other stakeholders guiding them through it.

Achievable: I will improve the onboarding process with new ideas and improvements to it, thus decreasing new employee churn rate by 20%

Relevant: Improving the onboarding process will create happier, more engaged employees. This will reduce new employee churn rate, saving our business thousands of dollars and hundreds of hours wasted in finding a replacement.

Timely: I will reduce new employee turnover rates by 20% by the end of the year

SMART goal: I will reduce new employee churn by 20% through the enhancement of our onboarding process by the end of the year. Working with stakeholders going through the process as well as those overseeing will help provide you with contextual insights and experiences

With your SMART goals in place, you can go out and achieve them. You need to remember that communication between stakeholders is your biggest obstacle. Plans crumble when there is a failure in communication.

You will need to determine your resources, divvy out responsibilities to invested stakeholders and determine a time frame. Finally, put a system in place to monitor your progress. And always remember to reward yourself and your team when you accomplish those goals.

After all, team camaraderie is an easy way to build a positive work culture and will help you build your employer brand further.

Attract talent

What makes your company special? What do they stand for? How would you rate your company culture? How about the benefits you are currently offering? Do your employees have the right tools on-hand to make them more efficient and successful? How long does it take to complete your application process? Why would anyone want to work for you?

There are countless factors that can determine the attractiveness of your business. Look at this process of your talent management strategy as something that needs to be reworked constantly. When you go about improving this process, the first step you’re going to need to do is convince your internal workforce that you are a great company to work for.

talent management

This can be challenging to do If there’s already a toxicity problem within your organization. If you’re unable to create an inclusive and enjoyable work environment, why would anyone in their right mind want to join in on the madness? You need to improve the attraction process at home first before you can convince talented people to join.

Focus on these following areas first to improve the attraction phase of your talent management strategy:

These are just a few processes within the talent management spectrum you can focus on improving. As you continue to engage your stakeholders throughout the process, new opportunities of improvement will present itself organically. When you identify and fix these problems, your employer brand will only grow stronger.

Source talent

When it comes to sourcing vs recruiting talent, many people put them in as one in the same basket. It’s true, while they work effectively together a lot of the time, they are still two different processes.

Candidate sourcing is the process of actively identifying and engaging qualified talent to work for your company. Generally, sourcing for talent is the act of looking for passive candidates, those who aren’t actively looking for a new position, but can be convinced otherwise with the right culture, benefits, perks, pay and more.

According to a LinkedIn Study, only 36 percent of the workforce is actively looking for a new opportunity at any given time, but 90 percent are willing to learn more.”

Someone sourcing talent will typically rely on social media recruiting tactics including communicating to qualified candidates in primary and niche channels, providing quality comments and feedback on posts and other thought-leadership initiatives to build greater employer brand. Aside from social media outreach, they also:

  • Research their competitors’ workforce for talent
  • Parse through Google to find qualified candidates
  • Use offline sourcing channels by networking, attending conferences/industry events and by hosting their own get togethers
  • Capitalize on employee networks
  • Source for future roles
  • Continue communication with qualified candidates who don’t respond

Recruit talent

Think of the recruitment process as both the administration and negotiation period, guiding both the candidates and respective hiring managers through the screening, selection and overall hiring process.

After the talent has been sourced, and they’ve applied for the open position being advertised; you will then manage their journey through the interview process and be the overseer of the negotiation process on pay, benefits and other perks when the time comes.

After a position has been accepted, you will also be a key cog in transitioning the new employee from recruiting to the onboarding process. Good companies begin onboarding new employees the moment they sign. It’s easier to perform the onboarding process when it’s supported by cloud-based HR automated solutions.

Employee retention

Employee retention refers to your company’s ability to retain their talent. There are hundreds of variables that can positively or negatively affect the way a workforce views their employer. Whether it’s a disagreement over wages, low employee morale, lack of career path direction, a toxic culture, a poor onboarding process or something else; when there is employee turnover, there is typically a symptom of deeper issues lurking in the shadows.

For example, the onboarding process haunts companies all over the world when it comes to employee retention. According to a study done by CDSM, “Companies lose 25% of all new employees within 12 months.” This specific stat should be unsettling for the businesses who do not have a formal strategy or manage a weak employee onboarding process. After all, hiring a new employee is a time-consuming and hardy task. On average, it takes 23 days and over $5,600 to fill an open position.

Finally, one more stat to leave you with: 25 percent of companies admitted that their onboarding program does not include any form of training which can lead to a loss of 60 percent of a company’s entire workforce.

Your employee onboarding strategy is just one example where your employee retention numbers can be impacted significantly. Remember, there are still hundreds-more variables out there that will need to be addressed. The goal is to identify these early and address them before they cause employee mass-exodus and affect the company negatively long-term.

Performance management

The performance management process supports the alignment of employee and manager goals to help support greater business objectives at hand. It’s the time where the manager and the employee discuss:

  • Role evaluation—what are the employee’s strengths? What do they need to work on?
  • Goals to hit—Set monthly, quarterly and yearly goals to keep your employees motivated and within alignment of company mission and objectives
  • Career progress—Evaluate quality of work over time, milestones made and more
  • Succession Planning—After discussing career progress, it may be time to ramp them up for bigger and greater things within the company

Many businesses make the mistake of making their performance review an annual event. This is a problem because pigeon-holing employee evaluation and growth planning to one period out of the year can create a toxic work culture.


Because many people need instant and productive feedback to believe they are doing well at their job. And when you provide them quality feedback, better relationships are built. When your team is firing on all cylinders, arriving into work each day becomes much easier to do. After all, many people spend 8 to 10 hours of their days at work anyway, it’s a home-away-from-home for most – whether they like it or not.

talent management

To help promote greater communication, some managers employ weekly, bite-sized meetings to discuss anything work-, career- or non-work-related topics. On top of that, some also oversee quarterly performance reviews. The more often you conduct productive meetings with employees to align goals and strategy, the greater the relationship will grow. A happy and respected workforce produces sustainable results. This helps to build greater employer brand in an underlying way too.

A well-thought out performance management strategy constructs a positive and transparent work culture. You will need to lead a company-wide effort on emphasizing the importance of conducting more regular meetings between employees and managers.

Succession planning

According to SHRM, “Succession planning is a focused process for keeping talent in the pipeline. It is generally a 12- to 36-month process of preparation, not pre-selection.” The goal for succession planning is to ensure a smooth employee transition when critical roles are vacated. Whether there is employee retirement, termination or just movement within the company; a succession planning strategy is key into being able to manage the changes as they come.

There are a few main categories to focus on within the succession planning strategy. Those include:

Education and guidance—prepare employees with training opportunities to be successful at their current role.

Skill expansion—offer employees the offer to develop further with training focused on future roles and responsibilities.

Outline career goalswork with employees to identify interests and tailor personal development options logical of their talents and interests.

Blaze new career paths—This one is on the organization to develop before the talent leaves for greener pastures. Based on the developed skills and proven successes of your identified employee(s), you need to either:

  • Promote them to a higher-ranked position.
  • Create a brand-new position for them to evolve into.

Succession Planning—In the event someone that someone in a critical role leaves abruptly, you should have identified employees on-the-ready who can take on the added responsibilities if need be. Departmental cross-training should be a priority for your business to undertake.

Follow these steps on how to create a successful succession planning process:

  1. Evaluate the future, what goals to strive for and what plans it will take to get there.
  2. Access current employees, their performance and skill set to determine where the gaps are within your business.
  3. Ask current employees about this career aspirations.
  4. After discussions, evaluate talent for future potential.
  5. After evaluations are conducted, communicate with identified employees you plan to move them forward with succession. They are the future.
  6. Transition talent through the succession planning process.
  7. Make on-going improvements to your program a priority.

With an established succession planning strategy implemented, your company will reap the fruits of their labor with talented people to lead them into the future.

Benefits to employers

With the creation of a well thought out talent management strategy, you will begin to see an improvement in company culture, overall employee happiness, confidence and enablement. Your employer brand will grow, establishing your business as a great place to work for.

The changes you make won’t go unnoticed either. Your company will obtain and retain top talent to carry them further. Check out these other benefits employers will receive if they improve their overall strategy.

Find ideal employees

A good talent management strategy will help you attract top talent to your business. The workflows you focus on perfecting within the recruitment process, are the key to finding ideal employees to fill in your open positions.

For example, if we focused on workflows within the recruitment process, you might ask yourself the following exploratory questions to get started:

  • How would you rate the user experience (UX) of the current recruitment process used?
  • How long does it take for applicants to finish through the application process?
  • How are you keeping applicants up-to-date as the process moves forward?
  • How would you rate the quality of the testing portion in your process?
  • What does your background and drug screening process look like?

Put yourself in the shoes of the people who journey through the application process you employ. Do you know how frustrating it is to spend your time uploading your resume, then having to manually input the exact same information again and again as you try to apply for a job?

It’s time-consuming, and most job seekers abandon online job applications that take too long. Improve the application experience and you will see an uptick in the amount of talented people who apply to your company.

Finally, combine operational thought behind the workflows you’ve established with HR automated technology, and the benefits will expand even further for your business. We’ll discuss cloud-based HR automated solutions a little later.

Empower performance

The overall theme of this page seems to be: Give respect, opportunity and be transparent with your workforce. And in return, they will perform more efficiently, faster and produce higher-quality work. It all comes full circle. A positive work culture creates a win-win for both employees and employers.

Combine the culture you create with attractive benefit packages. Include office perks such as flexible hours and remote days. Ensure employee performance evaluations and career developments are abundant.

Reward managers who take the time to really develop chemistry with their subordinates. The ones that go the extra mile to make sure each employee on their team is happy, confident and successful in their role. After all, it’s the employees who make the gears turn to the success of a business or not. A structured talent management strategy empowers performance. Every workflow, process, strategy, employee, manager and c-suite leader are all connected to the strategies and goals laid out by you.

talent management

Performance is more than just monitoring the number of sales made and other business wins.  It’s also about monitoring the well-being of your employees. It’s about keeping your top talent happy, so they stay with you to keep building off the successes they helped make happen.

The biggest mistake employers typically make is letting their talented employees ride off to greener pastures, rather than address the issues that’s making them unhappy in the first place. According to Employee Benefit News, it costs employers 33 percent the worker’s annual salary they are trying to replace.” For example, it would cost you $15,000 to replace an employee who made $45,000 per year. On top of that, a report from the same study found that 75 percent of the causes of employee turnover are preventable.

Empowering business performance and success begins with taking care of the people make that possible for you first.

Retain top talent

A great talent management program should aim to retain your top talent. After all, they’re the ones who have proven to get their job done with exceptional results. They mesh well with their team, are great communicators and handle their responsibilities with minimal supervision.

If your business takes these employees for granted, they will move on to another company that will support their career aspirations the way they see fit.

Don’t become complacent. Companies who ignore or are blind to their talent management pitfalls, typically will neglect numerous requirements that help keep talented individuals employed in-house. If these expectations fall short, you will not be able to keep or develop talent. Nobody will want to work for you long if you:

  • Offer weak benefit offerings
  • Provide limited work perks
  • Do not set them up with the technology that will help do their responsibilities quickly, efficiently and successfully
  • Do not provide any career development or advancement opportunities
  • Do not have a structured performance management process
  • Have managers unwilling to communicate and be transparent with their subordinates
  • Have an office work culture that is toxic

These are just a few areas of focus that you can improve that will help you retain your most talent employees. With happily retained workers, they will help build your employer brand by referring out job openings to people they trust. They will also be more willing to rate your company more positively online. A lot of applicants will read reviews on a business before considering even applying with them.

Fewer hiring errors

Employers who establish a structured talent management strategy see the benefit of making fewer hiring errors. When you make the correct hire the first time, you will avoid spending tons of hours and resources trying to replace them if it turns out that it was a mistake to employ them in the first place. To ensure that you’re obtaining your talent tactfully, you will need to focus on improving operations within the recruitment process.

For example, one area of focus in the process could be the improvement of various efficiencies:

  • Standardize the process with checklists.
  • Create multiple email templates for each stage in the hiring process.
  • Integrate cloud-based HR automated solutions.

Another area you could improve might be simply making sure that the job descriptions you create are clear in expectations, but attractive too. What this means is that when submitting job responsibilities, you should consider listing the following details on new employment advertisements:

  • What projects the hired person will oversee and the teams they will work with.
  • Provide clear prerequisites for “required skills” vs. “would be nice to have skills”.
  • Choose industry-standard, straightforward job titles.
  • List the top benefits offered.
  • Talk about what unique work perks you offer.
  • Keep copy short and concise. Use bullets.
  • Avoid jargon. Use clear and inclusive language.

Also, one rising trend that some employers are doing now to enhance transparency include listing the salary range on the posting itself. This helps to set the expectation on the level of the role, which will help indicate to both overqualified and underqualified applicants that it would be in their best interest to look for something else that meets their expectations.

By improving various efficiencies and by setting clear expectations on any open roles you’re filling, you will help your employer avoid committing costly hiring errors that stymie progress and hurt employer brand.

Benefits to employees

The average 9-5 job is dead. Employee loyalty is earned, not expected. When it comes down to salary vs. benefits; more-and-more employees are leaning towards the benefits. Remote work opportunities increase production and promote employee well-being. Automated tools and other technology must be implemented throughout the business to create new efficiencies and support employee success.

talent management

What was once usual is now becoming unusual. Bring on the new and invigorating. Progress keeps people motivated and happy.

With an established talent management strategy proven is to attract and retain top talent, employees win. Some of the benefits to them include:

Learning & development opportunities

Great employers realize the importance of employee learning and career development opportunities. It is an effective strategy to keep your talented employees around. According to a LinkedIn Workforce Learning Report, 93 percent of employees indicated they would stay with their company longer if it invested into their careers.

Your employees actually want to become better versions of themselves. Without something concrete to improve upon or to strive for, stagnation and resentment can overtake even the best of them. Self-improvement opportunities are proven to help boost employee happiness, address weaknesses and build wellbeing. With the right combination of ingredients, you will see a positive cause-effect reaction affect the culture of your business.

Finally, these opportunities promote creativity and optimized skillsets. When people expand their minds with new ideas, processes and priorities, they develop new ways to look at problems and how to solve them. As people learn and grow, they become more confident and skilled.

These are the exact talented individuals you’ll want to retain so they can take your business into the future.

Being empowered

If you approach your talent management strategy with a strategic outlook, you will be able to create a work culture of self-sufficiency and career ownership. According to SAP Insider, Career ownership is an idea that believes employees can go anywhere and/or do anything within their place of employment as long as they meet the minimum requirements and opportunities established. Your talent management strategy should define the requirements of what career ownership looks like and how your workforce can achieve them.

One of the most important cogs to this plan is that you need to obtain buy-in from everyone at every level of your company to make this mindset a priority throughout your organization. Communication and clarity are key. Clearly state why these initiatives are important, what the benefits are and provide detailed steps on how they can seamlessly integrate the new philosophy within their days.

Once the process is employed and has had some time to collect data and smooth itself out, you will observe the following phenomenon activating throughout your business:

  • Employee self-enablement in planning own career direction, knowing which requirements to meet, meeting established conditions and making a clear case for promotion.
  • More confident and satisfied employees.
  • New innovations and ideas are learned and used to modernize the business.
  • Improvements to company culture contribute positive increases in employee production.

Empowering employees to be creative in shaping their own careers can be a boon for your company regarding the development of better employer brand.

Healthy company culture

A solid talent management strategy will help your business build a positive company culture over time.

According to research by Deloitte, 94 percent of executives and 88 percent of employees believe a  defined corporate culture is important to the success of business. The survey also found that there is a direct correlation between employees who claim to feel happy and valued at work and those who say their company has a healthy work culture.

Culture is an integral part of business as it touches upon every detail of the company. A healthy vs toxic work culture can dictate how well your employees work with one another, management and the clientele you service. Beginning at recruitment and ending in retirement, the work environment you create is significant in the very success of the business. A positive work culture creates happier, loyal and more productive employees.

talent management

If your work climate is negative your business will see an increase in employee unhappiness and churn. With an unstable workforce, your production and sales will drop significantly. Processes will begin to breakdown and your customers will leave you in droves due to poor client support and experience.

Culture touches every aspect of your business. A company that employs tactics to ensure a strong work culture will see these benefits increase to:

Employee loyaltyyour workforce will remain with you longer if they are happy and put into a position to succeed.

Job Satisfaction—employers who invest in their employees are rewarded with a workforce that is more efficient and productive in their roles.

Teamwork—a positive work culture helps to aid in the collaboration efforts of team members. With these efforts, communication becomes more open, and silos are struck down. These social interactions help to foster innovative thinking and creative ways to solve issues quicker.

Employee morale—it’s only natural for happiness and morale to correlate side-by-side. When you’re happier, your morale to get your work done rises with it.

Recruitment—a positive company culture is essential in building strong employer brand. People want to work for companies who treat their staff with respect and dignity. With these qualities established, you will be able to attract very skilled people to take your business further.

Potential for growth

It’s a given: Your talented employees will grow with or without your help. When you refuse to offer them support, they will find a willing partner to help them develop their skillset instead. And when they leave, they will take their production and knowhow with them, too. You will be stuck footing that expensive bill, covering the time, costs and resources it takes to replaces them.

In the end, the new person you hire will not be able to match their production levels until one or two years later. And that’s even if they are still employed with you then. There are so many variables in your talent management strategy that can adversely affect the way you retain talent.

With that’s said, good employers foster growth and offer ongoing development training to their employees. They create succession plans for their most talented individuals, supporting them as they climb the ladder and become leaders themselves along the way. And when your talented employees are not interested in leadership positions, you continue to help them develop their skills to become even greater in their current role regardless.

When employees see their employer going above and beyond to ensure they are being supported in their career development interests, they will stay with the company longer. They also remain engaged at work, become happier and more productive too.

Finally, the brand of your business will grow. When people find out that you offer on-going training and career development opportunities, they want to work for you. Classes, conferences and other events are expensive to attend and pay for on your own. However, with the help of a willing employer, employees have greater availability to access them.

Technology and talent management (The role of tech in talent management)

If you thought developing a talent management strategy was hard, can you imagine trying to oversee and improve it over time with manual workflows, or a system with limited capabilities employed? The HR department is responsible to secure, manage and transfer massive amounts of high-compliance employee data to both internal and external stakeholders.

To avoid any costly human-error issues, including the time and resources wasted to solve them, many employers are looking to HR automated solutions to support the processes that fall under the talent management umbrella. Those processes include:

  • Recruitment
  • Onboarding
  • Performance Management
  • Learning Management
  • Succession Planning

The implementation of HR automated technology to improve HR workflows can help your employer accrue an abundance of benefits over time.

What are the benefits?

There are many benefits to integrating HR automated solutions within your business to help operate your talent management initiatives.

A reoccurring topic you’ve probably noticed so far is that of “employer brand”. The rating of your employer brand directly correlates with how successful you are at obtaining and retaining top talent. Without talented employees managing your day-to-day, your business will stagnate, and it will affect your bottom-line. Every touchpoint within talent management affects your employer brand positively or negatively.

You can also see these benefits after employing HR technology within your business:

  • Acquiring and retaining talented employees
  • Building a talent bench
  • Automating communication
  • Streamlining the recruitment to onboarding process
  • Managing a purposeful performance management process
  • Providing on-going skill and career development training
  • Setting a clear and attainable path for succession
  • Improving culture and employee engagement
  • Advancing overall business production
  • Destroying silos and creating organizational alignment
  • Making smarter business decisions with real-time, accurate data
  • Integrating technologies to scale with internal/external partners
  • Bringing in a great ROI with less time and resources wasted
  • Reducing risk and staying within compliance

What processes can be automated?

Within talent management, there are five main processes that should be automated. Those include:

  • Recruitment
  • Onboarding
  • Performance Management
  • Learning Management
  • Succession Planning

talent management

The recruitment process 

The recruitment process is undergoing some transformative changes within the industry due to emerging HR automated technologies. These tools automate the responsibilities that overload HR administrators and provide applicants a seamless candidate experience regardless if they get a job with you or not.

An Applicant Tracking System (ATS) automates administrative workflows, secures data and enhances the communication process with interested applicants during the hiring process.

For administrators, job applicant tracking software can be used to:

  • Automatically send communications to applicants to keep them up-to-date within each step of the hiring process
  • Automatically send job descriptions and requirements to popular and niche job boards to advertise open positions
  • Keep within compliance of federal labor standards
  • Build a talent bench of prospective candidates to pick from as you open more positions
  • Track and analyze data which can be used to improve the process over time
  • Improve the quality of hires
  • Speeds up the recruitment cycle
  • Streamline employee onboarding

For applicants, recruitment software creates a greater candidate experience. Here’s how:

  • The application process is cut down significantly
  • The creation of an individual account to apply is no more
  • They receive automated communications as they progress through the process
  • Applying is easy to do from a mobile device

A good ATS can also integrate with other talent management, HR management, payroll, ERP and business intelligence tools when you’re ready to scale too. For example, it would be in your best interest to integrate it with an onboarding tool to enhance the candidate experience further.

Employee onboarding

The next step in a new hire’s journey is onboarding. With an automated onboarding module integrated to your ATS, data is shared seamlessly between the two. This reduces the amount of double-entry work required if you’re relying on manual efficiencies. In turn, you’re saving these new hires hours of paper to fill out.

An onboarding module can automatically:

  • Schedule meetings and send communications to new hires before their first day
  • Distribute required paperwork, company policies and surveys
  • Attain electronic signatures
  • Navigate new hires through orientation
  • Create and send goals for new hires to reach (this can be done with a performance management module integrated)
  • Prepare new employees with training modules (it must be integrated with a learning management module for this to be possible)

If you set up a structured employee onboarding process that is supported with HR automated solutions, you can ensure new hires will be less overwhelmed, that they become fulfilled and empowered to be successful in their new position.

Finally, the employee onboarding process is a chance for you to showcase to new hires that they made a wise decision in coming to work for you. If your onboarding operation is lackluster, or doesn’t exist, you will not be able to retain the employees you hire for long.

Performance assessments

Performance management technology allows employees to direct their own career development on mutually agreed upon goals and competencies. As they develop, their managers will be able to analyze their accomplishments, strengths and weaknesses to discuss during performance reviews. With true, accurate data, both parties will feel satisfied with performance talks as they can access real-time feedback to look back on.

Some performance tools c

With an automated performance management tool, you can:

  • Easily monitor employee performance with automated communications, via email, and sent to an employee portal.
  • Provide an enhanced user experience with auto-save functionality. This allows employees to step away and come back later.
  • Align employee and company strategy.
  • Increase employee engagement.
  • Centralize and standardize processes,
  • Allow managers to customize questionnaires and review forms.
  • Provide for multiple different review styles including one-on-one and 360-degree feedback.
  • Provide clear and fair compensation raises with real-time feedback

A strong performance management module will help your company improve employee engagement and development, retain top talent and increase employer brand.

 Learning and career development

With a Learning Management System (LMS) you can capture, create, manage and share knowledge to provide on-going training and career development opportunities for your workforce. Whether it be orientation training for new hires, or a specific skill workshop for seasoned employees; an LMS simplifies the entire process of training and evaluation for your workforce.

Aside from also tracking progress and performance, it’s a good asset for small to large companies in many ways. For example, the ROI on an LMS is typically positive because you don’t have to spend on space for classrooms, paper, teachers and other training resources. An LMS is a digital service and your provider is responsible for keeping all your classes up-to-date.

A flexible system will let your workforce access their classes on any device including on PCs, laptops, cellphones and tablets. A cloud-based system will also allow your workforce to access their classes 24/7 from anywhere, if they have an internet connection.

Finally, a few more benefits of implementing an LMS include:

  • More engaged employees—filling missing gaps in your skillset is essential to career development. With more training comes more engaged employees.
  • Improved workforce productivity—employees who develop their skills are happier. In turn, they will use their new-found skills to enhance processes and increase production.
  • Ease-of-use—employees can view lesson plans, assigned courses and view their history from a customized dashboard. The software will also email results your workforce and provides easy administration tools for those overseeing the process.

The succession process

Succession planning software is used to prepare your workforce for the future. Whether an employee leaves, is let go or is retired; that position will more than likely need to be filled. To coincide with your succession planning strategy, HR automated software can help prepare your workforce more efficiently for the future than any manual workflow could.

With an automated tool implemented, you will be able to accurately review employee performance and readiness with a system that you designate. The software leverages performance data from goals, competencies and employee development plans. Keep in mind, you’ll need to also have an integrated performance management system integrated to your succession module for

With data acquired, leadership can evaluate employee progress and determine who the future leaders of their company are. The technology you implement can help you build better and smarter teams, keeping you one step ahead for the future.

With succession planning software implemented, your business will:

  • Improve employee development and address any skill gaps missing.
  • Keep employees invested in your company if you invest in them.
  • Reduce organizational risk by creating a workforce that is well-rounded in their skills

When you have a great succession planning process implemented, your employer brand will only grow stronger. People want to work for a company that can provide them with a path for growth in their career aspirations. When there’s a path laid out for them, it’s a lot easier for them to envision themselves with you for the long haul.

Real-time reporting to evaluate talent management processes

After you’ve developed your talent management strategy and are supporting it with HR automated solutions, you’re not done yet. You will need to keep the development of your strategy top-of-mind because the variables that make it up are constantly evolving.

The most effective way to know that your processes are efficient is by analyzing the data you’ve acquired over time. The more modules you have integrated with each other, the more insights you can accrue.

For example, you may see an opportunity to enhance the recruitment to onboarding process for your new hires. Maybe in the past, you relied on filling out compliance-related paperwork on their first day, instead of letting them loose into learning their tools and other training needed to be successful on the job.

After analyzing the data between systems that have accrued during this process, you might see a correlation in new hire engagement and retainment with how the first few weeks of onboarding goes. A simple solution to improve the onboarding process might be to require new hires to fill out their paperwork, electronically online, before their scheduled first day.

talent management

If you remove most, or all compliance-related paperwork before a new hire’s first day, it can improve their experience immensely. You can get them off into training and using their tools to be successful at their jobs immediately.

And, that is just one example of how you can use the data from your technology to improve the talent management processes you employ. Imagine using HR automated tools to connect all your data together to continually improve your procedures.

You can connect HR modules in performance, learning and succession to pave the most detailed path of succession yet for your company. The data from performance will give the insights into their work habits and goals hit. The data from learning will guide them to fill missing gaps in their skillset and update performance as they accomplish these goals.

The Succession planning tool will guide your top talent to great heights. It balances data from both performance and learning to alert leadership when an employee is ready to become a leader in the organization.

This all just talent management too. You can integrate these tools with HR Management, payroll processing, ERP systems, business intelligence tools and more. Imagine scaling some or all of your HR strategies together. You could integrate benefits administration and payroll tools with your talent solutions to connect these processes even further.

Arcoro features robust talent management modules including: Applicant Tracking System

  • Onboarding
  • Performance Management
  • Learning Management
  • Succession Planning

The true cloud-based platform allows you to pick-and-choose which HR automated tools you need based on the requirements of your business. A built-in integration with over 300 high-value partnership allows you to scale effortlessly. Connect with any other Arcoro module, or integrate with other partners including payroll providers, insurance carriers, ERP systems, business intelligence tools and more.

HR management and payroll processing tools with Arcoro

Arcoro also offers cloud-based modules to cover your HR Management and payroll processes. The platform includes:

  • Core HR—Employee self-service tools
  • Benefits Management
  • ACA Compliance
  • Payroll Processing
  • Time and Attendance

Schedule a demo to see the cloud-based Arcoro platform in action today!