The Journey to Finding—and Empowering—

Top Talent Your Guide to

Modern Recruiting and Talent Management

It’s no secret. The functions of recruiting and talent management

are fundamentally changing…...for the better.

Yesterday’s recruiter:• Wrote job descriptions from scratch and then posted jobs manually

• Sorted through resumes that landed in a dedicated inbox

• Spent hours hunting down job candidates and hiring managers alike

• Juggled multiple calendars and schedules to set up interviews

• Missed out on the best hires because process got in the way

Yesterday’s HR manager:• Put little onboarding process in place—aside from a new desk

and quick hello

• Got lost in endless spreadsheets of employee info

• Checked boxes during impersonal performance reviews

• Focused just on the organization’s day-to-day

• Kept to itself—and out of the executive team’s way

Sound a little old-school? Yeah, it kind of was.

But today’s best recruiting and HR teams aren’t lost in the weeds of

ine�cient processes and outdated methodologies. Instead, they’re

focused on both finding and developing awesome people.

Because modern recruiting and HR teams know...

People are a company’s greatest asset. People are

what gives a company its soul.

But how do they find the best-fit people to

grow their companies?

With tech on their side to speed up yesterday’s ine�ciencies, teams are

better equipped than ever to conquer the two journeys to top talent:

Finding that next great hire

Ensuring their high performance for years to come

It’s all just a matter of methodology. Let’s see it in action!

Journey #1: Hooking Your Next Great Hire

The first journey is recruiting, and it begins by knowing who, precisely, you’re looking for. Needles are notoriously hard to locate, so don’t just prioritize your haystacks. Create a picture of what performance looks like for the exact role you’re hiring for.

Pro Tip: Prioritize and define the skills you desire most in your new hire with Performer Dimensions. Here are five important ones to keep in mind:

1 Plan & Define

Domain Expertise—Subject matter knowledge around issues, best practices, and tools

Leadership—Management and coaching skills, ability to inspire others

Judgment—Ethics, morals, decision-making, and analytical skills

Autonomy—Self-motivation, self-direction, and self-improvement skills

Cultural Fit—Personality traits, work ethic, diplomacy, and interpersonal skills

2 Source

Once you know who you’re after, go find them! Today’s recruiter doesn’t wait around: he or she attracts active candidates and recruits passive ones with postings across free and paid job boards, employee referrals, and social promotion.

TOP TALENT

Pro Tip: Don’t be sheepish with passive candidates. 45% of fully employed professionals are open to talking to a recruiter.1

RECRUITER

Plus, if a potential candidate is nearing his one-, two-, or three-year mark, he may be looking to leave. So keep an eye out for anniversary milestones.2

Pro Tip: To attract performers, you have to show o� your employer brand with custom-branded careers pages. Top talent can immediately pick up on a company’s vibe and see if it meshes with theirs.

�

3 ScreenToday’s recruiter knows that to intelligently narrow a pool of performers, you need screening tools that help hiring teams go from many to few. Hiring is a group e�ort, so know which questions to ask, at which point in the process (phone or in-person), and by whom.

Pro Tip: E�ective screening should cut your candidate pool roughly in half.

6 3 1

The best hiring decisions aren’t hasty ones, which is why performance-minded companies are less focused on time-to-hire. It currently takes an employer 25 working days on average to make a hire—a 13-year high.3

4 Interview

It’s time to bring in your best candidates. Today’s interviews are seamlessly integrated so hiring teams can:

• Access candidate information from one platform• Organize interviewer and candidate schedules • Assess qualifications against the established picture of performance• Track and consolidate multiple interviewers’ feedback

Pro Tip: Use your current performers to help assess future performers—even if they’re in a di�erent department.

Did You Know: Inbox recruiting—a recruiting process centered around an email alias, such as “jobs@company.com,” and a

spreadsheet for storing candidate information—can take more than nine hours of recruiters’ time versus just one hour when

using a recruiting platform?4

Not to mention competition for top talent is growing as we head toward a candidate’s market. Companies planning to hire are up 12% over 2014.5

Today’s recruiter knows making an o�er is all about speed—the top 10% of candidates typically aren’t on the market for longer than 10 days.6 Timely, direct communication with all candidates, but especially your top picks, helps you protect your brand—as a company and a recruiter.

5 Make an O�er

It’s a MatchThe top-performing candidate receives your o�er and is excited to accept. They’ve assessed you as a company, brand, and culture as much as you’ve assessed them as an integral part of all three.

As the first journey ends, another begins...

Journey #2: Guiding Your New Hire’s

Stellar Performance

1 Onboard

The second journey to top talent is one of talent management. And that journey begins when your newest performer is in the door and ready for their first major impression of the company: onboarding.

WELCOME!

WELCOME!

Did You Know: 68% of best-in-class organizations say their onboarding is partially or fully automated by technology. Of the remaining 32%, over half plan to start automating it.7

Automation in onboarding means speeding up boring bureaucracy so your performer can start, well, performing! Here are simple ways to speed up the necessaries:

Mobile company apps make valuable information available on the go, whenever a high performer needs to check out important company info.

Use online signatures for any initial paperwork or welcome packets.

Online task lists show high performers what onboarding activities to knock out quickly. They can also alert members when anything is completed.

Employee self-service portals make collecting personal information instant, from direct deposit to tax withholdings to emergency contacts.

WELCOME!

Pro Tip: Heading out for lunch on the first day is a must! Be sure your new hire meets up with the most important people on his or her team.

Online employee profiles also put talent in the driver’s seat when it comes to learning everything about their new professional home: your company. Any phone number, email address, or—let’s face it—forgotten name can be looked up via simple searches.

With onboarding basics out of the way, top talent can focus on making an impact right away—exactly what they want to do. And in turn, you can focus more on them, not their paperwork.

2 Manage Performance

In the future, performance management will continue to be more open and honest than ever—and top performers will continue to demand comprehensive and ongoing feedback.

Did You Know: 70% of employers in one survey are “currently evaluating” or have recently “reviewed and updated” their performance management systems.8

70%

In those performance management systems, top performers are all about tracking goals.

A goal made public is a goal worth keeping. Transparent goal-setting is gaining ground in the performance management world—that is, employee goals posted online for the whole company to see. This is a great way to connect company-wide objectives down to individual performers.9

Pro Tip: Goals are more successful when they’re transparent (for accountability), revisited often (even weekly), specific, and out of a worker’s comfort zone.

With goals in place, modern HR departments let technology import them into performance reviews. Feedback reminders should then be automated to managers, coworkers, you name it.

That means more time for the most important aspect of performance management: face-to-face feedback.

Pro Tip: Check in as early as 30 days with a new hire for an honest discussion about how everything’s going. It sets an immediate standard of openness and transparency in your company culture.

30

Modern HR is taking a renewed focus on feedback and employee coaching. Research reflects that a person performs best when they are given meaningful work that leverages their personal strengths and aspirations.9

In order to go beyond goals, HR now has managers meet with employees:

Frequently: Far more often than just at year’s end.

Face-to-face: There’s always time for in-person communication!

Courageously: Honesty and transparency are the only way to meaningfully discuss performance.

3 Plan for Your Organization’s Future

Today’s HR has begun looking far beyond the path of the individual performer. Their eyes are set to the future of the entire organization.

Great managers today know that employees feel engaged when they are preparing for their next big career step forward… and of course, you’d like that to be at your own organization.

The “tour of duty” approach to employment is becoming more prominent. Rather than sign on for an implied lifetime contract, an employee is hired for an engaging two to four-year “tour” to produce measurable positive impact for the company. After that, he or she can be o�ered a new, challenging “tour”—maybe in a higher role or even in a di�erent department. It’s a win-win: the employer gets great work done and the employee stays motivated—while retaining some autonomy. 10

Promoting a loyal performer can be a smart move for HR, even smarter than hiring an external hire who is 61% more likely to be laid o� or fired and 21% more likely to leave their job than an employee promoted from within.11

Your best talent, the ones glued to your culture, are the ones who see a future with you. And a company culture where career advancement is possible and celebrated is one worth sticking around for.

61%

21%EXTERNAL

HIRE

more likely to be laid o� or fired

more likely to leave their job

Finally, HR pros today know outward recognition matters—in a big way. 83% of respondents in a recent survey said recognition for work done was more fulfilling than any other compensation or gifts.12

THANK YOU

Picture an organization wherein the entire company celebrates great performance—in an online company feed or at transparent company meetings. It’s what today’s HR can guide and achieve. All those awesome people have come together in a way that makes a measurable impact, to the company as a whole and to the individuals as, well, people.

Suddenly, the journey to the next top-performing hire—and then the journey to their performance—has created something very exciting: a community of high performers with people at the center. And that’s the perfect environment for everyone to grow.

Performance Comes Full Circle

Enjoy the journey, and everyone you meet, hire, and are inspired by along the way.

Further Reading

Download Free Report

Check Out Jazz Notes

How does your hiring process stack up in the modern workplace? Check out our blog, Jazz Notes, for more insights and inspiration around planning, sourcing, screening, interviewing, and hiring your next great Performer.

And once that amazing candidate is sourced, make sure they have everything they need to succeed. Namely’s presentation 8 Practical Tips for Great Performance Management has the practical tips you need to guide your new hire’s new journey:

Created together by Jazz and Namely

Scale Up Today

Discover Jazz

Namely is the HR, payroll, and benefits platform for the world’s most innovative companies. Great people power growing companies, and Namely is the only HR platform that grows right along with you. Featuring a social news feed employees love, full-service payroll that adjusts to your team, and the employee benefits your people crave, Namely helps growing companies build their businesses even better.

We’re Jazz and we’re on a mission to make recruiting and hiring easy, e�ective, and scalable no matter what growth looks like to your company. To do that, Jazz not only gives you three platform options, we’ve created a whole new thing: Performance Recruiting. Learn more about Performance Recruiting and how Jazz can help improve how and who you hire.

Sources

1. https://business.linkedin.com/content/dam/business/talent-solutions/global/en_US/c/pdfs/linkedin-talent-trends-2014-en-us.pdf

2. http://blog.entelo.com/new-entelo-study-shows-when-employees-are-likely-to-leave-their-jobs

3. http://www.wsj.com/articles/companies-are-taking-longer-to-hire-1409612937

4. https://theresumator.com/blog/infographic-how-much-time-do-you-waste-recruiting

5. http://careerbuildercommunications.com/pdf/careerbuilder-q1-2015-forecast.pdf

6. http://www.ere.net/2014/04/21/the-top-12-reasons-why-slow-hiring-severely-damages-recruiting-and-business-results/

7. http://fm.sap.com/pdf/mar09/All%20Aboard%20%20E�ective%20Onboarding%20Techniques%20and%20Strategies.pdf

8. http://dupress.com/articles/hc-trends-2014-performance-management/?id=gx:el:dc:dup677:cons:awa:hct14

9. http://dupress.com/articles/performance-management-redesign-human-capital-trends-2015/

10. http://marketing.bersin.com/predictions-for-2015.html

11. http://www.wsj.com/articles/SB10001424052702304750404577320000041035504

12. https://www.psychologytoday.com/blog/mind-the-manager/201306/new-employee-study-shows-recognition-matters-more-money