circles in circles

Talent Management:
Attracting and retaining exceptional talent with speed and ease
—for the public sector

Begin with Transforming your Talent Acquisition Digital Strategy

TalenTrace™: Top talent. Filled positions. Faster hiring. End-to-end HR process visibility.


Transform your agency’s talent management operations from end-to-end.

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Deloitte and ServiceNow: Combining our experience to streamline government hiring

As government agencies tackle the world’s most pressing problems, they can’t miss out on the nation’s best talent. TalenTrace™, a Deloitte human capital solution built on the ServiceNow hyper automation platform, is designed to make public sector human capital management simple, efficient, transparent, and engaging. ServiceNow’s out of the box capabilities, RPA (robotics process automation), IT integrations, and low code no code all help to accelerate digital transformation.

Nearly a third of public-sector employers believe their current hiring technology negatively impacts the applicant experience. 1

Legacy public sector hiring processes and technologies inhibit communication, which can result in lengthy hiring cycles. This means the best people for the job are hard to find and harder to keep interested. TalenTrace™ leverages data to help identify the right talent, eliminate bottlenecks in the recruiting process, reduce time to hire, and enhance overall usability—from sourcing to onboarding and extends the employee lifecycle for a transformative digital Talent Management strategy. Talent Acquisition is the first step to building a strong workforce and addressing Talent Management needs. Talent needs to be acquired before it can be managed, and organizations that can identify, attract, engage and hire the best fit employees faster than their competitors will gain strategic advantage over the long run. Beginning with a digital Talent Acquisition strategy with simplified processes, teams can easily take next steps and engaged candidates can fill positions faster.

Talent Management HR Operations represent all activities, both transactional and strategic, that impact the HR experience of all federal employees. The stages of Talent Management throughout an employee’s lifecycle, represented below, are governed by over 200 processes and supported by multiple systems.

talentrace candidate to employee lifecycle

Modules supporting Career Planning and Succession Planning and Hire to Retire concepts are in high demand in the hybrid workspace with the adoption of virtual work, transforming talent management and talent acquisition. Position management and employee profile data is foundational to the solution, usually a gap in the HR space.

Unique to TalenTrace™, HR specialists can accelerate work via a digitized platform, receiving recommendations and automated feeds to complete new HR hiring forms based on historical data. The TalentTrace™ solution extends decision analytics from dashboards and reports through workflow automation. Hiring managers can track, maintain, and change position attributes—or add new positions within a governed process. Most importantly, TalenTrace™ is designed to unify the hiring process to link data, streamline HR efforts, and optimize sourcing efforts from the start, so agencies can better forecast talent management needs and identify new, diverse pools of talent.

Because TalenTrace™ is designed in a modular configuration, the integrated platform’s capabilities can be released and implemented in smaller iterations, helping agencies adapt quickly without the burden of tackling a system-wide overhaul or instituting broad, disruptive re-trainings. And because the solution can meet the government’s unique requirements, it fits seamlessly with most government agencies’ existing HRIT, rather than replacing existing tools and processes . A Talent Management digital strategy enables diversity, equity and inclusion via transparency and embedded automation of audit layers.

TalenTrace™ simplifies and modernizes talent management and management throughout the hiring process—so you can avoid missed opportunities and focus on mission execution.

With TalenTrace™, your agency can…

Effective communication Candidate assessment accuracy
and efficiency
Candidate-position match Candidate engagement
Persona-based transparency for all users Task ownership and accountability
Front-office and back-office functions Hiring speed
Automated tasks Workload management

Workflow bottlenecks Candidates who withdraw
Confusion of ownership over tasks Duplicative information sourced from different systems
Data loss, user error, and lengthier timelines due to manual processing Multiple offers
Siloed requisitions and positions
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Navigating the shifts in Talent Management

The last two years have accelerated the need for digital transformation in the talent management landscape, with a few trends leading the way, including:

Rapid virtualization of work and new precedents for virtual candidate engagement during COVID-19.

Fluctuating policies to reflect changing health and safety guidelines and mandates at the federal, state, and local levels.

Increasing job automation, changing which skills are in demand and how HR recruits.

Heightened competition for empowered candidates who demand a more personalized hiring journey.

More complex candidate assessment that prioritizes capabilities, not degrees.

Renewed efforts to expand the talent pool and control for bias in hiring.

As this landscape continues to shift, the public sector needs to be able to find and hire the right talent. Unfilled positions mean wasted funding and a burgeoning workload for understaffed teams. Meanwhile, the private sector seizes the best candidates. By streamlining the hiring process, TalenTrace™ puts the emphasis back on talent and fit to make the government a competitive employer for the best candidates.

To win top talent—and achieve mission-critical goals—teams should quickly refine how they source talent and forecast future workforce needs, all while staying focused on enhancing the human experience, speeding up time to hire, and increasing transparency.

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How TalenTrace™ secures better, quicker hires for your agency

Government hiring consists of disparate systems with limited functionality and manual processes that convolute workflow, slow hiring, and alienate candidates. But replacing existing talent management systems often require unweaving and re-weaving a spiderweb of these systems just to find holes after the fact—not to mention, re-training the workforce.

Instead, TalenTrace™ sits on top of that web of disparate systems on one ServiceNow platform, filling in gaps and extending their capabilities, strengthening the entire system. Artificial intelligence, automation, human-centered design, and data analytics cut out outdated manual processes to create a transparent, engaging process with clear workflows.

a large group pf people gathering in a circle

As an end-to-end, modular platform, TalenTrace™ fits into government agencies’ existing systems, including the ServiceNow Government Cloud, AWS, USA Staffing, USA Jobs, and other HRIT software.

And with TalenTrace’s™ agile development model, it can be tailored to specific business processes and talent management needs. Based on user feedback, the solution can be continually improved—helping agencies encourage user adoption and facilitate change management. Because TalenTrace™ is built for updates, you’ll be able to nimbly adapt to legislative and policy changes as they happen.

a large group pf people gathering in a circle

No other government talent management software offers a position management component, so you get the full view of your funded positions versus openings at any given time.

TalenTrace™ helps your agency convert offers into hires so your agency can execute its mission. To do this, it tracks and analyzes data and automates processes, making it a simple, efficient, cost-effective government hiring SaaS solution, all on one platform.

2021 Global Human Capital Trends: Special report

The worker-employer relationship disrupted: If we’re not a family, what are we?

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TalenTrace™ transforms hiring and Talent Management

Hiring managers and recruiters struggle to strategize due to a manual, time-intensive process. Intelligent virtual agents gear hiring managers toward the right hiring path based on position, skills, and agency mission.
Candidates who’ve applied for similar positions go unnoticed and untapped. The recommender system uses advanced analytics to optimally match candidates with open positions.

It’s impossible to see accurate counts of encumbered and unencumbered positions. With position management, internal stakeholders see amount of encumbered and unencumbered positions.
Hiring managers can’t change attributes on existing positions. Hiring managers can ask for a new position or change existing position attributes.
HR specialists have no way to project future workforce needs. HR specialists can predict future workforce needs.

HR and hiring managers communicate in many places. Messages get lost in the shuffle. HR and hiring managers communicate on one platform. It’s all tracked.
The next hiring step is unclear. Notifications clarify when action is needed—and who needs to take it.
Bottlenecks are frequent, hard to determine, and lengthen the hiring process. Bottlenecks can be pinpointed and addressed.

Each step feels like an administrative needle candidates must thread through multiple systems. Each step is clear and on one platform—the candidate portal.
Candidates don’t have insight into the hiring process and are left to wait and wonder. Candidates can watch their applications move through the hiring process in real time.
HR must make multiple offers because top candidates exit lengthy hiring process. With a transparent, quick hiring process, top-choice talent seriously considers offers.

To fill in gaps, HR is stuck with time-consuming manual processes that can introduce errors. Prepopulated forms, editable fields, and comprehensive reporting automate manual tasks, increasing speed and accuracy.
There are many systems to navigate for every user, every time. One ServiceNow platform connects existing solutions for a streamlined, easier user experience.

Data and predictive analytics create a government hiring strategy with hindsight to enhance existing processes and foresight to better source future talent.

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Optimizing hiring with an adaptable, modular approach

TalenTrace™ is an integral piece of the larger talent management picture. With this innovative and flexible platform, agencies can synchronize and enhance end-to-end processes for sourcing and hiring talent—from position management and finances to budget allocation and workforce planning.

graphic showing organizational divisions
Candidate Phase
Applicant Phase
Employee Phase
Workforce Planning
Candidate ID
Position Classification
Position Management
Hiring Journey Tracking
Employee Experience
Employee Onboarding
Learning Management
Employee Offboarding
Performance Management
Career Pathing
Employee Portal / PAR Automation

Because of its core module architecture, TalenTrace™ can be integrated on top of existing systems and configured based on your needs. Each module can benefit the entire ecosystem by streamlining and modernizing the way recruiters, hiring managers, candidates, and applicants meet and engage.

As Deloitte and ServiceNow continue to innovate and extend the platform, agencies can benefit from a holistic solution today—with room to expand talent management capabilities tomorrow.

TalenTrace™ modules include:

Optimize resource deployment with a module that delivers key analytics on the workforce—including historical trends, current workforce reporting, and predictive forecasting around supply and demand.

Create and identify the most relevant position descriptions with an intelligent system that uses leading-edge information on occupations to build descriptions, then feed those details into your talent management system. This capability matches position numbers to budgets to help ensure financial efficiency in hiring; facilitates talent sourcing and succession plans through use of position-level skills and qualifications; opens vacancies immediately upon employee separation to allow for quick acquisition action; reuses positions for employee transfer and facilitates position movement, making assignments automatic and timely; and enables forecasting of workforce planning and hiring needs based on position costs and openings.

Provides clients with an easy to use, repeatable, auditable process for classifying positions. Additionally, the ACT can enhance the clients’ experience by building position descriptions utilizing the leading-edge information on occupations, seamlessly feeding information into talent management systems and identifying the most relevant positions descriptions within their library.

Candidate identification and engagement module. As an AI and analytics solution, this module provides predictive insights to inform decision-making across the full recruiting lifecycle. Candidate ID can identify the most effective outreach channels for your agency, recommend best candidate fit, predict yield, identify attrition risks, and predict successful completion of employee training and retention. It can analyze data from Workforce Planning to specifically target recruiting to fill workforce gaps. The module improves recruitment and hiring strategy at businesses and campuses via data analytics; supports recruiting campaign plan development, hiring event logistics, and onsite support; and manages candidate data for recruiters to proactively reach out to best fit candidates.

The Hiring Journey Tracker provides end-to-end vacancy and hiring action tracking in a user-friendly workflow. It tracks the entire applicant lifecycle, from package submission to establishment of an Entry on Duty (EOD) date. Plus, it enables different views for various end users (Hiring Managers, HR Professionals) and ultimately supports the hiring process redesign through transparency and accountability. The tracker:

Organizes and assigns vacancy tasks and provides task reminders to help ensure efficient and timely completion.

Consolidates all applicant process activities in one place, allowing a single point of access and reporting.

Incorporates data from modules such as Workforce Planning and Position Management to perform predictive analytics for vacancies.

And integrates classification data (e.g., Position Descriptions) to maintain consistency and eliminate manual data entry.

Talent Launch: This module is designed to digitize and automate initiation and submission of the Recruitment Package as well as development and approval of the Job Analysis (JA) forms and Job Opportunity Announcement (JOA).

Talent Evaluation:

1. Talent Qualification: This module allows an agency to match candidate resumes to open positions and determine a fit score using Artificial Intelligence (AI). It automates applicant screening through the acquisition lifecycle, recommendations of eligible candidates to HR Specialists’ pre-application and post-application, evaluation of qualifications, security pre-screening, verification of complete required documentation, additional documentation for specialized roles, and digitized compensation analysis.

2. Talent Assessment: This module equips teams with an automated workflow that helps hiring stakeholders conduct tasks associated with determining and assessing qualifications for a specific role and conducting those assessments.

3. Talent Interview and Selection: This module provides a seamless platform for conducting candidate interviews, making a selection, developing and submitting the candidate selection package, and automating validation and approval of these selections.

Candidate Engagement: Configures the recruiting experience data for differing candidate personas for a personalized journey. This module creates a unified location for applicants and recruiters to engage and stay connected during all recruiting phases. It identifies potential candidates for outreach, groups candidate data and communications into historical records, and therefore holds a database to aid vacancy fulfillment. Candidate Engagement is integrated with Candidate ID, automating candidate outreach, resume review, follow-up, or announcement emails to candidates. It identifies candidate pools based on inputted qualities (e.g., certifications and diversity); organizes resumes and candidate data received from multiple sources into one database; predicts efficient recruitment strategy design and execution; and utilizes data from TalenTrace™ across the modules, including the Workforce Planning module, to efficiently develop candidate relationships to fill position gaps. The module also provides candidates with likely opportunities for career progression, based on analysis of position competencies, and recommends areas of focus to fill any skill gaps for a career. Once a candidate is selected, the module can automate extension of Tentative Offer, Offer Response, Negotiations, and Approval—supported by a virtual agent for an immersive, high-touch experience.

Manage hiring and onboarding employees with a simplified workflow. The module’s flexible infrastructure can be designed to handle the complex tasking for recruiters and hiring managers—all in one place. This drives into coordination of clearances, final candidate verification, extension of final offer, and candidate response. The applicant data is transmitted to the employee’s onboarding data, simplifying the onboarding process with a personalized, user-specific first day experience as well as organized tasks by timeline. Data is automatically inputted into the employee portal, eliminating repetition for new employees. This module integrates with Workforce Planning to identify onboarding employees by optimizing resource deployment—ultimately impacting the employee experience from day one and promoting retention of high-performing talent.

Employee Portal: This is a landing page for employees to access all their employee services and talent management needs, a one stop shop, offered in a service catalog format. Employees can conduct onboarding and offboarding activities, connect with other sub-modules such as Career Pathing to understand career progression and gaps in experience to plan our performance goals as well as professional growth areas. Employees can also access the learning management module to help achieve short term and long term goals.

On-boarding and Off-boarding: The Employee Onboarding module delivers a personalized experience to a new employee, supporting one’s entire onboarding cycle, through the onboarding supply chain, checklists, and workflows. The module receives applicant data from the Hiring Journey Tracker to pre-populate each employee’s onboarding data increasing employee satisfaction and the business efficiency of the onboarding process. The employee receives a personalized, user-specific first day experience with one’s tasks. Integrations with workforce planning module identifies and updates current onboard workforce data. The Employee Offboarding module delivers a personalized experience to a departing employee, supporting one’s last two weeks at the agency and the necessary offboarding tasks in one frictionless, centralized location. The module supports a frictionless offboarding experience for managers and employees in coordination with HR, receiving data from employee portal eliminating repetition for leaving employees. This increases employee satisfaction and the business efficiency of the offboarding process. Integration with WFPT informs attrition data affecting the workforce. Exit surveys analyze attrition rates and reasons to inform DE&I strategy.

Career Pathing: The Career Pathing module provides employees with likely opportunities for career progression, based on analysis of employee competencies, and recommends areas of focus to fill any skill gaps for a career. It empowers employees to make strategic decisions about their career trajectory and identifies employee strengths and weaknesses, with associated learning opportunities. It informs the Employee portal and learning management system, notifying employees of a personalized curriculum. The module incorporates workforce gaps from the WFPT in order to recommend high-demand careers to current employees and notifies qualified employees of known upcoming vacancies, via integration with the Position Management module.

Performance Management: Performance Management automates the task workflow whereby employees and managers conduct career and performance conversations, and delivers transparency through historical feedback records. It analyzes and reports employee performance based on full, 360 feedback. It records feedback and notes from conversations between managers and employees and provides performance data to the career pathing module to recommend career options and areas of improvements for employees. The solution develops profiles of successful employees to incorporate with the Candidate ID module in order to target recruiting.

Key benefits:

Automate outdated manual processes, capture data to leverage existing talent and predict future workforce needs, and make a positive first impression on candidates. Jumpstart cloud readiness with a cost-effective, efficient solution.

Simplify analysis, planning, and communication with end-to-end talent management enablement that integrates data from external systems to speed hiring. HR specialists, hiring managers, and candidates can see exactly what comes next in the process in real time using an integrated data model on the ServiceNow platform.

Increase operational efficiency and decrease cost. Use core modules to build the software your agency needs for talent management and mine data as it’s added to ease and speed talent management.

Because TalenTrace™ works with USA Staffing and your existing HRIT software, you can leverage out-of-the-box capabilities to build the right talent management program that attracts the right people at the right time for your agency—and stand it up quickly.

Designed to address the nuances in processes across government agencies, TalenTrace™ can adapt to your specific needs. And because it’s built on OPM guidelines, the solution abides by the federal regulations that drive policy recommendations.

Because of Deloitte and ServiceNow’s experience, TalenTrace™ can help advance technologically while remaining compliant. It adapts to changing federal mandates, legislative policy changes, and operational processes. This can lower maintenance costs.

HR specialists, hiring managers, and candidates benefit from a human-centered, mobile-first design. Agencies benefit from deep engagement. Stakeholders can answer their own questions about the process through their respective portals, rather than waiting and wondering.

Tech Trends 2022

Engineer your tech-forward future
Deloitte’s 13th annual Tech Trends report provides insights and inspiration to unlock innovation, build trust, and engineer advantage for your digital journey ahead. We invite you to explore the seven trends.

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1 Monster Government Solutions and Market Connections, The Government Recruitment & Retention Studies, February 2018.

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