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

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:

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.

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.