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As a leader within your organization, you’re tasked with balancing people management, team and departmental tasks as well as your very own list of deliverables. It’s a tough job, but technology has been stepping in to make the duty a bit more efficient. Recently we announced the launch of a new addition to the ClearCompany suite of products, Talent OS. This system is built to help teams accomplish more and with unprecedented clarity for leaders and employees. Talent OS is what brings our suite and your strategic talent management program together.

Want a more in-depth view of the path that lead to our Talent OS? Read Talent OS: Why We Built It.

Core Strategy Power Up

Our Talent Operating System is one place to house all the cascading pieces of your talent strategy. Whether you only use our Applicant Tracking solution or work within multiple pieces of our talent management suite, this system is available to your team. It’s purpose is to take a company’s entire talent acquisition and management strategy to a whole new level, ultimately increasing employee satisfaction and the business’ clarity of vision.

Ever dream of a place to house all cascading pieces of your talent strategy? Read this:

 

Employee Satisfaction Points to Consider:

  • 92% of companies don’t believe performance management is worth the time they spend on it.
  • Job satisfaction levels are increasingly on the rise, however, two out of five employees (40%) expressed, to some degree, the possibility of seeking employment outside of their organization within the next year.
  • The largest percentage of respondents for the third year in a row have indicated respectful treatment of employees at all levels was a very important contributor to job satisfaction

 

With the right information at our fingertips, companies can track talent management with ease, allowing them to worry not about all the data, but what they can do with it. Once the link between data and action has been made, employer engagement, employer branding and performance increase will follow.


Read more about employer branding, employee engagement
and the link between the two.

Newsfeed is the Helm

Our world is mobile, so we built our system to be easily viewed via mobile or desktop. Upon first login, users are met with a newsfeed of their company’s inner workings, including all things important to completing tasks and meeting overall goals. This feed is integrated with the company calendar keeping a living, breathing pulse of the organization. No manager will forget a birthday and no executive will miss an employee anniversary.

Talent OS is one central location that pulls together all tasks and goals within your platforms and communicates the information in a simple to follow and understandable way. For example, if your team uses the ClearCompany ATS, everything from job openings, scorecards, interviewing schedules and all the many tasks required to find and hire are streamlined to the Talent OS system. The newsfeed is the central point of it all.

Fluid Communication Expert Tips: 97% of employees and executives believe lack of alignment within a team impacts the outcome of a task or project. Use technology as the glue for your team communication across tasks and goals. Instead of leaving statuses and progress to question, make everything abundantly clear.

Take goal communication a step further by writing company or project goals on a giant whiteboard in a highly trafficked area. If you use digital collaboration tools, update the whole company every week on the status of goals, deliverables and progress that needs to be made moving forward. When communication breaks down, we see redundant, duplicate or partial effort work. Collaboration shines a light on every nook and cranny of a project to keep team members working in a cohesive direction.

Goals and Check-In

Performance management programs with continuous feedback have shown to heighten productivity and increase employee engagement, however the practice of implementing it isn’t easy. More often than not, delivering feedback is lost in the shuffle of deadlines and towering tasks. Talent OS integrates feedback into the tasking system and newsfeed just the way it should be integrated into a performance management strategy and schedule. Managers can set rules for how often feedback should be provided and the system will respond by providing reminders when an employee has gone too long without receiving this crucial development tactic.

Did you know, 69% of employees say they would work harder if their efforts were better recognized?

Sometimes feedback isn’t planned. For instance, right after the completion of a huge project, employees might feel accomplished or even a little shaky on the results. In either case, employees can request evaluations, which are then added to the manager’s newsfeed and goal list. A history of all feedback is maintained so managers can easily see progress and improvements. This moves throughout the line, as managers have the same connection to their leaders all the way up the chain to executives. Put the power of feedback in your employees’ hands! 

Goals & Feedback Points to Consider: Half of the workforce feel they don’t know what’s expected of them. How well can a team of employees hit deadlines when only half of them know the end goal? Managers are the ones who typically plan and delegate projects and tasks for employees to align with organizational goals. Familiarize yourself with other managers and leaders who are in charge of setting goals. Help suss out problems or reasons for driving these new organizational goals and if your team can be part of the solution.

Transparency and Communication

Speaking of chain of communication, from new hire to CEO, the transparency between employee and manager is at an all time high in Talent OS. As a manager, you have many goals to maintain, from supplying employee development strategies to hitting particular departmental KPIs. Your goals are at the forefront, showing exactly what tasks are in progress, the level of priority and all feedback you’ve received from your leaders on those tasks and projects.

72% of highly engaged employees understand their role & how it contributes to their org’s success.

All of your reports’ goals are on your newsfeed as well. This feature ups the communication, giving you the ability to see what employees consider priority. If there is any misalignment, you know immediately instead of days, weeks or even months later. Meanwhile, employees can see the goals of their leaders, shedding light on how their daily contributions support the goals of leadership and the organization. Every goal can be traced right up to the CEO’s and back down again.

Goal Alignment Expert Tips: When working with your team to set goals, establish standards first so your employees are educated on them before hearing project details. Avoid making any significant changes to the project goals once assignments are set to avoid setbacks and miscommunication. If change does need to be implemented, carefully outline how the change impacts each person’s job and what will be different in the goal process moving down the project timeline.

Performance and Development

“A Players” can be hired into an organization, but managers know that in order to build an organization of HiPo employees, it’s all about development. Talent OS uses the goal progress of an employee to find the “A Players” of your department. Using a built-in 9 box, managers can see accomplishments as they relate to competencies and make more educated and efficient decisions around developmental priorities of your top talent. The organization benefits from a more skilled workforce and employees, 66% of which value learning over monetary compensation, are more engaged.

Current openings and new hires within the company or department are also displayed. Employees can use this information to welcome new department additions, provide employment referrals or even consider their own career trajectory within the organization. Managers can assure the best onboarding practices are being followed as well as better understand holes in the organization and reassess priorities to ensure the growing team is supported.

Performance & Development Points to Consider: 59% of U.S. workers say communication is their team’s biggest obstacle to success, followed by accountability (29%).” ClearCompany’s Talent OS gives managers a visual representation of employee progress, setbacks and successes. Only 14% of employees strongly believe their company’s performance reviews inspire true career improvement. When managers can give constructive performance updates, employees have a better chance of progressing through development opportunities that align with their growth.

66% of employees value learning over monetary compensation.

Employer Branding at the Forefront

Above all, Talent OS is the core of your business. That means your company brand needs to be supported and displayed. Like all ClearCompany tools, the interface follows those important brand standards. From the login page and beyond, your employer branding mission and values are viewable throughout the system so no employee is confused about your goals and mission.

To the user, be it entry level employee or executive, there is no system. Talent OS is a single page that fits within the screen of a mobile device or desktop, with accesses to each and every part of the talent management program, ATS to Onboarding. The simplicity means the time it takes to learn the workings and navigate the interface is almost nonexistent. It’s a simple as seeing your tasks and clicking links to complete them. Better company transparency and performance management processes are only a login away.

Employer Branding Expert Tips: A little less than half (31%) of employee turnover happens in the first 6 months, which means there’s a bit of a disconnect between employer branding and employee satisfaction strategies. The average direct cost for a new employee (excluding training costs) is $57,968 and the average cost to replace an $8/hour employee is about $5,500.

The company’s business is reliant on what you promise and how you go about ensuring that process is maintained. It’s not enough to want work-life balance for your employees. You can’t guarantee all hiring decisions will be the best through and through, but being open, honest and transparent about your promises to employees post hire is a great way to see which candidates will fit in your culture. It’s also a great way to keep those skilled and so far loyal workers on your team!

Want to manage employees better? Get these 7 must have talent management downloads now!

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Sara Pollock
Sara Pollock
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As the head of a department in the midst of a sustained period of rapid growth, Sara has spent hundreds of hours interviewing, hiring, onboarding and assessing employees and candidates. She is passionate about sharing the best practices she has learned from both successes and failures in talent acquisition and management.

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