Vibe HCM is cloud-based employee software designed with engagement at the core. Our focus is on easy to use, highly personalized technology that offers more than basic transaction automation. Vibe HCM is designed to recruit, manage, pay, connect and inspire employees. We consider it a compliment when people say our technology doesn't look like a typical HR system.
Grovo is reimagining learning for today’s teams. The workplace learning company combines beautiful technology, engaging content, and hands-on advisory support to deliver a better way to learn at work. The heart of Grovo’s approach is microlearning -- bite-sized video lessons, exercises and real-world practice delivered in the right way, at the right time. From digital skills to leadership training, Grovo teaches employees the behaviors to be extraordinary at what they do, on a platform that learners and trainers love.
CareerPlug’s ATS empowers users – from career recruiters to entrepreneurs – to consistently make better hiring decisions. CareerPlug clients easily attract, evaluate, select, and onboard the best talent in their industries through the use of job posting distribution, prescreening questions, candidate assessments, interview scheduling, email communication, custom evaluation guides, and paperless onboarding. By focusing on ease-of-use and mobile-friendliness, CareerPlug provides a great experience for both hiring managers and applicants.
Namely is the HR, Payroll, and Benefits platform your employees will love. Finally, there’s HR software that employees actually use—built to fit your company culture. Manage all of your HR data in one place, with personalized service to help your company get better, faster. Namely is used by some of the world’s most innovative and exciting companies in media, technology, commerce, and more.
Halogen Software offers an organically built cloud-based talent management suite — Halogen TalentSpace™ — that reinforces and drives higher employee performance across all talent programs — whether that is performance management, learning and development, succession and leadership, compensation or recruiting. The suite of applications are designed from the ground up to work together to drive performance, offering a consistent and user-friendly interface for every user. Halogen offers industry-specific solutions to address the unique requirements and challenges of companies in healthcare, professional services, manufacturing, the public sector and more.
A unified solution to workforce management for every industry and every role. With APS, you’ll reduce costs, increase productivity, and gain insight into your business that will allow you to make informed, strategic decisions.
BambooHR is the number one HR software for small and medium sized businesses. BambooHR’s cloud-based system has beautifully designed, intuitive features including an applicant tracking system (ATS), onboarding with electronic signatures, automated time-off tracking, and innovative performance management. This gives HR managers more time for meaningful work. Executives get accurate, timely reports, and employees can self-service their time-off using a convenient mobile app. Clients include many industry leaders like Stance, Soundcloud, and FanDuel among thousands of others in over 80 countries worldwide. Visit bamboohr.com or give us a call to watch a free demo and start a free trial today. BambooHR Cost of Ownership Typical pricing/cost structure for BambooHR: License/Subscription Cost Based on the number of users. Average cost $7 per user per month. Maintenance Cost - On-premises solution: 20% p.a.- Cloud-based solution: $0 Installation/Implementation Cost - On-premises solution: Server installation + local installation - Cloud-based solution: $0 Customization Cost Will vary depending on the functional requirements such as dashboards and reporting needs, type of data to be tracked, complexity of workflows, additional data fields, UI changes, etc. Data Migration Cost/Change Management/Upfront Switching Cost Dependent on your current software, amount of data to be migrated, complexity of the data fields, level of automation and data migration tools to be utilized for transfer of data from the old to the new software Training Cost This cost is a factor of the type of training opted by an Organization, whether it is end-user training or group/department training or video/self-training. Costs will typically increase as one moves from video/self-training towards end-user training Recurring/Renewal Costs NA Pricing Details Category Description Price/Details Basic 100% web based Limited Applicant Tracking Service 50 MB Storage / Employee Salary Job History Basic Reports Employee Directory $6 per user per month Professional All Basic Features Employee Onboarding Employee Self Service Benefit Tracking Advanced, Custom Reports Training Tracking Custom Alerts Custom Permissions Powerful Batch Editing Custom Approvals 100 MB Storage/Employee Enhanced Applicant Tracking Service Customizable Interface and Data Fields $8 per user per month Deployment Options What options are available for product deployment? On-premise Cloud-based/SaaS Pricing Model What is the pricing model? For SaaS based product: Subscription based depending on the number of employees plus a one-time implementation fee, plus an optional training fee For on-premises product: Pricing based on installation fees, data migration, updates or custom development, ongoing consulting, cost of additional software users and other IT maintenance costs Minimum Commitment Is there a minimum monthly or yearly commitment required for purchase? Basic: Minimum subscription cost $99 per month Professional: Minimum subscription cost $299 per month Custom Quote Is there an option of requesting custom quote? Yes Free Trial Does the vendor provide a free trial option? Yes Product Ownership Some of the product limitations include: Does not support benefit and payroll administration Lacks eTDS integration and compliance management. Users cannot e-file I-9 through the software Does not provide complete 360 review feedback and appraisal management Does not enable administration of employee base salaries and hourly pay, bonus and/or overtime programs, arrear calculation or advance payments Limited analytical and reporting capabilities Users can post job requisitions however, it does not allow posting company’s email or information on different job boards making it difficult for the potential candidate to view any company information Lacks career planning for employee growth and development Not compatible with swap cards Competitor Pricing Accountable Pricing Starting from: $99.00/month Pricing model: Subscription Free Trial: Available Zoho People Pricing Starting from: $39.00/month Pricing model: Subscription Free Trial: Available Recruitee Pricing Starting from: $19/month Pricing model: Subscription Free Trial: Available
Dayforce HCM is a cloud-based application for Payroll Tax, Benefits, Workforce Management, Human Resources, Talent Management, Document Management, and Analytics. As a single application for HCM, Dayforce provides organizations with unprecedented access to real-time data and results across all domains of HCM. With one employee record, one user experience and no interfaces, organizations can find and hire the right people, process pay, manage benefits enrollment, maintain HR records, and schedule staff with work-life balance while managing compliance. DAYFORCE HCM Cost of Ownership Cost Structure for Dayforce HCM: License/Subscription Cost Pricing includes monthly subscription fees based on number of users (refer to the pricing section for details) Maintenance Cost Included in the subscription cost Installation/Implementation Cost Included in the upfront cost/subscription cost Customization Cost Cost will vary depending on the functional requirements such as configurable dashboards, type of data elements required for tracking, complexity of workflows, forms to collect additional data, UI changes, etc. Data Migration Cost/Change Management/Upfront Switching Cost Dependent on your current software, amount of data to be migrated, availability of migration tools, complexity of data and gaps between the existing system and the new system. Training Cost Dependent on the type of training opted by an Organization, whether it is end-user training or group/department training or video/self-training or training the trainer Recurring/Renewal Costs Depends on the subscription model selected by user Pricing Details Product Name Description Price/Details Subscription Cost Dayforce Benefits includes: Tools for managing enrollment, calculating, testing and analyzing eligibility Supports unlimited number of plan types Enables comparisons of available options Compliance testing Analyzing benefits-spend Dayforce Payroll includes: Enable managers to view, edit, fix and preview payroll in real-time Embedded analytics Dayforce HCM’s Payroll and Benefits applications are sold as a package or as a standalone application Package Price (Dayforce HCM’s Payroll + Benefits applications): $11.50/user/month Standalone Price (Payroll only): $10/user/month Deployment Options What options are available for product deployment? Cloud-based/SaaS Pricing Model What is the pricing model? Subscription-based (monthly payment) Quote-based Minimum Commitment No minimum commitment required for purchase Minimum annual commitment is required for purchase Custom Quote Is there an option of requesting custom quote? Available Free Trial Does the vendor provide a free trial option? No Product Limitations Some of the product limitations include: The cloud-based solution does not offer robust reporting capabilities, though a new business intelligence tool has been introduced to fill the gaps. Dayforce HCM is a cloud-based solution and does not offer on-premise installation Does not support training management The solution does not offer functionalities such as automatic reminders, custom fields, data filtering, email notifications, multi-currency, signature capture, to name a few Navigation between modules is a cumbersome task Competitors ADP Workforce Now Workday Kronos Workforce Central Suite
Ultimate Software’s cloud-based UltiPro helps simplify and improve work experiences for employees at every level. Organizations can easily manage global people data and processes with UltiPro and ensure their people feel engaged and productive from day one. With UltiPro, you can deliver personalized recruiting and onboarding experiences, guide employees through important benefits choices, simplify complex payroll computations, efficiently manage time and attendance needs, support continuous performance management and development, and build proactive succession plans for the future. Most importantly, UltiPro’s solutions are supported by powerful business intelligence and reporting to help you drive smarter, people-focused business results. ULTIPRO Cost of Ownership Cost Structure for UltiPro: License/Subscription Cost Fixed subscription fee, based on number of users Maintenance Cost Zero maintenance costs. Includes ongoing updates and support via live chat, phone and email Installation/Implementation Cost Included in subscription fee Customization Cost Will vary depending on the functional requirements such as configurable dashboards, dashboard and operational reporting needs, type of data elements required for tracking, complexity of workflows, forms to collect additional data, UI changes, etc. Data Migration Cost/Change Management/Upfront Switching Cost Dependent on your current software, amount of data to be migrated, complexity of data, migrating the data from excel spreadsheets, etc. Training Cost Dependent on the type of training opted by an Organization, whether it is end-user training or group/department training or video/self-training or training the trainer. Recurring/Renewal Costs Renewal cost is equivalent to the fees paid annually, based on number of users Pricing Details Product Name Description Price/Details Subscription Cost What is the cost of the software? $600 for 5 users per year Deployment Options What options are available for product deployment? Cloud-based/SaaS Pricing Model What is the pricing model? Subscription-based Minimum Commitment Annual contract with minimum 5 users Custom Quote Is there an option of requesting custom quote? Available Free Trial Does the vendor provide a free trial option? Yes Product Limitations Some of the product limitations include: The system offers strong functionality for Business Intelligence. However, the reporting functionality does not provide a ‘search’ feature to find the fields required to build a report UltiPro does not offer lot of application interfaces (API) for legacy system integration Does not offer a dedicated mobile app It is a cloud-based solution and does not offer on-premise installation The solution does not offer functionalities such as applicant tracking, applicant workflow, automatic notifications, charting, customizable reporting, email notifications, to name a few Competitors ADP Workforce Now Workday Kronos Workforce Central Suite
At ClearCompany (formerly HRM Direct), we believe in the transformative power of talent. Our patent-pending Talent Management Platform has been empowering organizations to source, hire, review and manage A-players since 2004. Before ClearCompany, technology was not available to support the best practices of strategic talent management. Our approach to talent management is a proven one, placing goals at the center of the talent process to provide a strategic understanding of your human capital.
The BirdDogHR Talent Management System is designed to centralize HR processes to manage your workforce from start to finish. With integrated modules for each stage of the employee lifecycle, the easy-to-use and mobile-friendly software helps more than 1000 companies nationwide attract and hire top talent, onboard and train employees efficiently, improve workforce productivity, reduce organizational risk and meet compliance requirements.
Redefining the standard for cutting edge technology and innovation, JobDiva is the leading global Applicant Tracking System and front-to-back Talent Management solution, serving more than 20,000 global staffing professionals who support the Fortune 500. A powerful cloud solution, JobDiva combines a Customer Relationship Management (CRM) application, synchronization with all major job boards and VMS providers, BI analytics, automated 24/7 resume aggregation, a Mobile App and the largest resume database in the world to deliver staffing solutions with unmatched speed and precision.
People-Trak is a user-friendly, integrated HRMS that offers a complete package of core HR, strategic HR and workforce management applications. It includes personnel tracking, benefits administration, applicant tracking, employee evaluation, time attendance modules, and more.
Unify Your Entire Organization - With the power of Unified Talent Management, organizations can bring all phases of the employee lifecycle under one platform. Unified Talent Management delivers the single source of truth into an organization's entire workforce. Cornerstone OnDemand is the only truly unified system designed to enable comprehensive talent management, from a single, all-in-one platform. One data model. One login. One customer support team. One solution designed for success.
Infor CloudSuite™ HCM is a powerful set of cloud-based human capital management solutions built to adapt to your organization’s evolving business strategy. This solution replaces complex processes, workflows, and systems with sophisticated, yet intuitive technology. And that gives your HR professionals the opportunity to deliver streamlined processes and remarkable experiences to the workforce, creating significant value across the organization.
Ascentis HRIS/HRMS is a wizard-driven, intuitive HR software solution for mid-market companies of all industries. When managing employee data, Ascentis HR automates complex business transactions, eliminates manual processes, and reduces systemic errors. ASCENTIS HR Cost of Ownership Cost Structure for Ascentis HR: License/Subscription Cost Basic set-up fees which includes account creation and 3 days of on-line implementation and/or training Maintenance Cost Regular maintenance releases and upgrades are included in monthly fees and require no onsite IT support or installation Installation/Implementation Cost Included in the subscription cost Customization Cost This is charged as an additional (add-on) cost for developing or enhancing an existing product feature or module Data Migration Cost/Change Management/Upfront Switching Cost Dependent on existing current software, amount of data to be migrated, complexity of the data fields, etc. Training Cost Included in the subscription cost Recurring/Renewal Costs Recurring subscription fees is charged which typically includes maintenance, monitoring, upgrades, training and support to the end-user Pricing Details Product Name Description Price/Details Subscription Cost What is the cost of the software? Pricing information is available on request only Deployment Options What options are available for product deployment? Cloud-based/SaaS Pricing Model What is the pricing model? Subscription-based Minimum Commitment No minimum commitment required however, Ascentis HR works only with 100-2000 users organization Custom Quote Is there an option of requesting custom quote? Available Free Trial Does the vendor provide a free trial option? No Product Limitations Some of the product limitations include: The solution does not provide multi-language or multi-currency support System upgrades requires users to manually approve changes in the respective modules. Depending on the amount of changes required this can be a time consuming activity. Setting-up reporting formats is a tedious process It is a cloud-based solution and does not offer on-premise installation Does not supports employee development features such as performance management and succession management Competitors ADP Workforce Now Workday Kronos Workforce Central Suite
FinancialForce Human Capital Management (HCM) gives you the power to manage your entire workforce with one, comprehensive, cloud solution. The unique value of this solution is the power of the Salesforce platform which delivers native collaboration, global, social and mobile capabilities to your workforce and allows you to better communicate and engage. Now you can empower and retain your workforce while delivering valuable dashboards and reporting options to your business managers.
The unified Meta4 technology platform is built for your end-to-end HR process management. The strength of a single unified platform is far greater than the sum of a patchwork or integrated environment. It doesn’t stop here. The Meta4 platform continues to grow with our extensive R D innovation efforts. We go beyond current HR trends by spotting and incorporating emerging best practices from our customers and global market demands.
Epicor HCM software solution offers deep functionality designed by HR industry professionals that is built on a modern, agile service-oriented architecture platform. Epicor HCM offers flexible deployment options including cloud subscription, hosting, and on-premise options. Also included is a suite of integration tools to allow your data to exist where you choose with the vendor of your choice.
HR. Payroll. Taxes. Time. Talent. Benefits. Retirement. Insurance. From recruitment to retirement, there’s a lot that goes into managing your people. With ADP, you’ll get comprehensive, cloud-based solutions to keep things streamlined, accessible, and easy to manage. And you’ll work with our industry experts every step of the way.
Cornerstone Growth Edition simplifies performance reviews and eLearning with a mobile-friendly, easily-configurable interface that can be up and running in just a few hours. With Cornerstone Growth Edition, performance reviews are simple and intuitive. Our solution not only automates employee performance reviews, it gives managers practical tips and guidance to develop their employees and make smarter business decisions.
PeopleFluent offers the most comprehensive Talent Acquisition software solution for global enterprise companies. PeopleFluent Recruiting helps your recruiting team to be faster and more productive every day. Our award winning solution combines applicant tracking, process automation, full mobile functionality, deep sourcing capabilities and a robust candidate experience. PeopleFluent extends its commitment to a collaborative hiring process to include the Mirror™ experience across our Recruiting and Onboarding solutions.
Workday Human Capital Management is the only application that unifies HR and Talent Management into a single system-of-record. And with embedded analytics, manager and employee self-service, and a user experience unlike any other enterprise application, Workday redefines what it means to manage a global, mobile, and diverse human capital. WORKDAY Cost of Ownership Cost Structure for Workday: License/Subscription Cost Based on key metrics such as total company revenue, employee size, and not just per user Support, maintenance and automatic upgrades are included as part of the annual subscription cost Maintenance Cost Based on the service hours of support purchased Installation/Implementation Cost Implementation costs are typically 1.25 times the annual cloud subscription cost and involves project consulting costs such as those for Project Implementation Advisor, Functional Implementation Advisor, Technical Implementation Advisor, etc. Other important factors are the service provider chosen for initial implementation, production support, modules selected, complexity of implementation Customization Cost Will vary depending on the type of functionalities opted as add-on Data Migration Cost/Change Management/Upfront Switching Cost Includes the cost to switch from the existing product to Workday. The enterprise will need to invest in change management Training Cost It will vary depending on the training option selected, whether it is classroom and virtual training, onsite training, on-demand training Recurring/Renewal Costs These are the renewal costs, but sometimes can also include recurring costs for integration tools or other add-on technologies not included in the base package Typical calculations: Renewal Cost (Year 1): Base cost (1 + X% + CPI) Renewal Cost (Year 2): Renewal Year 1 Subscription Fee (1 + X% + CPI) Pricing Details Product Name Description Price/Details Annual Subscription Cost Includes annual support, maintenance and upgrade cost $400 - $800K Deployment Options What options are available for product deployment? Cloud-based/SaaS Pricing Model What is the pricing model? Subscription-based Minimum Commitment Yes, 3-years commitment is required Custom Quote Is there an option of requesting custom quote? Available Free Trial Does the vendor provide a free trial option? No Product Limitations Some of the product limitations include: Workday is a SaaS based product with no offline capabilities. This may impede customers’ ability to access data when there is poor internet connectivity Private cloud HR software deployments are not supported Does not support Learning Management System (LMS) which is an integral part of employee engagement and performance management Lacks CRM capability, however it does offer CRM integration with Salesforce Provides limited scope for customization Competitors SAP SuccessFactors BambooHR UltiPro
People are your organization’s greatest asset and the key to creating a sustainable competitive advantage. To maximize the potential of your entire workforce, there must be more to your Talent Management strategy than simply “managing” your talent. The PeopleFluent® Total Talent Management solution can help you engage your people at every stage, creating real business results.
The SuccessFactors HCM Suite includes a complete set of tightly integrated talent management solutions, robust workforce analytics and planning, plus a next generation core HR solution. With over 3600 customers and more than twenty million users in 177 countries, SuccessFactors HCM Software is the most adopted Software-as-a-Service (SaaS) business software in the world. SAP SUCCESSFACTORS HR Cost of Ownership Cost Structure for SAP SuccessFactors HR: License/Subscription Cost Based on recurring subscription fee model – per user per year Maintenance Cost Included in the subscription cost Installation/Implementation Cost None Customization Cost Dependent on functional requirements and specific needs of the organization Data Migration Cost/Change Management/Upfront Switching Cost Will vary depending on your current software, amount of data to be migrated, complexity of the data fields, level of automation and data migration tools to be utilized for transfer of data from the old to the new software Training Cost SAP learning hub gives unlimited access to SAP success factors training courses Web-based training included in the subscription cost SuccessFactors also offers training on Talent Insights administration at additional costs Recurring/Renewal Costs Recurring subscription fees is charged which typically includes maintenance, monitoring, upgrades, training and support to the end-user Pricing Details Product Name Description Price/Details Subscription Cost What is the cost of the software? $895 per 5 users per year SMB and Enterprise pricing information is available on request Deployment Options What options are available for product deployment? Cloud-based/SaaS Pricing Model What is the pricing model? Subscription-based Minimum Commitment Annual contract with minimum 5 users Custom Quote Is there an option of requesting custom quote? Available Free Trial Does the vendor provide a free trial option? Yes Product Limitations Some of the product limitations include: Vast and complex system making it difficult for users to understand and use all functionalities Does not allow users to save self-reviews and peer reviews Complex and non-intuitive UI making it difficult to navigate the system It is a cloud-based solution and does not offer on-premise installation License cost is on a higher side when compared with its direct competitors Competitors ADP Workforce Now Workday Dayforce HCM
PeopleStrategy eHCM® is an end-to-end Human Capital Management (HCM) solution featuring integrated Talent Acquisition, HR, Payroll, Benefits Administration, Workforce Management, Performance and Reporting, providing the features and functionality you need to attract, manage, engage and retain your talent efficiently and effectively.
Our ideology is rooted in delivering an extremely configurable, flexible solution that doesn’t force our Client Gurus to change the way they manage their people. At PeopleGuru we focus on developing and supporting HCM technology that meet the needs of our passionate HR Guru Leaders of mid-market organizations.
Since 2004, ClearCompany has empowered thousands of companies to attract, screen, and hire better talent, then use strategic insights to keep their recruiting competitive. Simplify repetitive tasks with their automated system, and use free, expertly developed competencies to hire the right people. From passive candidate sourcing with 160 million talent profiles, to automated posting, screening, grading and interview scheduling, to easily building talent pools, EEO/OFCCP compliance reporting and much more, ClearCompany gives you everything you need to find, hire, retain and engage A-players. While their Applicant Tracking System is incredibly powerful on its own, the complete ClearCompany Talent Management Platform also includes solutions for new hire onboarding, performance management and goal alignment; allowing you to seamlessly find, hire, onboard, review, engage and retain top performers. ClearCompany is also highly rated for customer support, providing all clients both dedicated Implementation and Relationship Manager as well as unlimited ongoing training, support and consulting services.
ClearCompany is the easiest way to bring all employee review processes into a single, automated solution. Their easy-to-use software allows you to quickly set up reviews, including custom scoring tables, weighted sections, and free-form responses. Sections of reviews can be shared among multiple forms to further simplify setup and scoring. Flat-rate pricing allows you to send as many reviews as you need, as frequently as you need to, without worrying about the price tag. While their Performance Management System is incredibly powerful on its own, the complete ClearCompany Talent Management Platform also includes solutions for applicant tracking, new hire onboarding, and goal alignment; allowing you to seamlessly find, hire, onboard, review, engage and retain top performers. ClearCompany is also highly rated for customer support, providing all clients both dedicated Implementation and Relationship Manager as well as unlimited ongoing training, support and consulting services.
We believe that hiring a new employee should be an efficient and rewarding experience that results in a timely return on your investment. We are dedicated to providing simple, yet powerful systems to ensure you hire the most qualified employees in a fraction of the time, at a fraction of the cost.
How to Compare and Buy Talent Management Systems
By Jeremy Ames of Hive Tech HR
Disclaimer: The author did not create nor is he responsible for the content of the leaderboard, nor does he explicitly endorse the ranking order.
The war for finding and keeping talent is raging and most companies have realized that their greatest weapon might just be technology. Your competitor has already built their arsenal, and you’ve realized that yours is antiquated, insufficient, or, worse yet, non-existent. You’re missing out the best recruits, and some of your best soldiers that could have stopped the company’s bleeding are leaving. It’s time to turn the tide in your favor, but where to start?
Acknowledge the Overall Scope Issue of Talent Management
You begin your search, and you’re immediately stuck. What even is a Talent Management system? You’re not alone in your confusion, which stems directly from the name itself. “Managing” your talent should technically be happening from the moment you begin attracting her, throughout the days when you’re shepherding her through your employee experience, and even beyond when she leaves and becomes a part of your talent pool. In other words, the whole lifecycle.
Reality, however, has brought us a slightly different definition of Talent Management, removing functions like recruiting, payroll, benefits, pure employee data management, and more. What we’re left with are 4 commonly accepted pillars of what you’re trying to do by “managing” your talent:
Reconsidering what your needs are with those pillars in mind gets you closer to understanding scope…but not all of the way there.
Two Specific, and Important, Scope Issues
- Our first pillar, “attracting” talent most often refers to a Talent Acquisition system, which could be separated out entirely in a system search...or it could potentially be a part of the same search you’re about to embark on now. To illustrate that point, simply look at two key data points right here in SelectHub:
- Recruitment & Staffing (aka Talent Acquisition) is separated out from Talent Management as a separate discipline within HCM
Vendors like iCIMS and JobDiva, which focus on solutions for recruiting (Talent Acquisition) can be found in both the Talent Management and Recruitment & Staffing disciplines of SelectHub
- The next scope issue we confront is Learning Management, which could easily fall into the “Developing” pillar, and yet we run into same confusion of vendors like Cornerstone who actually ranks #1 in both the Learning Management and Talent Management disciplines.
These are not necessarily problems, but they do highlight a nuance of buying Talent Management software, which is that it’s even more important than ever to decide what functions you are looking to cover.
So, why do organizations need and use Talent Management software?
In order to decide where you’ll land with scope, you should start by considering the main functions that could be covered. Note the 4 PILLARS referenced within.
- ATTRACTING via talent acquisition functionality and creating that talent pipeline
- Keep the initial excitement of ATTRACTING them going with an integrated approach to onboarding
- Delivering functionality that tracks determine, deliver and track learning needs.
- Encouraging, measuring and managing employee performance
- Fostering and promoting employee development including easy to follow career planning and pathing
- Providing additional focus on leadership development
- Adequately facilitating succession planning
- Properly connecting your compensation management to performance
- Connecting talent management tools to capabilities in rewards and recognition.
- And in the event you can’t RETAIN them, talent management systems should provide smooth offboarding functionality as well as a path pack to the talent pipeline
Define Your Scope
You should now be prepared to make important decisions about your own scope. Start with functionality “groups” as defined in SelectHub. Which of the functions above would you define as the current gaps you’re looking to fill? List them out and group them.
Do yourself a favor in the meantime. Document those functions that fall just outside the Talent Management world. For example, what are you using for core HR transactions? The reason for doing this will be illustrated in a moment.
Vendor functionality – the added layer of complexity
If you thought this was easy so far, here’s where it gets complicated. Unfortunately, you’re not buying software in a bubble, and Talent Management is easily the most complicated area of HCM Software today.
Every vendor has arrived in present day with their own evolution…and now you’re subjected to buying from dozens of company evolutions. Here are a couple examples of vendors with prominent places on the SelectHub leaderboard:
- Cornerstone started in 1999 with a focus on online learning. Over the years it added functionality in order to encompass an entire talent suite. Now, highlighting the challenge in HCM buying even further, they’ve just gone on to add functionality in core HR management
- Workday, from its inception, was meant as an overall HCM suite with both payroll and finance capabilities. Talent Management comprised a portion of its functionality, but Workday continues to evolve with Recruiting having been added in 2014 and Learning added just this year (2016)
- Acquisition also impacts product evolution and your choices as a buyer, as evidenced by the Skillsoft acquisition of Sum Total Systems. Combined, they check more of the scope boxes with a particularly robust functionality in training
To make the point further, Dr. Michael Moon of ExcelHRate Research & Advisory Services points out that “not too long ago the HR buyer had to make a decision between purchasing a best-of breed talent management suite or hobbling together a set of point solutions, crossing their fingers and hoping for the best. With cloud technology, rapid innovation and the growing availability of open APIs, point solutions are becoming more attractive to the HR Community. The big suites like Cornerstone, Success Factors and Saba build their products to meet the needs of the many, which is great.
But sometimes an organization needs something unique to their own culture, business or demographic make-up that these vendors may not be able to address. Point solutions that allow for the delivery of micro-bonuses (Bonus.ly), facilitate continuous feedback between employees and visually depict their social networks (Pay Compliment), or that capture and analyze anonymous employee feedback (Hyphen App) – essentially supporting employee voice – are examples of the kinds of point solutions that are available in the Talent Management space.”
In short, systems range in “width” of functionality, and you’ll have important decisions to make later in this buying guide and you need sufficient background information.
HR 1.0 Vs. 2.0
In a meeting just yesterday with BetterWorks CEO Kris Duggan, he told me that he considers his company part of “HR 2.0.” I hadn’t heard that expression before, but immediately knew exactly what it meant.
Plenty of companies are still delivering solutions that solidly deliver HR 1.0 functionality. For example, the annual performance process is well covered by tons of vendors.
Then you have a wave of 2.0 vendors that are looking to address the what 3 years ago was the future workforce, and is quickly taking over and even redefining “offices.” Key concepts of 2.0 are mobility, employee-driven talent management, innovation and digitalization.
Lastly, and perhaps most importantly, it causing Talent Management capabilities to become more narrowly focused but with more opportunity for integration.
So, now you know the scope the areas of focus and you have a sense of the market. Time to get specific. That means getting to the requirement level in SelectHub. Here are some examples in the ATTRACT pillar.
- Both actively and proactively find the best talent by conveying a company culture candidates will want to join (a new element of People Marketing)
- Match on job fit and other success criteria in order to lower future turnover costs
- Create a simple, streamlined candidate experience that allows for the right amount of hand-holding
- Incorporate newer technology like video interviewing
- Encourage internal collaboration during the hiring process
- Comfortably transition the individual from “candidate” to “team member”
Now Match Your Products
OK, now things get really interesting. Combining what you want with what’s possible, you have one very key decision to make. How wide or narrow should your Talent Management suite be?
In other words, if you have heavy duty requirements in the area of learning management which can’t be met with a suite that covers a wider swath of capabilities, the time may have come to separate out that into its own product search.
That said, integrated suites aren’t standing by and watching more narrowly focused products. As an example, “conversations” are becoming a key component vendors focused on Performance Management, but then even full suites like Ceridian Dayforce have incorporated the concept into their offering.
Then there’s the HR 2.0 topic, part of which means it’s time to do some soul searching.
- How much are you looking to push the envelope and differentiate?
- Are you a follower, leading edge or bleeding edge type company?
More than anything, what have you learned to this point about the market and your requirements that highlights areas where you’d be willing to truly innovate?
Now that you’ve done all of this, decide which products fit. Use some collaborative tools like Trello to draw things out, if it helps. The bottom line is that if you spend too much time in this part of the process, you’ll get overwhelmed with analysis paralysis. But if you don’t know enough about what’s available in the marketplace, you could still be missing out on key weapons for your arsenal.
Evaluate…with some additional focus
Now comes the fun part of seeing what these systems are doing. It’s such an exciting time in Talent Management software that if you haven’t gone through the process in a while you’ll be blown away with some of the capabilities. For example, talent acquisition vendors like SmartRecruiters and iCIMS are adding a ton of focus to employer brand and collaboration.
What’s unique about how you should be spending time with these vendors versus other areas of HCM is that you really want them to talk to you about how they’d see their product “fitting in” with your overall HCM ecosystem. Talk about your current state and vision for future state. If they don’t do onboarding, or maybe don’t do it well, for example, how would your keeping your current Silkroad Red Carpet tool work with their suite?
Conversely, if you talking with a more progressive vendor that harps on “integrations,” have them talk to you specifically about how they’d help you get those integrations up and running during implementation.
Once you’ve gone through and rated your products using SelectHub’s scorecards, in the case of Talent Management, it’s not quite as simple as moving onto the contracting phase with the highest scoring vendor(s).
You need to think about how the best vendors fit into your Talent Management roadmap, and even beyond that how that particular roadmap fits with the overall HCM roadmap.
For example, if your selection ends up pointing at SAP/SuccessFactors (just to mix up our product references), does that now mean that you could be revisiting the core HR system you already have in place and possibly replacing it? Or, if you do end up heading the path of multiple HR 2.0 solutions, what does the integration strategy look like, and would you possibly need to layer on a Workforce Analytics solution on top of these systems in order to gain key actionable insights?
Once you’ve done all your due diligence, just as in all other selection projects it’s time to make your choice.
It’s true, Talent Management software does suffer from the most inconsistency in what is considered “in scope” by purchasers, sellers, and essentially everyone involved. However, while that makes your job as buyer tougher, it’s not insurmountable. Given the stakes involved with choosing the right Talent Management software, hopefully this guide has served as a good starting point for those of you tasked with making this important decision.
About The Author
Jeremy Ames is CEO of Hive Tech HR, which helps its clients with their Human Capital Management (HCM) strategies. This includes helping them find and/or implement their HCM software. He has worked as a director, consultant, systems implementer, and international businessman for several companies, including being the former CFO on the Board of Directors of IHRIM and member of the SHRM HR Technology and Management Expertise Panel. Outside of work, Jeremy is a shortstop, fictional writer, and father, among other roles and interests. He enjoys satisfying client needs, closing deals, writing, long walks on a Cape Cod beach at sunset with the waves lapping at the shore, and humor.