Key Features

• Employee Lifecycle: Discovers the right talent, increases engagement and manages the employee lifecycle more effectively.
• Acquisition: Helps administrators source, engage, screen, interview and hire candidates. It makes the process more effective and creates a standardized workflow to ensure equity and consistency in the process. Administrators also have a better insight into the skills of a candidate to cut down on costly turnover. Coordinate between recruiters, managers and interviewers with a personalized guide making the process run more smoothly. Integrate with an ATS or other system.
• Onboarding: Once hiring is complete, the solution facilitates effective onboarding and allows users to track their performance. It provides them tasks to complete and makes for better communication with managers.
• Succession Management: Identify and prepare the next generation of leaders from the current workers. Aids employees so they can develop along their desired career path while ensuring an organization is prepared in case of a sudden departure from the leadership team. Establish a pipeline of workers with the right skills to plan for company shakeups, shifting interests or changing priorities. This reduces turnover costs.
• Talent Science: Predictive analytics create a technological framework to find the best candidates through the analysis of performance and behavioral data. Through assessments, it gathers the necessary info for better matches. This ensures a potential hire is right for their role. It facilitates career pathing, diversity, inclusion and productivity.
• Compensation Management: Analyzes and suggests appropriate payment levels for potential and current staff members to ensure fair compensation and good performance. It calculates and automates payment and awards.
• Team Development: Assessments and team communication tools enable collaboration between members. Teams can see their strengths and weaknesses and address issues where necessary. The Behavioral DNA identifies behavioral characteristics within a team, helps leaders develop strategies for better dynamics and users integrate more established and brand new groups. It can also analyze the alignment with higher business goals.
• Performance Management: Monitors performance and analyzes strengths and weaknesses through assessments and feedback reports. Opens a line of communication between workers and management to set expectations.
• Assessments: Offers surveys so staff can critically engage with their role and to find and solve challenges and appreciate successes. It tracks performance, delivers pulse surveys, analyzes worker behavior and more.
• Goal Management: Aligns goals and expectations of the company with that of the employee so they can focus on the most important metrics, spark personal growth and improve.
• Diversity and Inclusion: Uses science to combat hiring biases, create more diverse teams and encourage talent in areas where it may not be immediately apparent. In addition to necessary reporting, it gives leadership actionable insights to improve situations. Leads to greater self-awareness surrounding staffing practices.
• Learning Management: Provides a platform for company learning. Instructors can create and deliver learning content. In addition to increasing training effectiveness, it can transfer institutional knowledge and aid workers in developing necessary skills. Assessments let workers gauge their success and retain the information better.
• Other Capabilities: In addition to talent management, this suite has HR, workforce management, time and attendance, scheduling, planning for labor, benefits management and more.

Limitations

• Issues during or after software upgrades.
• Data is mostly hosted by cloud, some want more control over their data.
• Customization may be needed.

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