A company’s most valuable asset is the people who walk through its doors each day to manage, lead, coordinate and execute. Providing these employees with a first-class experience from pre-hire to retire is the most crucial element to sustaining a successful business and attracting talent that will develop into future leadership, and utilizing cutting-edge technology is a key ingredient to the process. Join us as Thomas Boyle and Chris Lennon of SilkRoad help attendees discover the “why” behind talent management technology, exploring the capabilities and power of automation and its positive effect on the employee experience and your company’s bottom line. Register and attend to discover: The power of technology in talent management. How utilizing technology can drive better business results and increase ROI. Why automation of talent management processes can increase engagement and retention.

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2. Speakers: Thomas Boyle
Director of Product Marketing
SilkRoad
Chris Lennon
Director of Product Management
SilkRoad
Moderator: Deanna Hartley
Senior Editor
Talent Management Magazine
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Deanna Hartley
Senior Editor
Talent Management magazine

7. #TMwebinar
Thomas Boyle
Director of Product Marketing
SilkRoad
Chris Lennon
Director of Product Management
SilkRoad

8. Finding the “Why” Behind Talent
Management Technology
Thomas Boyle & Chris Lennon
SilkRoad technology
July 11, 2013

9. SilkRoad Contacts
• Thomas Boyle
• thomas.boyle@silkroad.com
• Chris Lennon
• chris.lennon@silkroad.com

10. Todays Topics
Talent Acquisition
• Recruiting & Onboarding Management
Talent Development
• Performance & Learning Management
10
The Cost
Business Drivers
Benefits
Benchmarking for Success
Common Challenges
Key Take Away’s

11. Distributed Workforces
Talent
Development
HRMS
Talent
Acquisition
Measure

12. Benefits of a Talent Strategy

13. Talent Priorities
13

14. Recruiting Management

15. The Cost
15
“This large expense is primarily going to agencies
and job boards today”
-Bersin Talent Acquisition Factbook® 2011
124 billion U.S. spending on talent acquisition
2011. An Increase of 6%.
Average spent for every new hire
brought into the organization.
$3,500

16. Todays Workforce
7.5 Percent
Unemployment Rate
11.7 million
Unemployed in U.S
32 % Lack of available candidates

17. Path to Improvement

18. Recruitment Metrics
Top 3
Recruitment metrics used in organizations
Employee RetentionQuality of HireTime to fill
Vacancy Rate within Top Jobs
Turnover Rate
Offer Acceptance Rate
Your Brand Strength
Individual Recruiter Performance
Cost per hire

19. Business Drivers
19

20. 1. Volume of resumes make screening cumbersome and costly
2. No centralized database limits metrics and reporting capabilities
3. No way to brand recruitment effort to reflect culture
4. High agency and Job board fees, and no simple/accurate way to
manage.
5. No formal workflow process or standard processing
20
Top 5 Challenges

21. Benefits/Results
21

22. Recruiting Technology: Benefits
Attracting & Engaging Talent
• Decrease your job board spend/Automate Job Distribution
• Reduce drop off by streamlining the candidate application process
• Increase brand awareness, with company career portals and content.
• Automate Hiring Workflows & Notifications saving time and increasing engagement.
Screening & Hiring
• Reduce agency spend by identifying candidates who are already in your database.
• Leverage existing employee referral networks for lower cost , better fit referrals.
• Increase your quality of hire by including prescreening questions to identify high
potential and knock out low performers.
• Decrease time to fill with automated workflows and Interview scheduling.
• Mitigate risk by capturing and reporting on the proper guidelines.

23. High Sierra Industries

24. Onboarding & Transitions

25. The amount employees cost U.S and
U.K companies by not fully
understanding their jobs.
-IDC International Data -
37
Billion
The Cost

26. 26
25% couldn’t log onto the
network
20% didn't know how to
find company resources
Manager/Team was not involved in onboarding
27% of the time
29% didn't feel prepared
the first day
28% didn't have sufficient
introduction to culture
What Does your Onboarding Process
Look Like?

27. Benchmark: Onboarding Automation

28. Tools that automate forms management
Personalized portals for employees
Reporting tools that monitor which
employees have completed what forms…
Tools that track HR compliance rates
Social technology
28
Benchmark: Technology in use

29. Business Drivers
29

30. Key Drivers

31. 1. Manual paper form processing increases opportunity for
errors and creates redundant data entry
2. Absence of a formal workflow process and lack of consistency
by location, job, and department
3. Lack of overall socialization and connection to company or
team
4. Lack of consistency and engagement in new hire processing
resulting in delayed productivity
5. Compliance Issues , including Errors in I-9 and W4 processing
31
Top 5 Challenges

32. Benefits/Results
32

33. • Increase Day one Readiness by automated the delivery of critical forms and
onboarding tasks internally and externally.
• Speed time to productivity for new and by providing essential connections and training
during onboarding.
• Go Paperless: With electronic form capabilities HR teams can eliminate the extra paper
associated with administrative responsibilities, reducing costs for their organization.
• Increase Efficiency: With automated workflows HR staff can drastically improve
productivity; as much as 30%.
• Improve Employee Retention with Early engagement to minimize no-shows and new
employee turnover.
• Reduce legal risks by automated I-9 and E-Verify compliance.
Onboarding Technology: Benefits

34. Yale New Haven

35. Benefit Timeline
Prepare & Orient Integrate Excel
Day 1 Day 90 Year 1
Future
State
Current
State
Gain 1
Accelerated time to
contribution
Gain 2
Accelerated Productivity
Start Earlier
Pre Day 1

36. Learning & Performance Management

37. Key Drivers
37

38. How Closely Tie Performance
Evaluation to Employee Development

39. Learning Management
39

40. The Cost
spent by US organizations on
employee training
• 56% ($87.5 billion) on internal training
• 30% ($46.9 billion) on external services
• 14% ($21.9 billion) on tuition reimbursement
40
156 billion
1,182
*ASTD 2012 State of the Industry Report
spent per employee
• Small companies spend more per employee
• Employees averaged 31 hours of training

41. The Cost
“US training organizations grew their
spending by 12% in 2012 with similar
growth rates expected in 2013.”
“Organizations with highly mature L&D
functions (we call them High-Impact
Learning Organizations) spend 34%
more than others.”
“Large businesses triple their spending
on social learning.”
41
*

42. Business Drivers
42

43. 43
Top 5 Challenges
• Ineffective tracking of training completion and success rates
• Cost of delivering instructor led training
• Lack of central management and automation of training
programs
• Reporting gaps allow lapses in compliance
• Difficulty building, re-using, and updating
course content

44. The Incredible Shrinking Training Dept.
• Ratio of training staff continues to decline
• A sign of the changing role of L&D
• No longer ‘the place’ for learning
• Instead, facilitate and enable learning
• Need new technology skills
• Gain expertise in new technologies including
social and mobile
• Build skills in performance consulting
• Work to cultivate strong learning cultures
within their organizations
44
*

45. Automation Compliance Training
45
59%
59%
42% Manual
Automated

46. Are you ready?
46
9%
23%
47%
21%
It makes me want to quit.
Holy Reporting Batman!!! I have to
give up 3 weeks of my life to
prepare for this?!
Great, let’s go! I’m confident I have
what I need.
Other (please specify)
Professionals’ level of confidence in their audit “readiness.”

47. 47
Benefits/Results

48. Automation = Consistency = Increased Safety

49. High Sierra Industries

50. Performance Management
50

51. The Cost
Days wasted per year for
U.S. Managers dealing with
underperformers
51
34 days
350 billion
Gallup estimate for cost to the U.S.
Economy by disengaged employees
• $2,246 per disengaged employee

52. Business Drivers
52

53. Tools for Performance Management

54. 54
Top 5 Challenges
• Lack of automation results in a cumbersome process
reliant on staff
• Inaccurate appraisals and inflated rating scales
• Employee dissatisfaction with results and process
• Employee goals not aligned with business objectives
• Lack of structured engaging development plans

55. Believe it is
important to link a
current review with
the previous review

56. Consider
organizational
influence an important
measure of future
leadership potential

57. Benefits/Results
57

58. Goals Achieved Through Technology
Complied with regulatory requirements
Standardized process across organization
Reduced costs
Improved organizational performance

59. 59
Kearney & Company

60. Take Away #1
60
Organizations must move from tactical to strategic
approaches.
Recruiting, Onboarding, Employee Transitions, Performance Management, and
Learning and Development are generally viewed as one-time events, not a
continuous process.
Develop a strategy – goals, philosophy, and technology models to engage and employees,
continuously

61. Take Away #2
61
Recruiting technology can offer a low cost high touch
option helping you attract, screen and hire the best talent.
Key takeaway:
Leverage your brand and your career portal as a way to engage candidates and drive
them to the best career opportunities.
Recruiting technology can increasing the quality of your applicants
while decrease the cost and time it takes to find them .

62. Take Away #3
62
Improve day one readiness by enabling employees
to contribute faster more effectively.
Organizational and role alignment : Standardized processes,
reduced paperwork and effort, a cohesive framework for
geographically dispersed organizations.
HR ad L&D professionals can spearhead automation and efforts and assemble multi
disciplinary teams to determine which process stand to benefit

63. Take Away #4
63
Compliance training is an “Achilles heel” for many
organizations.
Many companies are managing compliance tracking and reporting using a
patchwork of technologies and processes.
Organizations stand to gain by adopting technology to improve their compliance
training, reporting, and audit preparation.

64. Take Away #5
64
Employees that are engaged and clearly understand
their roles and contributions out perform their
counterparts.
Technology can automate processes that drive employee participation while reducing
paperwork.
Organizations that are still using paper-based processes have lower participation
in performance activities and have a harder time pushing business goals.

65. Proprietary and Confidential
This material is proprietary to SilkRoad, inc. It contains
trade secrets and confidential information which is solely
the property of SilkRoad, inc. This material is solely for the
client’s internal use. This material shall not be used,
reproduced, copied, disclosed, transmitted, in whole or in
part, without the express consent of SilkRoad, inc.
Thank You!

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