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PeopleAnswers Product Overview

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To better understand how PeopleAnswers’ next generation talent science adds strategic value to your business, it helps to start with the broader talent management context. …

To better understand how PeopleAnswers’ next generation talent science adds strategic value to your business, it helps to start with the broader talent management context.

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  • 1. Product OverviewCopyright 2013
  • 2. Recruit Retain onboarding performance succession sourcing selection learning Candidate Employee scope of talent management suiteCopyright 2013
  • 3. PeopleAnswers: A talent science platform Behavioral DNA® that is Predictive, Scalable, & Easy-to-Use onboarding performance succession sourcing selection learning Candidate Employee scope of talent management suiteCopyright 2013
  • 4. PeopleAnswers: A talent science platform Behavioral DNA® that is Predictive, Scalable, & Easy-to-Use onboarding performance succession sourcing selection learning Candidate EmployeeCopyright 2013
  • 5. Traditional: Next Generation: Assessments Talent Science Subjective bias (Big) Data-driven Not tied to performance Better Performance-based criteria Science “Off-the shelf” Custom (differentiated) One-time “snapshot” Across talent lifecycle 1-to-1 matching More 1-to-Many positions Scalable No alternate career paths Enables talent mobility Designed for paper Graphical (mobile-ready) Easy to Disparate tools Use & Single secure cloud platform Hard to integrate Deploy Web-services integrationCopyright 2013
  • 6. HR Executive CXO [Ops, Sales, Technology] Recruiter Talent Architect “Operations” Candidate Employee PeopleAnswers: A talent science platform Behavioral DNA® that is Predictive, Scalable, & Easy-to-UseCopyright 2013
  • 7. Company Company Company A B CTalent Architect Operations Surveys Spreadsheets Balanced Scorecard YOUR OPERATIONS DATACopyright 2013
  • 8. Talent Architect OperationsCopyright 2013
  • 9. Candidate Mobile DesktopCopyright 2013
  • 10. Candidate Position 1 Recruiter Operations Position 2, 3, 4Copyright 2013
  • 11. Command & Control … Flexibility & AgilityTalent Architect Operations HR Executive Recruiter Succession (Ladder) … Mobility (Lattice) Source: Bersin by DeloitteCopyright 2013
  • 12. RecruiterCopyright 2013
  • 13. RecruiterCopyright 2013
  • 14. Recruiter OperationsCopyright 2013
  • 15. Talent Architect Operations HR Executive Recruiter What’s my “quality of hire” per source? • Company Website • Job Board (Career Builder, Snagajob, etc.) • Walk-In • Internal Candidates • Etc.Copyright 2013
  • 16. Talent Architect Operations HR Executive Recruiter What’s my “quality of hire” overall? • Recommended • Recommended with Qualifications • Recommended with Reservations • Not RecommendedCopyright 2013
  • 17. Traditional: Next Generation: Assessments Talent Science Subjective bias (Big) Data-driven Not tied to performance Better Performance-based criteria Science “Off-the shelf” Custom (differentiated) One-time “snapshot” Across talent lifecycle 1-to-1 matching More 1-to-Many positions Scalable No alternate career paths Enables talent mobility Designed for paper Graphical (mobile-ready) Easy to Disparate tools Use & Single secure cloud platform Hard to integrate Deploy Web-services integrationCopyright 2013
  • 18. Better Science. Better Talent. Better Results.Copyright 2013