16. Leverage the whole Salesforce Platform
“TalentObjects …an amazingly deep
integration with Salesforce.com”
− John Sumser November 2014
Connected Collaborative Secure
1 2 3
18. Equip hiring managers to meet
coming challenges
Workforce turnover will reach 23% annually by 2018;
turnover costs for a firm of 5000 can be $8M.
A 5000 person firm takes >50 days to fill a position.
Source: Hay Group
Source: 2014 Dice-DFH Survey
19. Put yourself in every candidate’s pocket
Source: TalentHQSource: Glassdoor 2014 Survey
75% will use mobile job
search in coming year
70% of mobile searchers
act within an hour
20. Enable every employee as a brand
ambassador and recruiter
More trust for rank-
and-file worker opinion
than executives.
Source: Edelman Trust Barometer, 2015
73% of 18-34 year olds
found last job through
the social channel.
Source: Aberdeen
22. Succession
Perform Spring 16 Perform Summer 16
Learn Summer 15 Learn Winter 15 Learn Spring 16
Onboarding
Recruit Spring 15 Recruit Summer 15 Recruit Winter 15 Recruit Spring 16 Recruit Summer 16
Engage
Talent
Connected
Talent
Connected
Enterprise
Agile
Enterprise
Collaborate with
Talent
Platform Roadmap Journey
An evolutionary approach
MAR ‘15 JUL ‘15 NOV ‘15 MAR ‘16 JUL ‘16
23. To learn more
Visit www.4talentobjects.com
Ask for your 5 minute video demo tour
Schedule a live demonstration
23 6 August, 2015
Editor's Notes
If you look at history, enterprise software applications meet expectations maybe half the time if you’re being generous. And in PriceWaterhouse survey, 50% of companies that launch Enterprise Software Projects have at least one that failed last year. Plenty of studies have been done as to why that it is, and it always comes down to a select few key contributors.
The business isn’t bought in
The impact on business performance isn’t understood
Here is a simple truth: Most of the HR Solutions that could benefit HR professionals and their stakeholders don’t get broadly enough adopted within the business to generate breakthrough results. Generally they are solutions that were developed for HR processes and practitioners and not the business user.
Talent Objects is on a mission to reverse that, creating solutions that are broadly adopted by the business to get the entire organization engaged in the process of finding, nurturing, hiring and developing top talent. In other words, to get every employee to play an expanded role in optimizing the workforce.
Our mission: “Deliver HR solutions that a business person can love.”
TRANSITION COMMENT: And we have a recipe to deliver those solutions.
What will business people love?
Reduce the complexities in what they have to do to manage all those HR Processes from Hire to Retire. Take manual steps out, use interfaces that are fresh and incorporate swipe-not-type and pick-and-click interfaces wherever possible.
Recognize that they spend 70% of their time on mobile devices of one kind or another. They need processes to be mobile. And they want the experience when they use them to be good and consistent across devices.
Help them connect with and hire the “new breed” of talent out there that is much more mobile, much more social, much more prone to engage in dialogues about your company outside your line of sight. Give them tools that that enable them to empower their best employees as brand ambassadors and turn them into recruiting marketers.
Come to their world. Don’t make them come to yours. Bringing HR solutions to the Salesforce platform that leverage all the most advanced capabilities it has to offer enables hiring managers and other business professionals to tap the tools they need to connect with talent and optimize a workforce from within an environment they already know and trust.
QUOTABLE QUOTE: “I never met a ATS that I liked.” (We agree by the way----ATS is an application and very limited when you step outside the scope of “tracking transactions”. We’re building a Recruiting Platform for exactly that reason---”recruiting is much more about the process prior to an application being made)
TRANSITION COMMENT: And within this framework, embed all the knowledge of an industry leader so the applications focus on what matters and where differences are made.
Who is TalentObjects?
We are reimagining the hire-to-retire process from the ground up on the Salesforce1 platform, but we aren’t starting with a blank slate. We are drawing on an extensive body of knowledge and experience. Lumesse is recognized by industry insiders, analysts and professionals as the leading Talent Management software provider, and has been for nearly fifteen years.
That wealth of talent and knowledge gained through 15 years and in engagements with 2300+ customers is channeled into a completely new suite of Workforce Development solutions that we call TalentObjects, a family of five modules for the Salesforce platform that span the entire talent lifecycle from hire-to-retire.
The Lumesse pedigree is impressive.
15 years experience
2300 customers globally
Over 600 professionals
We reduce annual recruiting costs >$1B for customers using our products
We manage well over 1
QUOTABLE QUOTE FOR THIS SLIDE: “We get to take the recognized Vision of Lumesse, and blend that with the recognized capacity for Innovation of Salesforce.com. That’s makes it great coming to work every day.” Charlie Doucot, SVP and G.M. of TalentOjbects business.
Two consistent themes have framed Lumesse and its products for nearly fifteen years.
Get the right people into the right jobs at the right time
Equip managers to raise performance of employees throughout their employment journeys
Logic would tell us that if we do those two things, we can make a powerful contribution to performance.
The FTSE 100 Index, also called FTSE 100, FTSE, or, informally, the "Footsie" is an index of the 100 companies on the London Stock Exchange with the highest market capitalization. It is widely used globally as an indicator of business health and performance for those companies regulated by the U.K.
The EURO STOXX 50 is a stock index of Eurozone stocks designed by STOXX, and index provider owned the Deutsche Borse Group and SIX Group. The goal to provide blue-chip designations for the Eurozone. It is comprised of fifty of the largest and most liquid stocks. This includes index futures and options and according to the providers is among the most liquid such products in Europe or around the world.
Does this mean that companies who use Lumesse will outperform? Or that companies who outperform choose to use Lumesse? Does it matter?
TRANSITION COMMENT: We’ve got the knowledge and experience, a track record of delivering results for customers, the perfect business partner and a great opportunity to innovate, so then the question what opportunity do we see for that innovation. We tend to think in terms of themes, and here are some themes we think apply to the evolution of HR Solutions through the years that have brought us to our point focus.
We thought hard about how we’d raise the value of those contributions. Before we ever started thinking about what TalentObjects needed to BE we thought through what we needed TalentObjects to DO.
This is a story about transformation. It is a story about moving the four constituents in Workforce Optimization to higher and more strategic levels of contribution.
Bersin by Deloitte----one of the more respected thought leaders in the industry---talks about four levels of maturity of the HR function and its impacts on the organization. (you can view and download them here ( http://marketing.bersin.com/rs/bersin/images/60412.pdf ). At the highest level, HR is a business function that makes a strategic contribution and helps raise business performance. Our point of view is that the only way HR can make that contribution is when the Business participates. By bringing TalentObjects to the Salesforce1 platform we are helping facilitate that participation by embedding HR capabilities in the platform already used by business people.
We are out to transform how a Workforce is developed by enabling the four critical players in the Talent Journey----HR, Hiring Managers, Employees and Candidates to be much more engaged with one another, and lower the barriers to speed in the candidate identification, nurturing and hiring processes and then carry that forward into Onboarding, Learning, Performance Management, and identifying high potential employees.
TRANSITION TO NEXT SLIDE: The one common denominator in all of the steps of the talent journey is PEOPLE.
We haven’t forgotten that. As we set out to create TalentObjects it was with the overriding criteria that we keep “Humans” at the center of everything.
Interactions, Transactions, Connections, Communities--------all of those pass through a person. We talk about how the Human is the Hub.
There has been a tendency of HR solutions of the past ten years to develop GREAT products to optimize processes but without ANY
What we mean by that is the only way that we’ll be able to help Recruiters, Hiring Managers, Employees and Candidates operate as a Talent Development engine is to keep them in the middle of everything. When we develop, we develop for USER EXPERIENCE.
TRANSITION TO NEXT SLIDE: But it would be very tough to develop for User Experience if we didn’t spend a LOT of time letting users help us understand what that experience should be.
No better place to learn what Users want than to go into the market, ask questions and listen.
We wanted to know what Recruiters and Hiring Managers were seeing as real needs to reach the candidates they want to reach and successfully nurture and hire the best.
We wanted to know what barriers existed in the processes they use. We wanted to know what barriers were there between the individuals involved in the processes and how we could help lower them.
TRANSITION TO NEXT SLIDE: So we went out to ask questions and listen.
We talked to countless professionals on both sides of the hiring process…….Recruiters and Hiring Managers.
And we got an earful of things that they really, REALLY needed help with.
They are listed here.
Basically, they were feeling very overwhelmed.
Data Point: Deloitte Study finds that 2/3 of workers feel overwhelmed at work. They aren’t looking for more forms to complete. And only 15% are “engaged” workers.
They point to the fact that the Cloud has enables the pace of innovation to accelerate, and that being inundated with all this innovation it has been tough for workers to absorb and adjust to it. We agree. It’s one of the reasons that we
When we talked with HR and Business professionals, several themes kept popping out.
The most dominant theme was that they generally aren’t happy with what they have today. HR people aren’t happy that the tools can be cumbersome to use for them and their stakeholders. That means stakeholders don’t want to use them and don’t use them.
Business people feel like the tools are still engineered for Processes and not People. And that certainly won’t help drive employee engagement up. They don’t deliver the user experience that makes them ideal for Employee development or Candidate nurturing and recruiting.
TRANSITION TO NEXT SLIDE: As we went through our “Listening” we also learned some things that became Big Ideas helping us shape our direction moving forward as we thought about what sorts of capabilities we needed to bring to a new HCM platform.
No surprise that the landscape around Recruiters and Hiring Managers is dynamic and a lot of parts are moving these days with the shifting workforce, technology and social web creating new opportunities and challenges.
We heard three big themes that we think have pretty profound effect on how Recruiting will be done.
And definitely have a profound effect on what sorts of solutions providers like us need to bring to the table to help transform the game.
As is pretty widely reported and recognized, consumerization has enabled employees and managers to bypass traditional system pretty much all across I.T.
Nearly 70% of Cloud applications that find their way into the Enterprise actually get there without knowledge of the CIO. In other words, the consumerization has created a Wild West where workers simply go get what they need to go their jobs whether it’s on an approved list or not.
Think of it this way….. We are ALL Consumers long before we enter the workforce. And we bring those consumer behaviors with us to the office. We don’t check them at the door. So we are already inclined to want things like “self-service, and recommendations, and download-to-use” when we are in the workplace.
This extends over to Candidates and Employees. Both of them want point-and-click or swipe-instead-of-type ease. They want an experience that is pleasing and engaging.
Enterprise Software USERS expect UBER like user experience
Enterprise Software USERS expect NETFLIX like recommendations
Enterprise Software BUYERS expect ZAPPOS like customer experience
CLOSING THOUGHT: With this in mind, we have to provide a consumer-like experience if we want to engage Consumers. And those can be Candidates, Hiring Managers, or Employees.
The second thing we found is that “Millennials” is on a lot of people’s minds.
But we think maybe the definition is a bit skewed to age when maybe it shouldn’t be.
Most of us probably text. We text with co-workers, partners, and other business associates. We may be texting more than talking these days. We have a social profile. At least one. We may have two or three. And we stay fairly active on at least one of them.
71% of baby boomers visit social sites at least once per day
At least 75% of jobseekers expect to use mobile devices to search for a job
At least 45% will complete a job application online
But-----75% of jobseekers are NOT in the 18-34 age group.
In other words, from an engagement perspective, we don’t need to get ready for the millennials. We’re here already. We’re just a little bit older than what was expected. Engage with us the way we want to engaged with and the transition to the next “age” generation will go just fine.
The message here is that the behaviors TalentObjects is designed to serve; Mobility, Social Interactions, Participation in Communities--------those are cross-generational.
TRANSITION TO NEXT SLIDE: To exploit these cross-generational “millennial-like” behaviors Hiring Managers and Recruiters have to change the game they play. But Change is a sary thing for most of us, and for the transformation of a Hiring Manager to “Workforce Developer” we have to make that change as painless as possible.
Change is generally a bad thing in most people’s minds. Particularly those people that Deloitte has called as the “Overwhelmed majority” in the workplace.
Change is a bit scary. It means learning new stuff. We accept change when it’s brought to us in a way that minimizes any impacts on us. But we love change when the change is just for us, and brings us something sort of cool. And we really embrace change when we see that not only is it cool, it gets us great results. This just drives home the point that if the change we’re looking for is to see broad adoption of HR solutions by the Business Stakeholders we need to minimize the impacts, make it easy, and show them that what we’re asking them to do connects them to candidates and their workforce in ways they’ve not been able to connect before.
Your key message here is: We did make change a less painful thing. We’ve create tools that are as intuitive as we can make them and put them into an environment that is familiar to business people. We brought the Recruiting Plaform that Hiring Managers need to use and that HR Professionals wish they would use to their environment. It is built on Salesforce.
In our simple little minds this means that we need to bring the tools we want them to use into their familiar environment rather than asking them to join ours.
TRANSITION: So what did we learn in our conversations with HR and Business professionals? We learned that if HR solutions are going to be broadly adopted they have to deliver value to the broad audience. They need to enable the broad audience. They need to be simple to use, mobile so opportunities are never missed, social so that employees can be brand ambassadors and collaborative every step of the way. Most of all, we learned that for HR solutions to be broadly adopted they should run on the platform that business people use.
When we set out to Design and Build the platform, we knew that we absolutely had to keep the People we were building for right in the middle of the design.
USER EXPERIENCE is everything.
HR Professional: Tools that support the processes they have in place, and can be easily accessed and used by Hiring Managers. A collaboration platform that enables the HR professional to close the loop in real-time during the recruitment process with other Hiring Team members. A single record of transactions and interactions with candidates.
Hiring Manager: Self-service tools that run in an environment with which he is already familiar. The ability to equip other members of his team with tools to engage and nurture candidates on social channels or through collaborative sessions via Chatter. The ability to draw information from a single source of truth on candidates to ensure that interactions are made RELEVANT and carry a context with them throughout the recruitment process.
Candidate: Ease of use. Simple workflow. Mobile. Engaging.
TRANSITION: So we knew that we wanted to deliver a platform that could unify the HR professional and Hiring Manager around a common set of tools to support Collaborative Hiring and to deliver the sort of candidate experience that ensured a crop of highly qualified and engaged applicants. We adopted a Methodology around HumanCenteredDesign that ensured we’d keep the USER in the fronts of our minds while we developed
The methodology is actually called User Experience Design and is powering all our development.
The methodology is premised on the idea that a product design should start with User Experience as the baseline and then build back from there.
A cycle of User Interviews, Visual aids and Iterative Prototyping drive the design, which is done in rapid iterations.
Much like an Agile method, deliverables come in rapid cycles, enabling us to continually test with users and our own designs whether we are hitting the User Experience targets we have set, and to innovate very, very quickly.
The other benefit of the methodology is that as new capabilities come available on the Salesforce platform we can very quickly incorporate those into our applications or create applications to leverage them.
Our process started with user interviews where high level flows of the work processes were detailed, and questions asked and answered about the experiences around those processes.
TalentObjects is the only HCM offering that is currently being developed on the Salesforce platform, meaning we have access to the latest capabilities of the platform.
When we are asked if we are “integrated” to the Salesforce platform, our answer is “NO”. We are not integrated. The other guys are integrated.
Because we are developed on platform, 100% of our development effort is devoted to bringing HCM capabilities onto the platform.
Because we are developed on the current platform, without “baggage” to bring along, we exploit all the latest capabilities
Because we do not have to maintain platform-level functions, our time-to-innovation is significantly better than competitors.
DATA POINT: “Time to Develop/Innovate” is exceedingly fast. Uniquely so. The development time for TalentObjects:Recruit is less than four months. And innovations and extensions on the Recruit platform will come quarterly. This same speed carries forward into our other modules for Perform, Rewards, Succession Planning and Learning.
Specifically….
Connected & Collaborative: Our modules exploit all the “Connected” capabilities of SFDC. Mobility, Social connectivity, Chatter, Communities Very important point: Each person gets a social profile when they come into the candidate pool or talent pool which stays with them throughout the whole process from Candidate to Hire to Retire.
Because this is all built on CRM, and each candidate is treated much like a customer with every interaction recorded and every encounter planned the RELEVANCE of those interactions can be influenced and improved.
Secure: Because we developed on the platform, all TalentObjects interactions and transactions are secured by that platform. This is the cloud platform most trusted by CIO’s to secure and deliver enterprise services from the cloud. Enough said.
As we deliver the TalentObjects platform over then next 18 months, it will roll out in an evolutionary way, enabling customers to transform work processes gradually.
The first module to come out is TalentObjects:Recruit, and it is intended to equip organizations to streamline recruiting processes, engage higher quality candidates, nurture passive candidates until they become engaged, and empower every employee in the company as a Brand Ambassador or Recruiting Marketer with Social tools, collaboration capabilities and a single source of insights to individual Candidates, where they are in the Recruitment Journey and give clues to what sorts of information or interactions might be impactful to them along the way.
TalentObjects:Recruit will evolve through quarterly enhancements with the focus always being on extending User Experience.
TRANSITION TO NEXT SLIDE: And that user experience is focused on HR professionals, Hiring Managers, Job Candidates and Employees.
that ensured we’d keep the USER in the fronts of our minds while we developed
Empowering Employees as Brand Ambassadors is becoming an important element for Hiring Managers to build into their recruitment inventory. Companies like Adobe, Google, Nokia, Dell and IBM are already doing this.
Although there will clearly be accelerating need for Hiring Manager automation of and control over Candidate Relationship Management the current crop of HR solutions have failed to find broad adoption in the business
They were developed for HR professionals rather than Business people
They are cumbersome
They run on different platforms than the business applications
HR functions have largely failed to keep pace with business functions in adoption of “cloud” or other new technology paradigms----they are not Agile by any stretch of the term.
Business Managers have traditionally not been happy with Quality of pipeline and Time to create the pipeline.
With TalentObjects we are attacking those and other problems.
1) We are EMBEDDING solutions for Workforce Development in the Salesforce platform. All the rich reporting, data integration, single source of the truth and other benefits that LOB managers have loved accrue with our offering. By embedding our solutions there we are deploying on a platform that is ALREADY trusted by the business and by the CIO to secure the delivery of Enterprise services from the cloud.
So we are bringing down a barrier by extending the value of the Business Platform rather than asking that the Hiring Manager use a separate platform.
2) We recognize that BOTH ends of the hiring equation, Job Candidate and Hiring Manager, absolutely require full functionality to support the recruiting process on mobile devices.
Hiring Managers who are on the go can initiate Requisitions, Generate Approvals, Schedule Interviews, Post Candidate Assessments via Chatter, and Create Offer Letters all from Mobile Devices.
Job Candidates should be able learn about jobs, initiate applications, respond to requests for interviews, attach resumes or links to social profiles and accept jobs if offered----all from their mobile devices.
The mobile experience should be as easy as any consumer experience with an Uber, Amazon, or other Consumer website or service.
3) We close the loop on collaboration. By embedding our applications with Chatter we enable Hiring Managers to include HR people, other employees or anyone else within the Chatter group to provide inputs or learn about a particular candidate in near real time. Best candidates are not left hanging out there waiting for feedback.
4) We are social through-and-through our applications, making candidates accessible to Employees acting as Brand Ambassadors to drive peer-to-peer relationship building and help turn passive candidates into Actively Engaged applicants.
Providing a simple and engaging mobile experience is critical to reaching top candidates.
Research shows that candidates viewed as “highest quality” expect the mobile experience to be good. In fact, one manufacturing company reported that over 15% of applicants dropped out of a process that was not offered on a mobile device.
Glassdoor’s annual survey of jobseekers for 2014 found some interesting data points.
Nearly 50% think mobile devices will be the most common way people search for jobs in TWO YEARS OR LESS
20% think they already are
Almost half of jobseekers use their mobile devices at least once a day to search for jobs
45% of people who find jobs posted via a mobile device actually APPLY on that mobile device.
The message here is that a robust and end-to-end Mobile Recruiting experience is critical. TalentObjects is designed for a USER EXPERIENCE that is engaging and simple. We use swipe-instead-of-type or pick-and-click interfaces wherever we can. We make it easy for Recruiters, Hiring Managers and Candidates to move through a process together.
From Offer letters to offer acceptances, the process is simple. There is no learning curve required as the interfaces are intuitive and the workflow built in.
Research and surveys continue to pile up that the Social Web is an increasingly important source for Employment Branding and Candidate Sourcing.
Companies like Adobe, Google, Nike, Nokia, IBM and Dell have former Brand Ambassador programs to train employees how to use the Social Web for Employment Branding
IMPORTANT POINT: “Companies with a formal candidate relationship management process and track all their candidate/applicant communications are 40% more likely to be best in class.” (Aberdeen)
This is a critical distinction. It is not enough to connect employees to candidates on the social web. The interactions between Employee and Candidate should be captured and catalogued to provide context for future communications. Being RELEVANT is an absolutely critical factor in shaping a relationship with a high-value candidate and having access to the context around the relationship in place enables more relevant communications. As an example, a candidate who receives a personal message around a birthday or other life event that has been exposed through a social interaction will feel more connected to the company trying to recruit him.
The Social Web is where the Passive Candidates can be turned into Engaged Candidates.
TalentObjects enables brand ambassadorship by:
Providing a solution that is “connected” to the social web
Enables the capture of transactions and interactions in its “CRM” foundation
Enabling Social Profiles to be captured and aligned with other information retained in the CRM-based candidate profiles
Provides a single source of information on the status, interactions with, and conversations with a Candidate.
These are seemingly disassociated conditions.
But a hiring process that takes too long can often be blamed on silos and poor flows of feedback through them.
If Eric Scmidt is right and the best hires are made by committee actions, then the problem gets worse.
The solution to both of the situations that are outlined on this slide is “social collaboration”. And not the kind that takes weeks.
This is what Chatter is all about and why we have developed applications to utilized it on the platform.
We reduce the amount of time it takes for the process steps to be executed by using this real time social messaging platform to close those loops.
Interview scheduling, feedback, quick reviews of candidate profiles-----all of these can be accomplished on mobile devices, wherever someone is, and immediately.
The TalentObjects roadmap reaches out to Mid 2016 and at maturity is a complete platform for Talent Acquisition and Talent Management for the Salesforce Platform. The platform will include core functionality for Recruiting, Onboarding, Learning, Performance Management, Rewards Programs and Succession Planning.
The platform is Mobile-First, and designed to exploit Social Channels at every step of the Talent Journey from Passive Candidate through Engaged Employee and beyond.
Because it is completely developed on the Salesforce Platform it takes advantage of capabilities of the platform today and will create applications to tap future enhancements such as Analytics.
