The document discusses the changing nature of recruiting and talent management. It outlines two journeys - finding top talent through the recruiting process, and ensuring their high performance through talent management. The recruiting process involves defining needs, sourcing candidates, screening, interviewing, and making an offer. Talent management involves onboarding, managing performance through goals and feedback, and planning for employees' future roles within the organization. Technology helps make both processes more efficient and data-driven.

1. The Journey to Finding
—and Empowering—
Top Talent
Your Guide to
Modern Recruiting and
Talent Management

2. It’s no secret. The functions of
recruiting and talent management
are fundamentally changing…
...for the better.

3. Yesterday’s recruiter:
• Wrote job descriptions from scratch and then posted jobs manually
• Sorted through resumes that landed in a dedicated inbox
• Spent hours hunting down job candidates and hiring managers alike
• Juggled multiple calendars and schedules to set up interviews
• Missed out on the best hires because process got in the way

4. Yesterday’s HR manager:
• Put little onboarding process in place—aside from a new desk
and quick hello
• Got lost in endless spreadsheets of employee info
• Checked boxes during impersonal performance reviews
• Focused just on the organization’s day-to-day
• Kept to itself—and out of the executive team’s way

5. Sound a little old-school?
Yeah, it kind of was.

6. But today’s best recruiting and HR
teams aren’t lost in the weeds of
inefficient processes and outdated
methodologies. Instead, they’re
focused on both finding and
developing awesome people.
Because modern recruiting and HR
teams know...

7. People are a company’s
greatest asset. People are
what gives a company its soul.

8. But how do they find
the best-fit people to
grow their companies?

9. With tech on their side to speed up
yesterday’s inefficiencies, teams are
better equipped than ever to conquer
the two journeys to top talent:
Finding that next great hire
Ensuring their high performance
for years to come
It’s all just a matter of methodology.
Let’s see it in action!

10. Journey #1:
Hooking Your Next Great Hire

11. The first journey is recruiting, and it begins by knowing who,
precisely, you’re looking for. Needles are notoriously hard to
locate, so don’t just prioritize your haystacks. Create a picture of
what performance looks like for the exact role you’re hiring for.
Pro Tip: Prioritize and define the skills you desire most in your new
hire with Performer Dimensions. Here are five important ones to
keep in mind:
1 Plan & Define
Domain Expertise—Subject matter knowledge around issues, best practices, and tools
Leadership—Management and coaching skills, ability to inspire others
Judgment—Ethics, morals, decision-making, and analytical skills
Autonomy—Self-motivation, self-direction, and self-improvement skills
Cultural Fit—Personality traits, work ethic, diplomacy, and interpersonal skills

12. 2 Source
Once you know who you’re after, go
find them! Today’s recruiter doesn’t
wait around: he or she attracts active
candidates and recruits passive ones
with postings across free and paid
job boards, employee referrals, and
social promotion.
TOP TALENT

13. Pro Tip: Don’t be sheepish with
passive candidates. 45% of fully
employed professionals are open
to talking to a recruiter.1
RECRUITER

14. Plus, if a potential
candidate is nearing his
one-, two-, or three-year
mark, he may be
looking to leave. So
keep an eye out for
anniversary milestones.2

15. Pro Tip: To attract performers, you have to show
off your employer brand with custom-branded
careers pages. Top talent
can immediately pick
up on a company’s vibe
and see if it meshes
with theirs.
�

16. 3 Screen
Today’s recruiter knows
that to intelligently narrow
a pool of performers, you
need screening tools that
help hiring teams go from
many to few. Hiring is a
group effort, so know
which questions to ask, at
which point in the process
(phone or in-person), and
by whom.
Pro Tip: Effective
screening should
cut your candidate
pool roughly in half.
6 3 1

17. The best hiring decisions aren’t hasty
ones, which is why performance-minded
companies are less focused on
time-to-hire. It currently takes an
employer 25 working days on average
to make a hire—a 13-year high.3

18. 4 Interview
It’s time to bring in your best candidates. Today’s interviews are
seamlessly integrated so hiring teams can:
• Access candidate information from one platform
• Organize interviewer and candidate schedules
• Assess qualifications against the established picture of performance
• Track and consolidate multiple interviewers’ feedback
Pro Tip: Use your
current performers
to help assess future
performers—even if
they’re in a different
department.

19. Did You Know: Inbox recruiting—a recruiting process centered
around an email alias, such as “jobs@company.com,” and a
spreadsheet for storing candidate information—can take more
than nine hours of recruiters’ time versus just one hour when
using a recruiting platform?4

20. Not to mention competition for top talent is growing as we head toward a
candidate’s market. Companies planning to hire are up 12% over 2014.5

21. Today’s recruiter knows
making an offer is all
about speed—the top
10% of candidates
typically aren’t on the
market for longer than
10 days.6
Timely, direct
communication with all
candidates, but
especially your top
picks, helps you
protect your brand—as a
company and a recruiter.
5 Make an Offer

22. It’s a Match
The top-performing candidate receives
your offer and is excited to accept. They’ve
assessed you as a company, brand, and
culture as much as you’ve assessed them
as an integral part of all three.
As the first journey ends,
another begins...

23. Journey #2:
Guiding Your New Hire’s
Stellar Performance

24. 1 Onboard
The second journey to top talent is one of
talent management. And that journey
begins when your newest performer is in
the door and ready for their first major
impression of the company: onboarding.
WELCOME!

25. WELCOME!
Did You Know: 68% of
best-in-class organizations say
their onboarding is partially or
fully automated by technology.
Of the remaining 32%, over
half plan to start automating it.7

26. Automation in onboarding means speeding up boring
bureaucracy so your performer can start, well, performing!
Here are simple ways to speed up the necessaries:
Mobile company apps make valuable information
available on the go, whenever a high performer
needs to check out important company info.
Use online signatures
for any initial paperwork
or welcome packets.
Online task lists show high
performers what onboarding
activities to knock out
quickly. They can also alert
members when anything
is completed.
Employee self-service portals make collecting
personal information instant, from direct deposit to
tax withholdings to emergency contacts.

27. WELCOME!
Pro Tip: Heading out for lunch on
the first day is a must! Be sure your
new hire meets up with the most
important people on his or her team.

28. Online employee
profiles also put talent in
the driver’s seat when it
comes to learning
everything about their
new professional home:
your company. Any
phone number, email
address, or—let’s face
it—forgotten name can
be looked up via simple
searches.

29. With onboarding basics
out of the way, top talent
can focus on making an
impact right away—exactly
what they want to do. And
in turn, you can focus
more on them, not their
paperwork.

30. 2 Manage Performance
In the future, performance
management will
continue to be more
open and honest than
ever—and top
performers will
continue to demand
comprehensive and
ongoing feedback.

31. Did You Know: 70% of employers in one survey are
“currently evaluating” or have recently “reviewed and
updated” their performance management systems.8
70%

32. In those performance management systems, top performers
are all about tracking goals.
A goal made public is a goal worth keeping. Transparent
goal-setting is gaining ground in the performance management
world—that is, employee goals posted online for the whole
company to see. This is a great way to connect company-wide
objectives down to individual performers.9

33. Pro Tip: Goals are more
successful when they’re
transparent (for
accountability), revisited
often (even weekly),
specific, and out of a
worker’s comfort zone.

34. With goals in place, modern HR
departments let technology import
them into performance reviews.
Feedback reminders should then
be automated to managers,
coworkers, you name it.
That means more time for the
most important aspect of
performance management:
face-to-face feedback.

35. Pro Tip: Check in as early
as 30 days with a new
hire for an honest
discussion about how
everything’s going. It sets
an immediate standard of
openness and
transparency in your
company culture.
30

36. Modern HR is taking a renewed focus on feedback and employee
coaching. Research reflects that a person performs best when they are
given meaningful work that leverages their personal strengths and
aspirations.9
In order to go beyond goals, HR now has managers meet with employees:
Frequently: Far
more often than
just at year’s end.
Face-to-face: There’s
always time for in-person
communication!
Courageously: Honesty
and transparency are the
only way to meaningfully
discuss performance.


37. 3 Plan for Your Organization’s Future
Today’s HR has begun looking far beyond the path of the individual
performer. Their eyes are set to the future of the entire organization.

38. Great managers today know that employees feel engaged when
they are preparing for their next big career step forward… and of
course, you’d like that to be at your own organization.
The “tour of duty” approach to employment is becoming more
prominent. Rather than sign on for an implied lifetime contract,
an employee is hired for an engaging two to four-year “tour” to
produce measurable positive impact for the company. After that,
he or she can be offered a new, challenging “tour”—maybe in a
higher role or even in a different department. It’s a win-win: the
employer gets great work done and the employee stays
motivated—while retaining some autonomy. 10

39. Promoting a loyal performer can be a smart move for HR, even
smarter than hiring an external hire who is 61% more likely to be
laid off or fired and 21% more likely to leave their job than an
employee promoted from within.11
Your best talent, the ones glued to your culture, are the ones who see
a future with you. And a company culture where career advancement
is possible and celebrated is one worth sticking around for.
61%
21%
EXTERNAL
HIRE
more likely to be
laid off or fired
more likely to
leave their job

40. Finally, HR pros today
know outward recognition
matters—in a big way.
83% of respondents in a
recent survey said
recognition for work
done was more fulfilling
than any other
compensation or gifts.12
THANK YOU

41. Picture an organization wherein the entire company celebrates
great performance—in an online company feed or at transparent
company meetings.
It’s what today’s HR can
guide and achieve. All
those awesome people
have come together in
a way that makes a
measurable impact, to
the company as a whole
and to the individuals
as, well, people.

42. Suddenly, the journey to the
next top-performing hire—and
then the journey to their
performance—has created
something very exciting: a
community of high performers
with people at the center. And
that’s the perfect environment
for everyone to grow.
Performance Comes Full Circle

43. Enjoy the journey, and
everyone you meet, hire, and
are inspired by along the way.

44. Further Reading
Download Free Report
Check Out Jazz Notes
How does your hiring process stack up in the
modern workplace? Check out our blog, Jazz Notes,
for more insights and inspiration around planning,
sourcing, screening, interviewing, and hiring your
next great Performer.
And once that amazing candidate is sourced, make
sure they have everything they need to succeed.
Namely’s presentation 8 Practical Tips for Great
Performance Management has the practical tips
you need to guide your new hire’s new journey:

45. Created together by Jazz and Namely
Scale Up Today
Discover Jazz
Namely is the HR, payroll, and
benefits platform for the world’s
most innovative companies. Great
people power growing companies,
and Namely is the only HR
platform that grows right along
with you. Featuring a social news
feed employees love, full-service
payroll that adjusts to your team,
and the employee benefits your
people crave, Namely helps
growing companies build their
businesses even better.
We’re Jazz and we’re on a mission
to make recruiting and hiring easy,
effective, and scalable no matter
what growth looks like to your
company. To do that, Jazz not only
gives you three platform options,
we’ve created a whole new thing:
Performance Recruiting. Learn more
about Performance Recruiting and
how Jazz can help improve how and
who you hire.

46. Sources
1. https://business.linkedin.com/content/dam/business/talent-solutions/global/en_US/c/pdfs/linkedin-talent-trends-2014-en-us.pdf
2. http://blog.entelo.com/new-entelo-study-shows-when-employees-are-likely-to-leave-their-jobs
3. http://www.wsj.com/articles/companies-are-taking-longer-to-hire-1409612937
4. https://theresumator.com/blog/infographic-how-much-time-do-you-waste-recruiting
5. http://careerbuildercommunications.com/pdf/careerbuilder-q1-2015-forecast.pdf
6. http://www.ere.net/2014/04/21/the-top-12-reasons-why-slow-hiring-severely-damages-recruiting-and-business-results/
7. http://fm.sap.com/pdf/mar09/All%20Aboard%20%20Effective%20Onboarding%20Techniques%20and%20Strategies.pdf
8. http://dupress.com/articles/hc-trends-2014-performance-management/?id=gx:el:dc:dup677:cons:awa:hct14
9. http://dupress.com/articles/performance-management-redesign-human-capital-trends-2015/
10. http://marketing.bersin.com/predictions-for-2015.html
11. http://www.wsj.com/articles/SB10001424052702304750404577320000041035504
12. https://www.psychologytoday.com/blog/mind-the-manager/201306/new-employee-study-shows-recognition-matters-more-money