Friday, June 3, 2016

Deltek Insight 2016 Call for Speakers Now Open!



Do you have a great story to share with other Deltek Talent Management users? Tell it at Insight!

What is Insight?

Deltek Insight features expert speakers, hundreds of educational sessions, unmatched networking opportunities and a whole lot more. Join us November 14-17 in Washington, D.C.! You don’t want to miss this event! Watch for registration to open later this month.

One of the best things about Deltek’s customer conference, Insight is the practical and engaging content presented by our customers. Help us maximize the value of this year's program with your expertise and apply to present at Insight 2016! We are now accepting submissions for sessions to be delivered at Insight 2016 in Washington, D.C., November 14-17.

We invite you to submit your proposed topic(s) before June 7, 2016 to be considered.

Before submitting your topic, please review the product track guidelines below. Also, be sure to review the important call for speakers deadline dates to make sure they will fit in your schedule before submitting.
  • Success Stories – how are you successfully using Deltek Talent Management within your organization? How has it helped to improve your business? Are you recruiting faster? Smarter? Has your employee retention improved? Are your employees more engaged? Do you have a great ROI story?
  • Tips & Tricks – do you have tips and tricks for a particular module? What are some best practices you’ve learned along the way that others would benefit from?
  • Best Practices – what are some ways you have overcome business challenges with Deltek Talent? Do you have lessons learned for a particular module or guidelines for optimization and streamlining processes?
 
Deltek Talent customers who have been selected to speak will receive a complimentary registration pass to Insight 2016. Co-presenters must register at the prevailing rate, and all speakers are responsible for their own travel costs. Deltek partners, sponsors and other industry experts are not eligible for free registration associated with speaking.

Click here to submit your session by June 7, 2016.

Thursday, May 26, 2016

How to Win the War on Talent

By Michelle Cipollone

Similar to the real estate market where there are buyer and seller markets, in the recruiting world there are employee and employer markets. With the upturn in the economy and the baby boomers starting to retire, talent is limited and it is now an employee market in highly specialized fields of professional services. As more baby boomers continue to retire and leave the workforce, the labor shortage is expected to continue to grow.

Talent acquisition and retention is particularly important for professional services (PS) organizations because they are "people businesses." It goes without saying that for these firms to succeed and grow they depend upon good people that have the knowledge and skills to drive performance, productivity and profit. They are the key to achieving a competitive advantage. So doesn’t it make sense that firms spend a significant amount of time identifying and implementing meaningful ways to attract, manage and retain good talent?

One way for firms to approach the problem is by addressing three key questions:
  1. What are you doing to keep your best talent?
  2. How much revenue are you losing per year through attrition?
  3. What will happen to your firm if you don’t address the issue of talent retention?
What are you doing to keep your best talent?

There is a misconception among employers that most employees leave to earn more money. In reality, most employees leave because they feel they are in dead end positions and no longer growing and moving up to more challenging roles within the organization. This feeling of stagnation leads to attrition which directly impacts company profitability.

How much revenue are you losing per year through attrition?

Typically, it costs between 90% and 200% of an employee’s salary to replace them. When you calculate the cost to hire and train people only to lose them through voluntary attrition, the cost can be staggering. What’s particularly worrisome for most organizations is the risk of losing senior staff who are the face of the firm and have a loyal client following. You cannot afford to have these employees leave when it can be prevented. Remember, your talent is being targeted every day by your competitors.

What will happen to your firm if you don’t address the issue of talent retention?

Companies with great reputations and strong cultures are able to attract exceptional talent. People want to work for them, so it gives them the ability to be incredibly selective. At the same time, these companies know exceptionally talented people are also ambitious and have high expectations.
Therefore, these companies know they must double down on their efforts to keep their staff motivated and inspired so they want to stay. Great projects, good tools, career planning, training, and mentorship programs are some of the ways they focus on retaining their talent. They identify their top talent and frequently and openly acknowledge them as top performers. Organizations that succeed in talent retention have very skilled, very experienced people which in turn leads to higher billing rates, higher customer satisfaction and higher profitability for the firm.

If you don’t address the issue of talent retention it will be the opposite. Your best talent will begin to leave first – taking all of that experience and knowledge with them. This situation can easily snowball and negatively impact your project performance, billing rates, customer satisfaction and profitability.
Therefore, it is important to address the problem immediately. Identify why staff is leaving: what challenges are they facing and what is making them leave? Take what you learn and build a strong talent management plan – one where your people are front and center, invested in and want to stay for a long time.

This post is based on the just released book, Deltek Special Edition, Talent Management for Dummies. For more information, download the full book here.

Make sure to register for the remaining webinars in the series

June 16 Finding Qualified Talent Fast

July 21 Retaining Top Talent

August 9th Investing in Your People

September 14 Leveraging Technology to Manage Talent




Currently the Senior Manager of Product Marketing for Deltek, Michelle is responsible for overseeing the team responsible for product marketing of Deltek's Talent Management solutions and Deltek's commercial and professional services industries. Michelle has spent the last twenty years working with organizations in many industries helping them understand trends, best practices and tools that help people and organizations streamline their business and processes. Ms. Cipollone holds a bachelor's degree in International Business and Economics from the University of Wisconsin.  Read more by Michelle. Connect with Michelle on LinkedIn.

Wednesday, May 18, 2016

Deltek Talent Management for Dummies: Win the War for Talent

By Michelle Cipollone

Today there is a War for Talent. Just google that and you will see article after article with that in the title. There are a ton of metrics that HR professionals are looking at and constantly trying to figure out how to stay ahead of this. But for organizations where people are the product, this is a huge deal because people are the business. But more importantly, the BEST people are your competitive differentiation. But the game has changed over the last few years and finding and retaining people is more important than ever.

So why is this a big deal now?

It used to be that you only looked for another job when you needed a job. Either you lost your job or you hated it so much that you went looking for another job. The other thing that changed is that the definition of loyalty is not what it used to be. After several economic crises and changes in the market (2000 tech bubble and 2008 housing market crash) employees learned that just because you were loyal to the company did not mean your job was secure. Employees are not as loyal as they used to be. In fact, 25% of Millennials believe that staying at a job for seven months indicates they're loyal; Boomers believe that number is five years (Ultimate Software.) And by the age of 35, 25% of workers have held five jobs or more. For workers ages 55 and older, 20% have held ten jobs or more (CareerBuilder.) People are now more open than ever to a new job and in fact, 51% of workers who currently have a job are either actively seeking, or open to a new job. This means fully 71% of all workers in the U.S. are "on the job market.” Employers no longer have the power, employees do. So there is more competition to find, hire and keep the best resources that are the key to your organization.

How are some of the best organizations tackling finding and keeping talent?

They are fighting for talent and fighting to keep talent with a broad talent strategy that includes,

1. Hiring the Best Talent Faster Than the Competition
The days of having your pick of the litter of great candidates are over. Remember, if they are a great employee, you can bet you are not the only one trying to court them and convince them that your organization is the best place for them. It is no longer the "why should we give you a job", now it’s the "here is why our organization will be a great place for you to build your career." This means we have to think about our hiring process a little different that we might have in the past.  

2. Managing Performance for Employee Growth
There is a myth that you need to give people more money so they feel appreciated and stay with your organization. The truth is 89% of employers assume that their employees leave for more money elsewhere, but only 12% of employees actually earn more from their next company. What many don't realize is that praise and commendation from managers was rated the top motivator for performance, beating out other noncash and financial incentives, by a majority of workers (67%) (McKinsey.) So how are your employees recognized or promoted? Does it happen at random intervals? Do managers regularly review the performance of their people and teams and if so, how is this balanced across the entire organization?

3. Developing Talent and Planning for Succession
41% of employees said they would need to leave their current employer in order to advance their careers. (Towers Watson). Great leaders aren’t born, they are built. And when you think about the next great leaders within your organizations, where will they come from? It is key for organizations to identify their top performers to groom and coach to become the next leaders of the organization. Do you know what the average tenure is of key roles in your organization? Who are the current key leaders and if they left the firm who is the next logical person to step up? Many organizations do not have a plan for this and when there is a key opening in leadership they are forced to look outside. That can take key time because new leaders must first learn the business before they are ready to lead.

4. Leveraging Technology to Manage Talent
I just spoke with an organization that was managing their potential candidates in an excel spreadsheet. That’s not going to help anyone win the war for talent. Look at it this way, no one would enter a war without the latest weapons and technology, so why would you do so in the war for talent? Remember what is at risk in this war: your ability to attract, develop and retain top talent. The good news is there is no shortage of cutting-edge technology for managing talent.

This post is based on the just released book, Deltek Special Edition, Talent Management for Dummies. For more information, download the full book here.
 
Make sure to register for the remaining webinars in the series

June 16 Finding Qualified Talent Fast

July 21 Retaining Top Talent

August 9th Investing in Your People

September 14 Leveraging Technology to Manage Talent




Currently the Senior Manager of Product Marketing for Deltek, Michelle is responsible for overseeing the team responsible for product marketing of Deltek's Talent Management solutions and Deltek's commercial and professional services industries. Michelle has spent the last twenty years working with organizations in many industries helping them understand trends, best practices and tools that help people and organizations streamline their business and processes. Ms. Cipollone holds a bachelor's degree in International Business and Economics from the University of Wisconsin.  Read more by Michelle. Connect with Michelle on LinkedIn.

Friday, May 13, 2016

Introducing Deltek Talent Management for Dummies

By Michelle Cipollone


In case you missed it, last week Deltek released the new information book, Talent Management for Dummies, Deltek Special Edition.

Talent Management for Dummies details how an effective talent strategy can impact your company's success. People are the greatest asset in your organization. Managing employees through the entire employee lifecycle, from hire to retire, is the key to attracting and retaining the best talent.

Talent Management for Dummies will help you:

  • Understand the concepts of an effective "people" strategy
  • Learn how to use technology to acquire, develop and retain top employees
  • Accelerate the human performance of your organization to the next level
The components of a robust talent strategy are broad-reaching, touching all facets of your business. The talent war is on, but it isn't too late to play on the winning side by developing and implementing an effective talent plan. Download your copy of the book here. 


With the release of the book, we also kicked off the first of a five-part informational webinar series. 

In Deltek's first educational installment of the series, Win the War for Talent, attendees began the journey to understand the talent management components that will help their organizations win the war for talent, including: 
  • Understanding the challenges of a multi-generational workforce
  • The importance of aligning your talent management strategy to your business strategy
  • Why companies who are winning the war for talent are embracing technology to help them be competitive
To listen to the recorded webinar, click here

Make sure to register for the remaining webinars in the series: 
For the latest information on Deltek Talent Management, follow @DeltekTalent and join Deltek's Talent Management LinkedIn Showcase page.




Currently the Senior Manager of Product Marketing for Deltek, Michelle is responsible for overseeing the team responsible for product marketing of Deltek's Talent Management solutions and Deltek's commercial and professional services industries. Michelle has spent the last twenty years working with organizations in many industries helping them understand trends, best practices and tools that help people and organizations streamline their business and processes. Ms. Cipollone holds a bachelor's degree in International Business and Economics from the University of Wisconsin.  Read more by Michelle. Connect with Michelle on LinkedIn.


Wednesday, May 11, 2016

Are You Ready for Deltek Talent Management 14.1?

Are You Ready for Deltek Talent Management 14.1?

The next release of Deltek Talent Management will be here soon. Helping our customers manage talent more effectively, the Deltek Talent Management Product team selects the best features and enhancements for each release. And, with Talent Management 14.1 just around the corner, we want to make sure you are prepared.

Here are a few highlights of what’s coming with Talent Management 14.1:
  • Support for the new v29 platform of E-Verify
  • Easier Integration with Job Boards • Greater Visibility into Incomplete Applications
  • Editable Interview Forms
  • New Onboarding Data Capture Options
  • Appraisal Scoring Enhancements
  • Certification Enhancements
  • Learning Profile User Interface Enhancements
  • Basic Reporting Wizard Enhancements

Customers will be upgraded to Deltek Talent Management the weekend of May 13th. There will be outages that may occur as the upgrade is performed.
 
For additional details,

View the What’s New in Deltek Talent Management 14.1 Slideshare to learn what’s being enhanced with this new version.

Watch the What’s New in Deltek Talent Management 14.1 Video to see the enhancements in action

If you haven’t already, subscribe to the Talent Management blog so you don’t miss critical information about product updates and industry news.

Monday, April 18, 2016

Never Gonna Let You Down

by Evan Fort (guest blogger)

Let's face it: in many parts of the world today, it's a job seeker's market. Deltek has an office in Richardson, Texas which currently has an overall unemployment rate of 3.4%. The average technology worker is getting contacted every week about other positions. And these days, we even see exciting Silicon Valley firms traveling to set up interviews elsewhere. Employee retention is key, but how do you go about keeping your top talent?

Never Gonna Run Around and Desert You

First things first: you need to face facts. You are in competition to keep your employees. Most employees don't want to make waves and it's likely easier for them to leave than it is to take on the daunting task of fixing their current situation.
  1. Take the time to really understand your compensation package versus your competition. Use of a compensation software solution can help you put this on auto-pilot. Remember to consider the whole package: benefits, vacation, retirement, etc., and not just pay. Many employees also value learning; putting a good employee on a learning plan will help you keep him or her longer.
  2. Make sure your employees are really happy. Most employees will tell their direct manager that they are happy, even if they aren't. Make sure you give them opportunities to give feedback to people other than their direct manager. The main reason that people leave a job is their direct manager. You need to be looking for patterns and encouraging more than just performance appraisals from top down. Also, don't give up the great opportunity of the exit interview. Give the ex-employee a safe place to share real feedback without fear of retribution.
And on that note...

Never Gonna Say Goodbye

Be ready for turnover; career paths are for people, succession plans are for jobs. Be thinking of who is ready to advance in the event that an important member of staff chooses to exit. This planning also helps your current staff know they are appreciated and lets you plan for exits instead of scrambling at the last minute. Consider using a career development and succession planning tool to involve everyone in the process. If it is a normal part of management, it's easier to have the important conversations with employees you may have to replace in the future instead of scrambling if they do leave you.




Evan Fort is the Head of Cloud Operations at Point of Rental Software. In this role, he is adept at building and leading top-performing teams, developing long-term relationships with partners and customers, and overseeing project portfolios. Read more by Evan. Connect with Evan on LinkedIn.



Wednesday, April 6, 2016

Five Tips to Manage Talent Like The Boss- Recruiting & Retention Tips Straight From Springsteen’s Lyrics

By: Ed Hunter

I can still remember the first time I listened to Bruce Springsteen’s “The River” album, enthralled by his stories of people struggling for a better life. As he sang, dock workers, Cadillac drivers, tough guys and restless hearts came vividly to life – all longing for something better, something more. In a word, opportunity.

I’ve been a fan of Springsteen ever since and have always remembered those characters. So I was thrilled to recently see him live for The River Tour 2016. I was again struck by his stories, just as I was many years ago. But this time, I was also moved by a new insight – that recruiting and retaining employees is about connecting people with that same something more: opportunity.
So, with a little help from The Boss, I’d like to share some tips for how your company can improve its talent management strategy and increase opportunity.

Tip #1: Stay Hungry
Yes, as Springsteen’s familiar lyrics say, “Everybody’s got a hungry heart” (“Hungry Heart,” The River, 1980) – and that includes employers. Great candidates can be hard to find and positions can open up unexpectedly. So, stay hungry and keep networking! You never know when a contact may turn out to be an exceptional prospective hire.

Tip #2: Make Recruiting A Company-Wide Effort
Recruiting is a team effort, best accomplished by everyone in the organization. As Springsteen sang, “Here everybody has a neighbor, everybody has a friend” (“Long Walk Home,” Magic, 2007) – and your business is no different. Have a position to fill? Ask your best people for referrals! Great people know other great people. Springsteen himself knows this, adding to the E Street Band Jake Clemons, nephew of the band’s former saxophonist Clarence Clemons, who passed away in 2011.

Tip #3: Hire For Qualities That You Can’t Train
Your company may have an excellent training program. But, as any Springsteen fan knows, “You can't start a fire without a spark” (“Dancing In The Dark,” Born In The U.S.A., 1984). And, you can’t train for certain personal qualities – including integrity, drive and dedication. At the end of the day, make sure that any candidate embraces the values that your company holds dear. Then hire for character and motivation, and train for skills as needed.

Tip #4: Give Clear Direction & Training
In “Badlands,” Springsteen sang, “Talk about a dream, try to make it real” (Darkness On The Edge Of Town, 1978). Communicating goals -- for individual employees, business units and your company as a whole – is key for workforce success. Provide an easy-to-understand roadmap for defining achievement, supported by training, tools and resources. Your tools don’t have to be expensive, they just need to give employees a path to accomplishing professional goals.

And remember…

Tip #5: Let Your Employees “Run” With Projects
Springsteen said it best: “Baby we were born to run” (“Born To Run,” Born To Run, 1975). Once you’ve set your employees on a path to success, get out of their way! Give them to space to innovate and let them run with ideas. If you have the right people on your team, the added responsibility will be an important opportunity for them to demonstrate leadership and grow their skills.

Sometimes it can take a “leap of faith” to build a talent management culture that has a “human touch.” But by always remaining open to new contacts, involving your whole team and empowering your people, you’ll give employees a “reason to believe” in your business – and motivate them to take your company to the next level. Now that’s managing talent like The Boss.

Ed Hutner is Senior Vice President, Human Resources for Herndon-based Deltek, the leading global provider of enterprise software and information solutions for professional services firms and government contractors.Read more by Ed. Connect with Ed on LinkedIn.