Full Sail Partners Blog

Let Your Employees Own Their Career Paths with Deltek Core HR

Posted by Jennifer Renfroe on Wed, Aug 05, 2020 @ 11:35 AM

Career path

In order for project-based firms to be successful, they must employ the most qualified talent. Furthermore, the most talented employees need to feel empowered and engaged with their firm and look forward to growth in their career paths. Allowing staff to own their career paths ensures longevity with the firm, and the Deltek Core HR solution provides this capability. So, how does Deltek Core HR enable employees to own their career paths? Great question - let’s take a look at the key features that make it possible for employees to feel empowered.

Employee Self-Service

Today’s workers expect to have the ability to handle matters on their own. This is especially true for staff members that are on the go or working from home. Additionally, it is certainly much easier for employees to update information on their own rather than having to call or email HR. With self-service, staff can do this and ensure that their certifications and training requirements are up to date. With Deltek Core HR, employees are able to independently manage their personal data and keep it current.

Professional Development

According to a 2018 LinkedIn Workplace Learning Report, the number one reason employees felt held back with their professional development was because of time. With the Deltek Core HR solution, employees can easily take training in the system which is automatically built into their history. Instructor-led and e-learning classes are viewable in the course catalog and can be simply enrolled in when employees desire. Furthermore, certificates and education units achieved can be downloaded proving that job requirements are being met. Deltek Core HR allows employees to see all of their certifications and training so they can stay on top of their professional development.

Up to Date Resumes for Proposals

Another benefit of Deltek Core HR is that employees can maintain their resumes in the system, updating them as needed. Having access to resumes ensures that they are always the most recent ones especially when they are part of your firm’s proposal process. When selling professional services to clients, the top available talent needs to be evident to win the work. Employees who want to get the most desirable projects want to have their skill sets and certifications up to date. Deltek Core HR lets employees put their “best faces” forward by being current with their resumes.

Applying for Job Openings

Also, with resumes being immediately available in the system, staff can search and quickly apply for internal job openings that may be of interest to them. They can also see what the skill sets and requirements are for the open positions and of course easily sign up for the necessary training then add it to their resumes. With Deltek Core HR, employees are put in the driver’s seat of their career advancement by being able to choose what direction to take and how to get there.

Track Feedback

The best employees want to see that they are meeting or exceeding expectations. Within Deltek Core HR, the Deltek Talent Performance component offers the scheduling and tracking of continuous feedback. Employees choose the time of these feedback sessions and comments from both staff and managers are tracked. With feedback, employees are given guidance about their performance which ensures they are right on track with their career.

SMART Goals

One other aspect of owning career paths is setting goals. Deltek Core HR provides employees the tools to set up SMART goals – Specific, Measurable, Attainable, Relevant and Time-bound. The goals can be set up by preference whether it is a numerical target or complete/incomplete. From the My Goals link under Performance, employees can access their goals. When goals are being met, employees work even harder which ensures success for the firm as a whole.

Deltek Core HR Benefits All

In the end, Deltek Core HR is a solution that benefits both employees and business leaders. With the convenience of self-service and putting staff in charge of their career paths, there is more engagement and thus a desire to stay with the firm. Additionally, having many HR tasks handled by employees eases the burden on those who usually manage it which allows them to focus on business development and success.

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Topics: HR, Employees, Deltek Talent

How the Recruiting and Hiring Process Has Changed

Posted by Jennifer Renfroe on Wed, Jul 08, 2020 @ 11:35 AM

Recruitment

Years ago, when a firm was looking to fill a position, there were limited resources for recruiting and there was a stagnant hiring process. The old-fashioned newspaper classified ad, a placement in a trade magazine or word of mouth were the go-to options for sourcing. After many hours of reviewing hard copy candidate resumes, interviews were set up by telephone, and connections were made. Once the right candidate was discovered, there was a printed offer letter to be mailed for acceptance and miles of hiring paperwork to be filled out by hand. It was certainly a time-consuming process.  Luckily, with the rise of the internet and technological advancements, the recruiting and hiring process has dramatically changed.

The Whole World is Your Oyster

With local classified ads, regional trade magazines and literal word of mouth, the reach for hiring managers was not very expansive. Using the internet, hiring managers now have access to the whole world when posting job ads. The open positions can be advertised directly on company websites, through professional networking on LinkedIn, or even more relaxed platforms such as Facebook or Twitter. Word of mouth has also gained momentum with email and information exchange. Thanks to the internet, the chances of finding the right candidate for your open employment position are greatly enlarged.

Time Savings Using Talent Management Software

Compared to the old way, talent management software saves hiring managers, candidates, and new hires a lot of time. Once jobs are posted online, resumes in response to open positions are uploaded and can be searched for specific hiring needs. Interviews can be scheduled more efficiently, and candidates can track the recruitment process. When new hires onboard, the “paperwork” is completed in advance online, so they can jump right into learning about their roles. Additionally, any certifications or licenses required can be obtained and monitored using talent management software.

Candidate Driven Job Market

In the past, employers drove the job market. It could take months before second and third interviews were done, and candidates were left in limbo. With the current competition for talent, however, the tides have turned. Hiring managers know that to get quality talent, they need to appeal to the candidates and give them the best recruiting and hiring experience. Candidates need to be informed and moved quickly through the hiring process. Furthermore, firms need to showcase their brands online through their websites and social media to attract the attention of these candidates.

Business Intelligence Can Help with Finding the Best Candidates

Business intelligence (BI) as it exists now was not available back in the day for talent acquisition. “Informed” decisions were made based on paper resumes and involved conversations. Fortunately, in today’s modern world, BI gives hiring managers a leg up. Using certain chosen data, hiring managers can establish a process to find the right candidates for open positions. They have realized that such data can be used to visualize patterns to predict future success. Rather than guessing on the right person to fill a role, they can look at specific information to see who would make the best addition to the team.

Take Advantage of Technology

So much time was wasted back in the days of placing classified ads…even if you like pina coladas and getting caught in the rain. Nowadays, everyone involved in the talent acquisition process benefits from technology. And every time technology improves, the process is made simpler and easier. Why not take advantage of what is right at your fingertips?

Automate Job Postings

Topics: Technology Solutions, Employees, Deltek Talent

Top Reasons Professional Services Firms Should Leverage Deltek Talent’s Learning Management System (LMS)

Posted by Sarah Gonnella on Wed, Jun 17, 2020 @ 11:35 AM

Learning Management System

As a professional services firm, your business exists because of the knowledge and expertise of your employees. Staying competitive requires these employees to keep up with the changing times and current industry practices. A learning management system (LMS) can set your professional services firm up for success by providing your employees training content related to their positions. However, one of the challenges with an LMS is finding or creating the relevant content. With Deltek Talent and RedVector joining forces, your firm can now leverage pre-built ample content. Let’s see the reasons why your firm should consider utilizing Deltek Talent’s Learning Management System.

Comprehensive Training Library

To start off with, Deltek Talent teamed up with RedVector which provides a comprehensive training library including courses in project management, safety, industry codes and standards, leadership development and much more. The online library contains approximately 4,000 courses authored by more than 200 subject matter experts and accredited by 100 national and state bodies. This extensive offering eliminates the need for your firm to have to create content on the fly. Here is a complete list in the AEC course catalog

Access Training Anywhere

Another key issue impacting employee learning is the time commitment. Many professional services firms require their employees to be flexible with their time and those employees often have to be other places during the workday besides at their desks. Conveniently, Deltek Talent is a cloud solution accessible from anywhere with internet access. Users can access content on-the-go from any device allowing employees to learn when it’s convenient for them.

Training Content in One Location

One of the main advantages of having RedVector aligned with Deltek Talent is that professional services firms have content from day one. Furthermore, firms can add additional instructor-led, online, and external courses allowing users to access courses in one location. It is easy for users to document what courses they have completed so managers have visibility into their employees’ development progress. With Deltek Talent’s LMS, there won’t be any problems with finding the appropriate content for employee enrichment.

Improve Performance & Retention

Professional services firms save a lot of time and money when their employees grow with the company and stay long term. Within Deltek Talent Learning, RedVector provides an assessment tool that helps determine the competency level of employees, new hires, or students and generates an individual training curriculum based on deficiencies in the assessment results. Thus, providing impactful learning opportunities that improves employee performance, reduces turnover and puts employees in the driver’s seat of their own careers. 

Reduce Risk

Finally, for highly regulated industries, managers need to track required training and certifications which can be done with Deltek Learning Management. Additionally, RedVector provides more than 500+ courses that address the most hazardous situations professional services firms face. Employees will learn how to recognize and prevent at-risk conditions or behavior before they lead to an incident. Having the correct employee certifications and providing safety awareness helps reduce employee and company risk. Here is a list of RedVector’s health, safety and environment library collection.

Fuel Prosperity

Deltek Talent and RedVector combined focus on providing professional services firms with skills training, continuing education, and performance support to reduce risk and promote employee success. When firms help their employees perform better and grow in their careers, they not only retain the best employees but make certain they are engaged which leads to a prosperous outcome for all.

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Topics: Technology Solutions, New Features, Deltek Talent

How to Guide: Find the Best Talent for Your Firm

Posted by Joel Slater on Wed, May 27, 2020 @ 11:45 AM

Recruiting

If you’re an HR or recruiting professional, you’re probably tired and maybe completely annoyed with the overly used and abused term… “war for talent.” Today, we will bury that term deep into a grave with no headstone. Why do you say? Simply, because there isn’t a “war” to win. Instead, let’s think about recruiting like dating and the desire to attract the perfect fit. These days, many people meet their potential mates via relationship sites. Therefore, when a person is looking to find the right match for life, he or she goes to a source of available quality candidates. Shouldn’t a firm look for the best employee to meet its needs using a similar system? So, how does a firm go about finding the right mates for its business purposes?

Utilize Internal Resources to Attract Talent

We’ve all been there - single with a group of friends who want to help us find our soulmate. They always have someone in mind who is the “right” person to match with you, and they know you really well. All that has to happen is the introduction and finding commonality, and bam, you’ve got your fit.

Well, if your role at the firm is to find the right match for business purposes, sometimes the best place to look is internally. You’ll first want to let everyone know what you are looking for so fellow coworkers can be matched with these internal job requisitions. Employees might also know others from outside the firm that are good fits as well. Did you know that studies suggest that new hires sourced from internal referrals lead to reduced time to hire, reduced cost per hire, improved quality of hire and reduced turnover rates?

When internally advertising a new job requisition, here are some items to consider:

  • Can your staff easily access this information?
  • Are there incentives for employees to recommend your firm to their friends/acquaintances?
  • Are these new job requisitions advertised in a way to attract existing employees looking for internal change?

Use Your Website to Evaluate New Talent

Using your company website for matchmaking? That’s a bit creepy if you think about it. But there are people using TV shows to find their potential mates so not too much of a stretch, huh? In a world of fast-moving internet connections, why should firms miss out on “speed dating” for their new job requisitions? Firms want to quickly separate those who may potentially be good fits from those who are absolutely not worth pursuing any further.

Let’s focus on the careers section of your website. Here’s the shocker, and I genuinely ask you to visit with your webmaster to ask what percentage of your website traffic is driven by the careers section. You’d be surprised that up to 50% of your traffic goes to your career page if you’re a professional services firm.  

With that said, your careers section should not be controlled by your on-staff or contract website guru. As the HR or recruiting person at your firm, you want the control to create and update your job requisitions as needed and when needed. You must have a simple format that is easy for potential matches to input the required information. Additionally, you need to be able to track the analytics of this page to know how many are reviewing the job requisition postings and how many of those convert to applying for the advertised open positions. Above all, with these job applications accessible on your website, you should easily be able to evaluate who may jive with firm culture and who is definitely a no-go.

Using Social Media to Connect with New Individuals

“Hey, I’m single and #ready to mingle!” Or better yet, “I’ve never met you before, so let me slide into your DMs.” Believe it or not, this works great for finding a potential romantic mate and for generating interest in your new job requisition. The power of social media is amazing for so many reasons.

First connections see your post, then they share or like your post, and then their friends see and like the post, and from there…it continues to grow. Better yet, your firm probably uses several social media platforms on a daily basis. What better way to attract new talent than harnessing the power of social media? Additionally, social media allows your firm to add personality just like it does for an individual looking for a date or a mate. When using social media, you can make your messaging fun and personify your firm. Just think about the hashtags and who you might want to @ to bring more attention to your job requisition. Once you grab the attention of a perspective candidate, you’ll likely get them to apply.

Stand out Above the Competition on the Web

If you’re tired of being single, you’re likely trying everything you can to attract and find the right mate. This means you’re likely using multiple dating apps and websites. Even more, you are probably using the best photo you can find of yourself for your profile. You want to stand out, right?

Yep, there’s a connection here too with finding the right person for your new job requisition. First off, you probably want to post it to as many job boards as possible. Sure, this takes time, but the more the better, and having the right tools can make cross-posting a new job requisition across multiple job boards simple. It even helps ensure the posting is consistent across all listings. Most importantly, you want your job requisition to stand out among the crowd. Make sure to use exciting job descriptions that emphasize the benefits of working for your firm over the competition. Lastly, you want potential candidates to be able to easily apply for your open position.

Quit Playing Games and Get Serious

Just like dating unimpressive potential suitors, interviewing underqualified or less than desirable talent can be frustrating. Technology has changed how people find dates and potential mates. Similarly, firms have access to better hiring management platforms. For many, the concept of an applicant tracking system (ATS) is nothing new, but people are still unaware of the benefits and the time-saving capabilities that these platforms offer. It is time to get serious about attracting and hiring the best talent for your firm.

Automate Job Postings

Topics: HR, Employees, Deltek Talent

Know the Real Facts About Upgrading from Deltek Vision to Deltek Vantagepoint: Dispelling the Misconceptions

Posted by Sarah Gonnella on Wed, Nov 13, 2019 @ 11:40 AM

DidYouKnow-RealFacts_Deltek-Vantagepoint.-1

As a Deltek representative, we have heard all kinds of misconceptions about Deltek Vantagepoint. Despite our monthly newsletters, webinar series, and continued communication, we are still speaking to firms that are confused or have been advised incorrect information about transitioning from Vision to Vantagepoint. Most are honest mistakes conveyed by all kinds of people. However, many of these "untruths" are coming from competitors spreading incorrect rumors so they can take advantage of your firm and convince you to leave Deltek.

We need your help! Please send this blog to everyone at your firm. Share it with user groups you are involved with and other firms you know use Deltek Vision. Below are the real facts about upgrading from Deltek Vision to Deltek Vantagepoint. Please help us to dispel the misconceptions.

What is Deltek Vantagepoint?

  • Deltek's reimagined flagship project-based solution for architects, engineers, and other professional services businesses.
  • Designed to help you manage the entire project lifecycle better than before.
  • This new solution is the culmination of the acceleration to iAccess and is based on feedback from our customers over the past 10 years.
  • An intuitive, powerful solution that puts your people and projects at the center of your business so you can be more efficient, productive and profitable.

For executives or employees wanting to view the upcoming changes, we recommend checking out this webinar: Deltek Vantagepoint - The Best All In One Package. The webinar reviews the top 10 new features of Deltek Vantagepoint, how to access the Readiness Portal and provides guidance on next steps.

Dispelling the Misconceptions about Deltek Vantagepoint

Q: Is Deltek Vantagepoint a new product?

A: It is a continuation of the Vision product. Think Vision 10!

Q: Will our firm need to repurchase to move to Deltek Vantagepoint?

A: No! As long as you are current on maintenance.

Q: How long will Deltek Vision continue to be supported?

A: Through at least 2022. We want to emphasize the "at least" part.

Q: In order to get Deltek Vantagepoint do I have to move to the cloud?

A: No! However, it might make sense so reach out to your account manager if you are interested.

Q: Will Deltek Vantagepoint be available on-premise?

A: Yes!

Q: Will Deltek Vantagepoint require me to migrate my data?

A: No! Your data will move over. There are some considerations if you have repurposed any info centers.  

Q: Will all of my user defined fields and user defined info centers move over?

A:  Yes!

Q: Will Vantagepoint contain the exact functionality as Vision 7.6?

A: No. The product is being reimagined and improved. There are certain areas that will not move forward. Please see that section below.

Q: Can my firm request to upgrade to Deltek Vantagepoint and move next week?

A: We do not recommend that. There are considerations that need to be made. We highly recommend reviewing the checklist on the Readiness Portal and viewing our webinar series first.

What Are My Options on Getting a Vantagepoint Test Environment?

For firms that are seeking to obtain a Vantagepoint test environment, the answer to this question depends on your current deployment method. Below are the options:

  • We are hosted by Deltek Cloud: If your firm is on the Deltek cloud, submit a case to Deltek letting them know you would like to have a test environment set-up for Vantagepoint. This does require further steps that Deltek will convey to you.
  • We are hosted by Full Sail Partners: If your firm is hosted by Full Sail Partners, your Primary Contact should have received an email on Wednesday, September 18th outlining when test environment requests can be made and how long those test environments will be made available. If you did not receive the email, email hosting.
  • We are hosted by an external hosting provider: If your firm is hosted by an external hosting provider, request that your provider set-up a test environment. If they have not set-up a Vantagepoint environment before, then we recommend you reach out to Full Sail Partners or your partner of record. It might make sense to consider moving to Deltek's cloud, hosting permanently with Full Sail Partners, or utilizing Full Sail Partners' transition hosting service. Contact us if you are interested in any of these options.
  • We manage our own environment: If your firm manages your own environment, request that your IT staff provide you a test environment. If they have not set-up an environment before, then we recommend you reach out to Full Sail Partners or your partner of record. It might make sense to consider moving to Deltek's cloud, hosting permanently with Full Sail Partners, or utilizing Full Sail Partners' transition hosting service. Our IT Consultants can also provide consulting services to assist your IT staff. Contact us if you are interested in any of these options.

Keep in mind, the upgrade to Deltek Vantagepoint requires a new install and has new installment requirements. For on-premise clients, please check out our past webinar: Is Your Firm Technically Prepared for Deltek Vantagepoint.

Who Do I Contact?

If your firm is seeking assistance with upgrading to Vantagepoint, our team is here to help. Check out our Vantagepoint Upgrade Review and Recommendation Program. Additionally, here are other resources to know.    

  • If you need any help accessing the portal, please e-mail DeltekUniversity (at) Deltek.com.
  • If you have any questions about the content in the portal, please e-mail Vantagepoint (at) Deltek.com.
  • If you have any questions about your preview or live Deltek software, please contact Deltek Customer Care https://deltek.custhelp.com/.
  • If you need assistance with your upgrade, contact us or your partner of record.

Deltek Vantagepoint Resources

Make sure to check out our webinar series about preparing for the upgrade to Deltek Vantagepoint. In this series, our team of consultants cover a variety of topics such as technical requirements, resource planning and project management, new CRM functions, and the improved accounting interface. This webinar series page also includes demonstrations of Deltek Vantagepoint. If you prefer to read about the enhancements, check out all the articles we have posted about the enhancements Vantagepoint offers to firms that upgrade from Vision!

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Topics: Support, Technology Solutions, Deltek Talent, Deltek Vantagepoint

Introducing New Features in Deltek Talent 16.0

Posted by Jennifer Renfroe on Mon, Nov 04, 2019 @ 12:36 PM

red-vector-logo-lo-res

The release of Deltek Talent 16.0 has offered users even better functionality further improving firm workforce productivity. This latest version of Deltek Talent was created with the intention of strengthening strategic partnerships and developing Human Capital Management (HCM) capabilities. Let’s take a look at some of the new features of Deltek Talent 16.0.

Talent Relationship Management (TRM)

Version 16.0’s Deltek Talent Acquisition module introduced Talent Relationship Management which helps firms stay ahead of recruiting. Firms can now create recruitment campaigns to build relationships with top talent and source for openings. This improvement allows firms to fill project positions quickly. The Acquisition module also contains workflow improvements and enhanced on-boarding features.

Core HR

Once talent is hired, the new Core HR module enables firms to more efficiently manage employee records. Project-based businesses are constantly changing and there are shifts in workforce expectations. As part of the 16.0 release, there are newly added fields providing the ability to process hires, rehires, terminations and job changes. Using this automated process, there can be more focus on HCM within projects that helps with strategic planning.

Continuous Goal Management

Employee engagement and retention is always a top concern for firms. With the new continuous goal management feature in 16.0, you can set and manage goals separate from the appraisal process. This change significantly simplifies the goal writing process requiring less time. There is also the option of no score appraisals and comments can be tracked. Giving employees the consistent and frequent ability to meet set goals is important to keep them engaged.

Learning Requirements

Deltek Talent 16.0 incorporates the Learning module which lays out course and curriculum deadlines, recurrences and deadline offset options. There is a new two-level process that replaces CEUs allowing for flexibility on a per course basis. Additionally, Deltek has partnered with Red Vector for e-learning content which elevates performance for project-based businesses. Firms are able to track training and development in one place. There are 130+ courses available covering project management, leadership and HR issues.

Enhance the Whole Employee Life-cycle

Deltek Talent 16.0 offers new features that support the entire employee life-cycle. From sourcing the best talent to tracking human capital per project, to ensuring project managers are always learning and engaged, this new release fits the bill. Ready to see this improved functionality in action?

Deltek Talent

Topics: New Features, Professional Services, Deltek Talent

Improve Employee Engagement with Training, Learning and Development

Posted by Jennifer Renfroe on Wed, Sep 04, 2019 @ 01:56 PM

Employee Training

According to Gallup’s most recent research, only 13% of employees worldwide feel engaged in their workplace. Additionally, only 33% of Americans are engaged at work based on a report from the latest State of the American Workplace. Without employee engagement, there is limited innovation and problem solving which leads to a dissatisfied customer base. Converting these uninspired workers into engaged employees is a must for a firm to be successful. A sure-fire way that firm leaders can do this is with employee training, learning and development.

Effective Training

To encourage employees to become engaged, managers must first show interest in their employee trainings. They should speak to their employees before a training to discover what they are looking to get out of it. Afterwards, they should take the time to talk about what has been gained from the training. Additionally, there should be a balanced blend of training options to appeal to a diverse workforce. Embracing technology is also an excellent way to make training enjoyable. Managers should know their people and what works for them, and with well thought out trainings, employees will stay engaged.

Constant Learning

Another way to keep employees engaged is to provide them with constant learning opportunities. One size does not fit all. Some employees like a structured lesson while others prefer an interactive approach which gets them more involved. There is certainly more accessibility to learning activities with technology so again using technology as part of the learning options is ideal. Additionally, offering employees a yearly allowance for professional learning is a great way to get employees engaged. The allowance could be spent on books, on online classes or even industry conferences.

Career Development

Another big area for engaging employees is their career development. Managers should sit down with their employees and evaluate what the future holds for them. They should be offered the opportunity to experience different roles in the firm, gradually being given more challenging work and responsibility. This entails daily learning of new skills to help reach the ultimate position with the manager’s help. From the manager’s side, this means aligning firm needs with employee aspirations. Knowing that their managers are interested in what they desire in their career path makes for engaged workers.

Worth the Time Required

While the time required to provide a balanced training menu, a variety of learning opportunities, and personal career development is high, the cost of losing the firm’s key knowledge base or customer connections outweighs the burden. Employees are a firm’s best asset and keeping them engaged should be a priority. Engaged employees work harder for your firm and ensure customer happiness so it’s worth it to spend the time to make them so.

  Deltek Talent Management

Topics: HR, Employees, Deltek Talent

Using Compensation Strategies to Retain Talent

Posted by Jennifer Renfroe on Wed, Apr 24, 2019 @ 05:19 PM

Compensation Compensation can directly impact the engagement and productivity of your talent. Without engaged talent, project-based firms will have a difficult time delivering successful projects. Retaining quality talent is a necessity to firm success so a well-planned compensation strategy is crucial. Let’s look at some components of an effective compensation strategy.

Budgeting

Salaries usually make up the largest part of the overall budget for project-based firms. Using Deltek Talent Compensation, budgets can be set up for each part of the compensation review cycle. They can be further broken down by level so reviewing managers will know how much money is available for compensation. There should, however, be some flexibility for outstanding efforts.

Rules and Guidelines

Rules and guidelines help employees to understand compensation plans. Having specific pay grades clarifies salary differentials. Employees can see what the expectations are for each level such as required certifications, education or professional experiences. With the guidelines in place, managers can make compensation recommendations using approval workflows.

Salary Audits

Staying in-tune to the market value of positions with your firm is important. Market data can be uploaded into Deltek Talent Compensation to show details about the current status of an employee in relation to the market. This allows managers to see how competitive their firm salaries are compared to other similar firms.

Total Rewards Package

Employees need to see all parts of the compensation package. The base salary is just one aspect of the package. The health benefits component is significant in the rewards. Additionally, any short-term incentive pay like commissions or bonuses or long-term incentive pay such as stock options make a heartier, more desirable compensation package.

Be Visible

Deltek Talent Compensation provides insight into all aspects of the compensation plan. Employees want to see that they are being paid fairly and that reasonable expectations are established for their positions. Employers need to stay on budget yet stay competitive in the market. With a visible technology solution in place, all needs of the employee and employer are met.

Implement a Comprehensive Compensation Strategy Now

With unemployment being at a historic low, not having a visible strategic compensation plan will affect retention of top talent. While putting such a plan in place may seem overwhelming, it doesn’t have to be. Once your firm has established the key components of your compensation strategy, communicate it to your employees. With top talent buy in, retention will no longer be an issue.

Succession Planning

Topics: HR, Deltek Talent

Firms Should Make Employee Development a Priority Using Career Paths

Posted by Jennifer Renfroe on Wed, Mar 27, 2019 @ 05:31 PM

Career PathsAcquiring top talent for project-based businesses is a necessity. With the best teams in place, projects are run more efficiently, completed timely and ultimately profitable. While getting these key players on board is crucial, keeping them inspired and engaged is just as significant. If your firm incorporates career paths as part of its HR Talent Management strategy, then employee development becomes a priority and retention remains high.

What are Career Paths?

Career paths are plans that lay out the steps to get to the next place in an employee’s journey with your firm. Your top talent needs to feel that there is growth potential within your organization. Using Deltek Talent Management, employees can see jobs they want to aspire to and other lateral roles they may need to undertake first. With career path software, everyone is informed of where an employee currently stands, and where he wants to be down the road. This keeps all parties accountable for employee development.

The Key is to Start Early

Developing career paths should begin at the talent acquisition phase. Is this candidate a fit now and potentially down the road? What are the motivations and incentives to be part of your firm? What are the cultural desires? HR can use Talent Management to review skills and competencies and determine what gaps need to be filled to move further down the career line. There should be a three to five-year duration of the career path. What would be the immediate placement of this candidate and what would provide growth?

Development plans

When establishing career paths, it is necessary to set guidelines to target competencies and identify skill gaps. There must be clear objectives and deadlines to reach these goals. Mentoring by firm leaders and developing new skills are essential to acquiring needed competencies. However, employees can also use professional associations in their industry to further develop their knowledge base. Development can happen year-round.

Reviewing Career Paths

While the firm should provide opportunities for development and mentors to help talent learn new skills, the employees need to drive the effort. Both lateral and job promotions are necessary parts of the career path. It is just as important to spend time in different jobs at one level as it is to move to the next. Continuous feedback sessions should be part of the career path process with roadblocks included. Finding out how the employee is contributing to the firm shows engagement.

Career Paths Contribute to Employee Retention

Career paths help make employee development a priority, and they can be updated as needed. Employees can even be included as part of succession planning in their career path. Remember that in creating career paths, authenticity is key, and communication is vital. Employees must know that you value them and how they can grow with the firm. In exchange, excitement for career potential will keep employee retention high.

Deltek Talent Management  

Topics: Technology Solutions, Deltek Talent

Always Be Recruiting – Ways to Find and Nurture Candidates

Posted by Sarah Gonnella on Wed, Nov 21, 2018 @ 03:49 PM

Candidates

Firms complain that there aren’t enough candidates when a job opening needs to be filled yet many firms aren’t taking the necessary steps to ensure they have candidates in the hopper when a position opens. Do projects just fall out of the sky? Ok, maybe on a rare occasion, but most of the time you must nurture relationships in order to be considered for a project pursuit. Recruiting should be looked at in the same way. A great way to find the best fit for your firm is to identify potential candidates before a position opens and develop these relationships.

Finding Potential Candidates

Recruiting should involve more than just your HR department and executives. Just like marketing and business development, recruiting should be something all staff members do. Some firms have found that having a referral process can be a great way to encourage employees to share the news, but even more important is letting your employees know to keep their eyes out for anyone that might fit the firm’s corporate culture and have skills needed within the company. The best recruiters leverage their staff within the company to help them do their jobs. Here are places employees can find potential new recruits: 

  • Social and informal connections happen all the time and staff can use these interactions as informal recruiting sessions. Potential recruits can come from current projects, partners, vendors, neighbors, and social events. Asking the right questions can provide you with a plethora of information regarding whether any of the people you deal with would be good matches for your firm.
  • Conferences and networking events are also convenient places to meet potential candidates. Conferences and association networking events are specifically geared for your industry. Sometimes individuals you meet might be great teaming partners or they might be just what you are looking for if a position comes available. Collect those business cards and ask some deeper questions about their jobs and you have a talent pool without having to officially recruit.
  • Social media is another easy way to recruit for candidates. Whether you tweet or connect with others via LinkedIn, there are a variety of ways to find qualified people that fit with your company culture. Just keep in mind what skills you are looking for on a consistent basis, and you will have plenty of options in the world of social media.
  • Job fairs, of course, are also appropriate places to find potential candidates. Even without an open position available at your firm, people at job fairs are looking to find where they fit in so when something does come up with your firm you have options. Simply gather names and resumes and you will get an immediate talent pool, or better yet, send them to your website to upload their information into your Talent system. 

Nurture Those Potential Candidates

In the Deltek Clarity report, project-based firms stated that their top challenge was finding qualified talent. I would beg to differ since talent is always around you and most likely available if you nurture the relationships. I suspect your challenge is just not identifying the talent when you come across it. 

Once you find potential candidates, it’s important to capture their information so you can pull from a talent pool. Using the Deltek Talent Acquisition system, recruiters and managers can quickly add resumes to talent pools allowing you to access your potential candidates by categories when a position opens. These talent pools allow you to keep lists of candidates with specific requirements or needs. 

We know great Project Managers or Marketing Coordinators are hard to find so you could tag potential candidates as you come across them. Instead of waiting until the position needs to be filled to start your search, with talent pools you can quickly send a templated email asking candidates you have met in the past, that have been pre-qualified, to submit for an opening. Imagine how much easier and quicker recruiting can be by taking a more proactive versus reactive approach.

Improve Hiring Efficiency

For project centric businesses, people are your competitive advantage. Ensuring solid talent management best practices within the business means assuring you can find the talent quicker than your competition. See how Deltek Talent can improve your employee hiring process.

Talent Acquisition 

Topics: HR, Deltek Talent