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Searching for Unicorns with Deltek Talent Management

Posted by Joel Slater on May 05, 2021

Imagine this scenario, it is Monday morning, and you’ve just been notified that your business development team has secured a major high dollar construction project due to start in three weeks. While a core project team has been assigned, certain significant positions crucial to this project are not yet filled. You’ve been asked to find these key players immediately to round out the project team, and you can tell that the needs are quite specific maybe even unicorns. You take a deep breath, process everything for a minute, and think I got this. Why? Well, you’ve got the power of resume searches in Deltek Talent Management.

 

unicorn resume

The Hunt Begins

Deltek Talent Acquisition, a part of Deltek Talent, offers a resume search which allows you to check out your entire database of resumes using whatever criteria you need. You can choose a key word, specific skill certification or license and just filter the information as you need. When looking for those unicorns, having the option to easily find them is important and a real time saver.

Unicorns Don’t Stay Out in the Wild for Long

Once you’ve identified the unicorns you are seeking, finding them requires quick action so having immediate access to certain resumes is a priority. The Deltek Talent main dashboard can be configured with a search resumes widget which allows you to quickly search for your desired resumes. Once you find your unicorns, you must be able to track them down and catch them as soon as possible.

Newly Discovered Species

At times, your tracked population of unicorns is missing in your current database, but other species do exist. So being able to be notified when another unicorn meeting the specific needs appears is a nice feature to have. Resume Search Agents let you save a specific search, and you can choose the frequency of the emails coming in when certain applicants match your criteria.

Additionally, in the case of an immediate need, you have access to other databases such as Monster and Career Builder from directly within Deltek Talent Acquisition. You can import resumes from other sources right into your database. These options give you a great chance of finding a new species of unicorn.

Tag the Unicorns in Your Research

Surprisingly, you’ve been able to find and capture the unicorns you were seeking. However, you may have discovered that you didn’t need all of them at once. Since they are rare and special, you want to make sure you can find them again. In Deltek Talent Management, resume pools can be created to tag candidates that are great choices for future openings. Your Resume Search Agents can automatically populate these pools for you, keeping a list of those with the skills you are desiring.

Don’t Forget to Feed the Unicorns

Fortunately, you’ve been able to find the unicorns you needed with the power of resume searches in Deltek Talent. Your project team is now ready to go, and you can breathe a sigh of relief. However, don’t forget to feed the unicorns and keep them happy, including the ones on your team, since they are a valuable resource. As for the candidates that you tagged for future openings, using Deltek Talent Relationship Management, you can keep in touch so hopefully they will come when you call them. Maybe have some sugar cubes ready?

Deltek Talent Candidate Engagement link to demo

Human Capital Management Remotely – No Office Required!

Posted by Sarah Gonnella on February 10, 2021

Since the spring of 2020, many firms have had to transition to a remote only working environment. Learning to deal with this new operating style was certainly a challenge at first, but hopefully, these same firms are embracing the changes which could help to streamline the whole Human Capital Management (HCM) process. Let’s check out how HCM can be successfully done remotely with no office required based on our own experience at Full Sail Partners.

Human Capital Management

Pre-Hire

First off is the interview process which can still be done face to face, just virtually. Searching for talent is different when you work remotely. The location of potential new hires doesn’t really matter. It is more about skillsets and the fit of the person with the company.

You will also want to ask different types of questions about working from home such as questions towards working autonomously and communication skills. You need to see signs of motivation and the ability to self-motivate with any candidates you interview. Some key questions are “Why would you want to work from home?” and “Can you handle IT issues on your own?”, “Do you have internet?”, and “Do you have a quiet place to work from”. These types of questions will help you determine whether a particular candidate can handle a remote only position.

Onboarding

Once you’ve found the talent that seems to fit your remote work environment and the offer letter has been accepted, it is time to prepare for this new hire. Working remotely, a very important place to start is with the IT aspect. Having a standard online checklist of items that IT should prepare for is super helpful. Deltek Collaboration and Microsoft Teams are great solutions that allow you to copy a template that includes a list of standard tasks or assignments. Don’t reinvent the wheel each time you have a new hire. Everyone needs a computer and login info for different types of software. Send that info ahead of time so new hires can be ready day one to start learning more about the company. Also be sure new employees are provided with contacts within the company that can be approached for different needs. Working remotely puts the onus on the new hire to seek out the answers, but they should have a list of resources.

Another significant way to start on good footing remotely involves setting goals. These goals will have details about expectations to accomplish. The goals should focus on steps that are required to be successful. We find establishing 45-day, 3-month, 6-month, and 9-month goals can ensure the employee knows exactly their priorities and allows them to proceed forward with confidence. A supervisor should meet with the employee at the end of each of these time increments to discuss where they are in meeting their goals and determine if further mentoring or training is required.

Retention

Full Sail Partners Team Fun Meeting CallNow that you have the right people for remote work up to speed, think about ways to engage employees and offer professional development. Since you can’t just walk down the hall to see what is happening, you have to trust them and their desire to perform their duties. Continuous feedback and performance discussions are key. It is a good idea to check in to see how things are going in frequent intervals.

Finally, day to day is different in the remote world with no monthly team lunches or birthday cake. However, time can be taken to meet virtually over Zoom, have phone conversations or even text. Just recently, Full Sail Partners had a virtual happy hour to get the gang together with a little bingo time. Being comfortable in a new position at the outset also promotes retention. New hires can learn about the roles of the various company positions through shadowing them. Once employees have shadowed certain firm members, they can then take the lead knowing that there is a built-in safety net still shadowing them. Offering professional development opportunities and trainings is another means to ensure retention. There are plenty of online resources available.

Learn More From Full Sail Partners' Sarah Gonnella

Sarah is interviewed by another Full Sail Partners' Crew Member about the onboarding process at our firm. Watch the video below.

Remote Going Forward?

Full Sail Partners has been a virtual company for more than two decades and has proven that HCM can be done remotely with success. For those firms who have seen the benefits of working remotely, there may not be a return to the way before. Let Full Sail Partners’ experience guide you going forward. If your firm is interested in learning more about remote working, feel free to reach out to an employee to learn more about their experience.

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Top Watched Full Sail Partners’ Webinars of 2020!

Posted by Ryan Felkel on January 06, 2021

Last year kept us busy with all the new developments of Deltek Vantagepoint, not to mention the large number of firms upgrading from Vision to Vantagepoint. However, we planned for this back in 2019 and decided to roll out a series of mini demonstrations focused on specific features and functions available in Vantagepoint.

Webinars

This new format proved to be overwhelmingly successful. Therefore, as you review the top 10 watched webinars of 2020, you will likely notice that many of them are part of our “Powering Project Success with Deltek Vantagepoint” mini demonstration series. Enough with the introduction, here are the top 10 webinars you and your peers watched in 2020.

Top 10 Full Sail Partners’ Webinars of 2020

  1. Deltek Vantagepoint – The Best All in One Package – This webinar is an ideal webinar to watch if you are new to or have very little knowledge of Vantagepoint. If you watch this webinar, you will learn what Vantagepoint is, what resources and information are available, and you will learn more about the steps to upgrade from Vision to Vantagepoint. Make sure to check this traditional one-hour webinar out to also learn about our favorite new features. Did I mention that this webinar aired live in 2019? It made the 2020 top watched list since the on-demand video was downloaded by so many people.
  2. Powering Project Success with Deltek Talent – Candidate Engagement – Professional services firms are quickly realizing that acquiring and retaining industry top talent is becoming a necessity to stay competitive. Deltek has recognized this need as well and created Deltek Talent to assist firms in automating the employee experience and lifecycle. This mini demo hosted by Joel Slater features Deltek Talent and the specific tools within this human capital management system that support the candidate engagement experience to help attract the future leaders of your firm.
  3. Powering Project Success with Deltek Vantagepoint – Update Your Timesheet Using the Deltek Calendar– Billable employees struggling with staying organized with meetings and client appointments will benefit from this mini demo. No one wants to worry about completing the dreaded timesheet. With Vantagepoint, the challenge of keeping up with all your daily tasks has been simplified with the Deltek Calendar. During this mini demo, Nicole Temple will show how the Deltek Calendar helps users keep up with their billable engagements and how this information easily transfers over to a user’s timesheet.
  4. Powering Project Success with Deltek Vantagepoint – Quickly Build Project Plans – Maintaining successful projects requires all team members to have the information they need when they need it most. Furthermore, project plans often necessitate adjustments during the life of the project and this must happen quickly and easily. This mini demo is hosted by Rana Blair and shows users how to quickly build project plans and update them in Vantagepoint. This is a must watch for project managers.
  5. Tale of Two Firms: Tackling Business Intelligence –Business intelligence (BI) is booming in all industries as more and more BI tools enter the market. But you don’t have to take our word for it! During this webinar moderated by Sarah Gonnella, two of our clients that represent different firms share how the Informer 5 BI tool has revolutionized their business analytics capabilities. Make sure to watch this webinar on-demand to learn ways your firm can embrace the power of BI.
  6. Powering Project Success with Deltek Vantagepoint - Mobile CRM – Getting out and talking with existing and prospective clients is a standard part of business development and essential to winning new business. With Vantagepoint’s mobile capabilities, updating touchpoints while on-the-go has never been easier. Watch this mini demo hosted by Kevin Hebblethwaite to see how Vantagepoint streamlines the business development process with mobile functionality.
  7. Powering Project Success with Deltek Vantagepoint – Create Flexible Billing Terms – Not all projects are the same, nor are project billing terms. However, this is not a problem for Vantagepoint users. During this mini-demo, Scott Gailhouse shows how simple it is to create unique billing terms for projects in Vantagepoint.
  8. Powering Project Success with Deltek Vantagepoint – Streamline and Expedite the Invoice Review Process - In any business, getting paid is the name of the game. However, professional services firms have a lot to track to create accurate invoices that can be sent to clients. With Vantagepoint, the old days of printing invoices and marking them up by hand are long gone. Now project managers can use the invoice review features to streamline the review process. If you are in accounting or project management, you will want to see Rick Childs’ demonstration that is available on-demand.
  9. Powering Project Success with Deltek Vantagepoint – Capture Project Information for Proposals – As many of you know, having high quality proposals that address all the requirements contained in an RFP is essential for winning new projects. Even more, proposal teams are usually up against tight timelines to draft and finalize a winning RFP response. With Deltek Vantagepoint, this struggle can be better managed. This webinar is a guided tour by Lindsay Diven to show users the features in Vantagepoint that enable the quick creation of winning proposals.
  10. Powering Project Success with Deltek Vantagepoint – Project Templates and Plan Settings – The most popular webinar of 2020 was part of our Vantagepoint mini demonstration series. During this presentation, Theresa DePew shows users how to quickly create templates that have the correct pre-defined WBS so that entering data into the correct fields is the only task a user has to complete. Watch this outstanding demo to see how Vantagepoint has made planning a new project quick and easy.

What to Expect in 2021?

In 2021, we are planning on hosting a mix of traditional one-hour webinars and continuing to add to the “Powering Project Success with Deltek Vantagepoint” mini demonstration series. We will continue to promote these webinars using our newsletter and email notifications. Please make sure to pay attention to the amount of time allotted for a specific live webinar event on the registration page. Mini demonstrations are typically 30 minutes long with the actual demonstration being from 7 to 15 minutes long followed by live QA with the presenter.

We hope to see you at our live virtual events in 2021! In the meantime, catch up on past webinars you may have missed that are available on-demand. Enjoy learning!

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The Value of Deltek Talent for Human Resources Professionals

Posted by Joel Slater on December 23, 2020

Professional services firms have historically overlooked the importance of a formalized and systematic talent management process. However, more and more firms are now finding value in having a methodical human capital management (HCM) practice in place. In fact, 74% of AE firms reported that they are tracking revenue per fulltime equivalent and other financial metrics that are related to HCM according to the 41st Deltek AE Clarity Report.

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Even more interesting, technology companies have become aware of this desire for HCM, and a countless number of HCM software packages have flooded the market. Nonetheless, most of these HCM software offerings are generic to serve any industry. But Deltek, the leading software solution provider for professional services firms, noticed that this specific market vertical has unique needs and released Deltek Talent, an HCM designed for professional services. Here are some ways Deltek Talent adds value for human resources (HR) professionals.

Recruit and Hire Top Industry Talent

Finding and attracting top talent in the professional services industry is becoming extremely competitive. Essentially, firms are realizing that the quality and experience of their people has a significant impact on the quality of projects they deliver. Therefore, quickly enticing the “right” people is becoming priority.

Deltek Talent offers benefits such as:

  • Faster talent acquisition
  • Enhancing visibility and insight into the applicant pipeline
  • Improving communication with applicants, candidates and hiring managers
  • Putting new hires to work faster with an automated onboarding process

Firms likely receive numerous submissions from potential candidates for new job openings, and unfortunately, not every applicant meets the minimum job requirements. However, those applicants can still be good fits for different positions that may open in the future. With Deltek Talent, HR managers can create “talent pools” which organize applicants based on their qualifications and provide a group to target for new positions that are within their skill sets.

Provide Development and Advancement Opportunities

To retain top talent, firms must show that they are invested in their people. This could involve coaching and learning opportunities, certifications, or laying out a clear path for career development. Deltek Talent provides the perfect platform for firms to demonstrate that they are invested in the advancement and professional development of their employees.

The Learning Management System (LMS) within Talent allows HR professionals to:

  • Reduce compliance risks with expiring certifications
  • Create individual learning plans to ensure employees achieve their goals
  • Improve employee engagement

Even more, the Deltek Talent LMS is designed to support the continuous educational needs of professional services firms. Some key features of Talent LMS include:

  • Easy tracking of required industry specific training and certifications
  • Maintaining organizational compliance and managing certification programs
  • Using automatic reminders and notifications about expiring certifications
  • Creating and tracking individual learning plans with industry specific courses from RedVector
  • Storing internal training documents creating a one-stop shop for all learning materials

Performance Management

Long gone are the days of annual reviews. Today, HR professionals view annual reviews as an antiquated method for performance management. The trend now is for ongoing improvement by providing instant feedback about performance. With a continuous improvement model, firm leaders and managers can recognize positive or handle less than acceptable performance on an ongoing and regular basis. This ensures employees are always aware of areas they excel at or need to improve upon.

The performance monitoring tool within Deltek Talent significantly benefits HR professionals by:

  • Reducing performance management cycle times
  • Recognizing and rewarding top performers
  • Greatly improving employee engagement and motivation

Seamless Integration with Deltek Vantagepoint

A huge benefit of Deltek Talent for Vantagepoint users is that it fully integrates with the following Vantagepoint modules:

  • Accounting
  • Resource Planning
  • CRM
  • PSA

From the moment a new applicant’s information is captured, it is stored within the Talent platform. Once a candidate becomes an employee, Vantagepoint creates a new employee record from that information. The integration collects data such as first, middle, and last name, email, home address, phone numbers, and social security number, eliminating duplicate entry of information across firm departments which saves time and reduces errors.

Manage the Entire Employee Lifecycle with Deltek Talent

HR professionals will finally get the tools they require to make them more productive and efficient in their roles. With Deltek Talent, professional services firms can enjoy the benefits of an HCM solution designed to meet their unique industry needs. Is it time for your firm to formalize an effective talent management strategy? Find out more about how Deltek Talent can help create an automated, employee focused HCM plan.

Deltek Talent Management

Let Your Employees Own Their Career Paths with Deltek Core HR

Posted by Jennifer Renfroe on August 05, 2020

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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How the Recruiting and Hiring Process Has Changed

Posted by Jennifer Renfroe on July 08, 2020

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

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

Posted by Sarah Gonnella on June 17, 2020

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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How to Guide: Find the Best Talent for Your Firm

Posted by Joel Slater on May 27, 2020

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.

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

Posted by Sarah Gonnella on November 13, 2019

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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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Introducing New Features in Deltek Talent 16.0

Posted by Jennifer Renfroe on November 04, 2019

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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