Time To Switch

Is it Time to Switch? Knowing When and How to Change Your Talent Management Solution.

Do you have the right partner enabling you to take full advantage of your workforce? Have you remained with a system or process because “that’s the way things have always been done?” Are you getting what you need from your current provider?

If you haven’t reviewed your talent management system recently (especially in the wake of today’s aggressive acquisition marketplace), it’s time to put it under the microscope. Many organizations remain with legacy systems and business processes that can short-change the organization from optimizing its people strategy.

Since a company’s talent bench represents its strongest competitive differentiator, organizations cannot afford to stay with outdated systems or processes that not only fail to support current business needs, but cannot possibly ensure future success. The right talent management system enables organizations to have insight along the entire talent continuum from sourcing to recruiting, from succession planning and performance management to learning, all supported by talent analytics which support data-driven business decisions. Limping along with a system that does not meet an organization’s needs is money spent unproductively and unprofitably. 

How can you determine if you’re getting what you need or identify the right partner if you deem a switch is necessary? 

Start by uncovering obstacles and opportunities – Document any existing workflow and process gaps, making sure to include feedback from recruiters, hiring managers and the executive team. From this research, develop a clear set of items that need to change and break them into functional and process-related groups. Also, make sure you take the time to document what’s actually working to your satisfaction. It’s important to document both the gaps and the effective processes so that when you switch, you don’t leave what’s been working behind.

Give your current vendor a chance – Communicate your needs to your current provider. They want to keep your business, so offer them the opportunity (and get it in writing) exactly how and when they will be able to make the changes necessary to align with your defined goals. This is not about commitment, but rather about keeping your options open and potentially leveraging your existing investment.

Don’t underestimate the value of a partner – It’s not just about the system. A strategic partner is committed to program excellence through its solutions and service. The right partner should commit to any key performance goals in writing. Also, set a clear timetable for regular meetings (at least quarterly) to review how goals are being met. A partner should be willing to agree to penalties for not meeting specific performance goals and that should be reflected in any service contract.

Negotiate to minimize the financial impact of switching – Look for a partner that will spread some or even all of the set-up costs over at least part of the lifecycle of the contract to help you transition with as little financial disruption as possible. Also, review your contract with your current provider(s) specifically for costs associated with contract termination and data transition. 

Prepare to make your case to the executive team – Present a clear case to your leadership team as to why the change is warranted. Outline the deficiencies, the impact they have had on the operation and the steps that have been taken to resolve the issues. 

A successful talent management strategy is crucial to the success of any organization. No matter how you solve the organization’s issue, there is no reason to continue underperforming with a talent management system that is not delivering results. To read more on this topic, download our complimentary white paper.



Recent Posts

Twitter