Talenytics

Owned by Jakub Mormul (Unlicensed)
Last updated: Apr 11, 2019
4 min read

This tool has solely been researched by the WilsonHCG Innovation team

Summary

About

At Talenytics, we come to work every day because we want to solve the biggest problem in recruitment – how to improve Quality of Hire?

We’re seeing many businesses, executives and recruitment leaders struggling to recruit and retain top talent. That’s why we developed Talenytics – a platform that helps companies to hire and keep high-quality candidates. The software is unique in that it puts collaboration between Recruiters and Hiring Managers at the heart of the process, which makes it efficient and ensures everyone is on the same page throughout.

We know that the recruitment process isn’t over once the candidate signs the contract, which is why Talenytics tracks feedback and the candidate’s progress up to a year after the hire is made. Finally, we put together all the data we have gathered, crunch the results and out pops the richest and most valuable set of recruitment quality data around – by a country mile.


Feaures

Talenytics combines unique technological capabilities with enhanced hiring functions to provide some of the most cutting-edge talent acquisition and retention software available today. Whatever your title, Talenytics’ Quality of Hire features provide significant benefits across the hiring and talent acquisition spectrum.

Pre-hire collaboration

  • Visual tracking tools
  • Signpost milestones
  • Hiring requirements weighted and scored
  • Baseline calibration

Post-hire measurement

  • Monitor new-hire performance
  • Assess & compare alignment to job brief
  • Track hiring manager & recruiter performance

Hiring insights

  • Assess hiring quality data
  • Analyse QoH trends
  • Demonstrate ROI to stakeholders


Enhanced Baselining

Ensure positive collaboration between Hiring Managers & Recruiters by agreeing expectations and maintaining a baseline.

Transparency

The transparent assessment process aligns recruiter and hiring manager goals for each vacancy, decisions are free from bias.

Data analytics

Large volumes of candidate and employee data can be gathered, processed and stored securely in a user – friendly and paper-free way, without spreadsheets.

Bespoke measurement

Track real-time and historic performance data to identify trends and ensure standards remain high while continually improving processes.



Benefits

The entire hiring process can benefit from the application of Talenytics. Hiring managers, recruiters, analysts and talent leaders all experience numerous improvements in their working relationships, processes and results by improving Quality of Hire using this unique platform.

Retention

  • Boost morale
  • Ensure cultural fit
  • Monitor new-hire performance
  • Lower recruitment costs

Employee Performance

  • Boost sales
  • Benchmark against competitors
  • Secure financial forecasts
  • Enhanced productivity

Reduce Bias

  • Rate applicants on skills and fit
  • Blind assessment
  • Accountability for hiring decisions
  • Foster diversity & inclusion

Data Compliance

  • Centralise data
  • Easily amend, delete & update records
  • Comply with data regulation requirements

Improve Partner Relationships

  • Rate applicants on skills and fit
  • Blind assessment
  • Accountability for hiring decisions
  • Foster diversity & inclusion

Additional Resources

 


Technology Demo Notes


Call Notes 3.6.2019 

  • Univ Hospital of Michigan (largest client)

  • Industry: No specific focus

    • Identify needs of the organizations:

      • Well articulated issues on Quality of Hire, Retention

      • Diversity & Inclusion - unconscious bias

      • Assessment processes

  • Enhance ATS capabilities with or without integration:

    • Greenhouse, Taleo

    • On the radar: SuccessFactors, TBD on others

    • API’s in place

  • Focused on the relationship with the HM and the recruiter

  • Hiring quality

    • Measure candidate quality (Pre and Post Hire)

      • What do you look at to qualify that?

      • Cannot collect candidate feedback (yet)

    • Measure process quality

      • Stakeholder feedback

      • Process performance

  • Platform used by recruiter and HM

  • How it works

    • Req approved in ATS

    • Manually or through integration a new req is created

      • Details

        • Workspace

        • Supporting Documents

        • Standard Fields (no customization)

      • Position Q-Chart

        • This defines the selection criteria for the role and what is most important

        • RC & HM work through this piece together at intake

        • Build what those critical areas are and to what degree of importance

        • Do the recruiters bring this up on their screen and do together?

          • 50% roles re templates at implementation

          • 30% recruiter develops prior to intake and then discusses

          • 1 in 5 is the RC and the HM developing from scratch - 15-30 min

      • Process Q-Chart

      • Review

      • Process for HM to sign off on approval

  • Score candidates based on the QChart

    • Share with the HM: Scores, Resume, etc.

    • Recruiter can provide written feedback in a comments section

    • HM’s then provide feedback through the platform

    • If IV is scheduled in ATS, this system is notified (if ATS integration is in place)

  • HM interviews and then provides scoring

    • Ability to score each attribute and comment

  • New scoring chart is presented with all parties scoring

  • HM & RC evaluate the process as a whole, once a candidate has been hired against a role

    • Q: How does this work with evergreen requisitions?

  • Email sent to HM 1 month after start to evaluate the candidate

    • This is intended to collect retention data

    • Allows you to consider the following:

      • Are we identifying the right talent?

      • Are we targeting the right talent?

  • Quality Score

    • Fit of candidates to original benchmark

      • If candidate excels, compared to benchmark, their overall candidate score pushes up a little, but not very much

      • If hit green targets, 100%

      • If candidate scores below target, greatly impacts quality score

    • Post hire, how are they performing

  • Concern: This is another tool that the team need to access and manually update.