When it comes to creating a sustainable Talent pipeline, ask yourself this: do you have the right tools you need to ensure that your organisation has the right flow of Talent to support and grow your business?
If you’re still scrambling to fill key positions quickly when an employee leaves or retires, a lack of preparation could significantly impact your bottom-line in the long-run.
Download the free eBook to find out how you can always stay on top of your recruitment needs: https://hrboss.com/whitepapers/talent-pipeline-ensuring-right-flow-talent-your-organisation
2. WHAT
According to a 2014 report by the Bureau US Labour Statistics, the average tenure of an
employee lasts only four and a half years. Factor in rocketing costs associated with staff turnover
and the amount of effort involved in hiring quality staff (especially among younger workers),
and it becomes clear: the challenge of building a Talent pipeline is real.
Michael Parish Dudell, a millennial workplace expert, echoes the realities of the new workforce,
“Our professional fickleness is lasting well into the 30s and beyond….younger workers prioritize
work that feels meaningful over salary, which may be one cause for high turnover”… a definite
red flag for organisations as millennials are expected to make up 75% of the workforce in 2025.
An organisation’s ‘Talent Pipeline’ is a clear indicator of its current and future capabilities. A
lack of effective management in ensuring the right flow of Talent not only hinders growth and
revenues, it also impedes competitiveness and innovation. With 82% of talent acquisition
leaders saying that they keep in touch with potential candidates even when not hiring,
organisations around the world seems sold on the power of pipelining.
Talent Pipeline:
An organisation’s ongoing need to have a pool of Talent that is readily available to fill
positions at all levels of management as well as other key positions as the company grows.
Source: Bersin by Deloitte
Employee Tenure is no longer
what it used to be.
Definition
2The Dashboard Intelligence Series Talent Pipeline: Ensuring the right flow of talent for your organization.
3. WHY
In Hay Group’s Next Generation HR report, Human Resource leaders cited that ‘developing future leaders’ will
remain top priority for at least the next five years – proof that a sustainable Talent pipeline really does matter.
However, many organisations are still adopting a reactive hiring strategy and as a result, are struggling to fill key
positions in their organisations quickly. Like a fire escape route in your home, you should already have a plan of
action when problems arise… a lack of preparation could possibly kill you, or in this case, significantly impact your
bottom-line.
Here are some compelling reasons why you need to start building a strategic Talent pipeline today:
1. The War for Talent is not a myth
In Southeast Asia, 58% of companies identified competition as their biggest obstacle to attracting talent.
[Source: Winning the war for Talent]
In the long-term, ensuring a steady stream of qualified
Talent will be the competitive differentiator between
businesses which are successful and those that are not.
2. Hiring pipelines are slowing
Time to Fill average now at 27 days [Source: Dice-DFH Vacancy Duration Measure]
3. Tapping in alternative Talent Pools to fill jobs
More than 60 % of both large and small companies have reported to actively reaching out to passive talent for
hard-to-fill positions [Source: Winning the war for Talent]
4. Closing candidates with a higher starting salary
65% of employers plan to offer higher starting salaries for new employees [Source: Break Out of Your Recruitment Rut]
5. Increased investment in Employment Branding
56% are spending more to raise general awareness of their company to establish a strong employer brand.
[Source: 3 talent trends that will shape the industry in 2015]
3The Dashboard Intelligence Series Talent Pipeline: Ensuring the right flow of talent for your organization.The Dashboard Intelligence Series
4. HOW
It takes time and resources to develop a Talent pipeline
but being thoughtful about your talent gaps can help the
business develop and maintain a pool of Talent to turn to in
the future.
•Do you know the movements into, out of and
within your organisation?
•How many hires have you made internally
versus externally?
•What is the percentage of your Top Performers
leaving? Too high, too many?
•Have you got people ready to be promoted to a
higher level? If so, who?
•How many employees have you hired this year?
How many have left?
Talent pipeline dashboards can give you the know-how to
build Talent pipeline when it comes to executing, monitoring,
and refining pipeline strategies…ensuring that you’re always
on top of your recruitment needs so that you can be more
proactive in your hiring decisions.
Ask yourself this:
Do you have the right tools you need to
help ensure that your organisation has
the right flow of Talent to support and
grow your business?
4The Dashboard Intelligence Series Talent Pipeline: Ensuring the right flow of talent for your organization.
5. Get a quick snapshot of Hires, Moves and Exits in your organisation.
5Talent Pipeline: Ensuring the right flow of talent for your organization.The Dashboard Intelligence Series
6. Green arrows show how many people you’ve hired at each job level
Grey circles indicate the percentage change of employees at each job level
Red arrows show how many people have left their positions at each job level
Blue arrows indicate the numbers and movement of people between each job level
Numbers at the bottom left of each level give the total number of employees at the start of the specified time period
Numbers at the bottom right of each level give the total number of employees at the end of the specified time period
Drill down by Locations, Departments and/or specific time periods you wish
to track. Hover over the percentages to get the numbers in real-time.
6Talent Pipeline: Ensuring the right flow of talent for your organization.The Dashboard Intelligence Series
7. Data fields Field Type Source Systems
* Employee ID Text HRIS
* Job Level ID Text HRIS
* Job Level Text HRIS
* Job Level Order Number HRIS
* Start Date Date HRIS
* End Date Date HRIS
* Voluntary Exit Number
(1 or 0 only)
HRIS
1 represents that employee exited voluntarily and 0 represents
otherwise
* Lateral Move Date Date HRIS
* Promotion Date Date HRIS
* Overall
Performance Rating
Number Performance systems or
performance appraisals
Typically an aggregate rating that is given to the employee by
his supervisors and/or peers on a regular basis with regards to
his work performance.
* Location Code Text HRIS
* Location Name Text HRIS
* Department Code Text HRIS
* Department Name Text HRIS
Ready to see these dashboards in action with your data?
How many data fields? 14
How many mandatory data fields? 14
How many systems? 2
What is required:
Data marked with * are required data.
EmployeeBoss comes with pre-built hiring & vacancy
dashboards ready to use from day 1…so all you need to do
is import all the required data.
Here’s what you need to do:
7Talent Pipeline: Ensuring the right flow of talent for your organization.The Dashboard Intelligence Series
8. With
EmployeeBoss,
you can stay one
step ahead so you
can keep your
top talent in your
organisation.
Treating retention as an on-going priority
enables you to focus on proactive
measures to sustain long term employee
commitment, rather than on scramble
to work out reactive attempts to salvage
surprise resignations.
Used and loved by leading organizations around the world.
Don’t just take our word for it.
®
Best Big Data Solution
Stevie Awards 2015
ASIA-PACIFIC
International Tech company
of The Year
IBAs2014
GLOBAL
Best Innovation 2015
Best HR Service Providers
Greater China
“The workforce planning capabilities
inside EmployeeBoss help us keep
ahead of the competition. It’s a
secret weapon that sets us apart
from the competition.”
Christina H. Yasui, Head of Global HR, Adways Inc.
8Talent Pipeline: Ensuring the right flow of talent for your organization.The Dashboard Intelligence Series
9. Features of EmployeeBoss include: Dynamic Org Charts | Geo-
spatial Maps | Reports & Dashboards | Workforce Planning |
Recruitment & Vacancy Management
To learn more about the full spectrum of business problems
EmployeeBoss help organizations around the world solve,
email info@hrboss.com to schedule a live demo.
EmployeeBoss is the first big data analytics solution dedicated
to solving problems related to the workforce. Taking business
leaders from mess to success in just 5 easy steps: Import,
Associate, Visualise, Plan and Execute, EmployeeBoss delivers
workforce insights to help business leaders make informed
workforce decisions without any hassles or high-cost.
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9Talent Pipeline: Ensuring the right flow of talent for your organization.The Dashboard Intelligence Series