When a new position (or positions) open up at your company, don’t you wish there were droves of qualified candidates waiting in the wings? No this isn’t a pipedream, it’s your talent pipeline. Developing and maintaining a talent pool of potential candidates is a sure way to find the right person for your next openings, every time. Here we’ll discover what it takes to build an effective pipeline for executive or volume hiring and unlock some key strategies.

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Understanding Talent Pipelines

A talent pipeline is a database that improves an organization’s recruitment process. It’s a pool of passive candidates you’ve engaged with (i.e. had initial conversations, know their resume) who could fill upcoming roles at your company. 

A talent pipeline should be in place before a new position is opened and needs to be paired with a predictable sequence of steps that moves candidates from being sourced to hired. Analytics plays a key role in helping you uncover potential employees who are eligible to fill open positions. With an effective talent pipeline management strategy your organization’s recruitment process is improved and you’re more likely to find qualified candidates.

Stages of a Talent Pipeline

An effective pipeline means an effective journey for your leads and a strategy for your HR professionals. Here are the five stages of an optimized pipeline.

  • Identify prospective candidates. There are many creative ways you can go about finding perspectives. You need a sizable pool to make the next four stages successful, but the size depends on your unique situation. As always, relying on data to determine how many candidates are needed will be your key to success. 
  • Make initial contact. Developing an effective pipeline means developing effective relationships. So once you’ve organized your pool, it’s time to reach out and tell them you’re interested in a conversation. It’s important to make it clear you’re not immediately asking them to apply—just that you want to talk about the company and hear if they’re interested. 
  • Pre-screen your prospective candidates. This is similar to the standard screening process prospective candidates are put through. The key difference, though, is this is done before they’re sent through the pipeline ensuring only qualified candidates are available to your organization. 
  • Nurture your prospects. This phase helps to keep your talent pool well-stocked. Like keeping in touch with a friend, you’ll want to reach out with emails, phone calls, and maybe some in-person conversations to keep your company top of mind until an ideal position opens up.
  • Set the interview. Once a position opens up, it’s time to look at your talent pool and see who are the qualified candidates and who are looking to make a career jump. You’ll discern these details based on your numerous nurture conversations. 

How Talent Pipelines Differ From Traditional Recruitment Methods

Traditional methods follow a “take what you get” approach where you simply keep your fingers crossed hoping the ideal candidate applies. Having a talent pipeline negates that and you’re able to leverage the relationships you’ve established as well as the information you’ve collected to actively pursue the candidates you believe would be best for your organization.

A talent pipeline requires a hands-on approach since candidates must be developed and nurtured before hiring. Compared to traditional methods where a candidate applies to a job posting and maybe never hears back, this approach is more candidate-friendly and offers a better candidate experience.

The Importance of Clear Engagement With Potential Candidates: Don’t Ghost!

Communicating and building strong relationships with candidates is crucial in developing an optimized talent pipeline. Doing so will boost their interest in your company and increase your chances of hiring top talent. You’ll also stand out—one-third of job seekers claim to have been ghosted. 

However, maintaining contact can be challenging because your talent team is already taxed. Unfortunately, just because you’re busy doesn’t mean you can leave your candidates on read. The good news is that you don’t have to be messaging them every day—just frequently enough to keep up a good relationship. We also recommend finding a recruitment process outsourcing partner who can do this lift for you while maintaining your company’s brand. An RPO partner will be able to keep lines of communication open for potential candidates and helping your company’s branding

Talent Pipeline Strategies

All of this is well and good if you have a strong talent pipeline. One strategy for an effective pipeline is to optimize it over time with talent analytics. This means leveraging all the talent analytics your platform offers, so you can more effectively tweak and optimize your talent pipeline over time. For example, the talent analytics PREDICTIVEHR provides can inform you what percentage of a workforce will be looking for a job after an acquisition.   

Another key strategy is to stop thinking about talent like a transactional process and make talent central to company strategy. Company strategy depends on talent—from the boardroom to the delicatessen—so it’s integral for talent strategy to become interwoven with company strategy. A way to do this is to tie together financial and people’s data to find the correlations that help them make smarter, more proactive choices.

For more information on talent pipeline strategies (and four tips on how to boost it), check out our corresponding blog.

Benefits of Strong Talent Pipeline Management

To see if talent pipelines are right for your organization (and they certainly are), here are some benefits to consider.

  • Reduced Time-to-Hire

When a position becomes available, you can immediately begin looking to your pipeline for potential new hires. While some might be happy in their current position, others will be interested in a career change and it’ll be fast to attract these people because they already have a relationship with the company, aka you. 

  • Reduced Recruitment Costs

Since you’re not starting from scratch with each new opening, you’ll avoid the high costs of recruiting. You can save recruiting and advertising costs by maintaining a talent pipeline of potential applicants.

  • Enhanced Quality of Hires

With a talent pipeline, you can identify and evaluate top talent early on, ensuring you have excellent people to fill roles. Also, a talent pipeline means you can be more selective in your recruiting. You can focus on finding someone who is the right match for the company, rather than hiring simply based on experience. 

  • Reduced Turnover Rates

Turnover, on average, costs a company 250% of employee salary plus benefits, so avoiding it has numerous benefits. Hiring people who are a good company fit—who align with your mission, vision, and values—helps to reduce turnover rates because they see themselves as a crucial part of your organization. Additionally, when your internal teams see clear development and enhancement opportunities via your pipeline they’re more likely to stay.

Pipeline Management with PREDICTIVEHR

Finding the right person for the job can be challenging. However, with a fully optimized pipeline, you can tap into a wealth of talent ready to take the next step with your organization. PREDICTIVEHR helps you gain access to these candidates that you might otherwise have overlooked. Contact us today and build your pipeline with the best in the industry.

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As an HR administrator, you have a lot on your plate. Why not free yourself from payroll and HR tasks and use software to help automate and optimize some of your procedures? Enter: Paylocity. 

Paylocity allows you to quickly and easily manage employment processes. However, in order to get the most out of your software, it’s important to have assistance along the way. Discover how Paylocity can help you and why PREDICTIVEHR is the ideal partner in implementing and maintaining your instance.


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Introducing Paylocity: Your Trusted Partner for Payroll and General HR Tasks

Paylocity is an online, cloud-based payroll and human capital management software. Using it makes it easy for HR teams and their organizations to manage complex situations like different types of employees, multiple states, and challenging tax scenarios. But Paylocity can help with so much more:

  • Core HR: organization management and benefits administration, expense management, compliance, salary structures, and legacy system data conversion
  • Workforce management: labor forecasting and shift scheduling, time/attendance tracking, absence/leave and skills, management, workforce analytics, and succession planning
  • Benefits admin: records management, enrollment planning, third-party carrier integration, document management, and regulatory compliance

Why Paylocity Assistance is Beneficial for Administrators

  • Save Time 

Payroll and HR management can consist of complex and time-consuming tasks—especially for larger organizations. A lot of employees mean lots of intricate calculations and compliance with various tax laws, deductions, and benefits. Tracking and processing this information manually can be tricky and time-consuming, oftentimes leading to payroll inaccuracies and employee dissatisfaction.

  • Stay Organized 

Plus, the sheer volume of data and paperwork can overwhelm administrators, making it tough to maintain accurate records. This can make it even harder to stay up to date with labor laws, tax regulations, and reporting requirements. 

When HR teams and their organizations invest in reliable assistance (like Paylocity), they can alleviate these pain points and open the door to improved efficiency, ensure compliance, and enhance the overall employee experience.

Comprehensive Support for Paylocity Administrators

In order to further streamline your Paylocity implementation and get the most bang for your buck, you’ll want a comprehensive partner in your corner to help along the way. PREDICTIVEHR provides Paylocity-certified solutions to companies that want to maximize their investment and get the most from their HCM systems. 

You get a dedicated rep who’s available to answer your questions directly, in a timely manner. Plus, thanks to our expertise and intimate knowledge of your business, you get a white-glove approach rather than triaged through the endless customer support loop. 

PREDICTIVEHR’s Ongoing Paylocity Support 

A major benefit of partnering with us is that we go beyond implementation. We’re your partner for however long you need providing managed services to ensure everything runs smoothly beyond the day after tomorrow. 

  • User, Role & Access Management

We’ll manage user accounts, define roles and permissions, and ensure appropriate access levels for different stakeholders within your organization. We understand security is fundamental which is why we help you set up and configure accounts and assign access based on job responsibilities.

  • Complex Approval Workflow Assistance

Our experts, and your dedicated rep, will help to optimize and automate your complex approval workflows—employee promotions, time-off requests, or expense reimbursements—to reduce manual effort and improve process efficiency.

  • Paylocity Integrations & API Assistance

By leveraging the power of APIs, we’ll enable your organization to streamline data exchange between Paylocity and other internal systems. Our subject matter experts facilitate the understanding of integration requirements, designing and implementing integration solutions, and troubleshooting any issues that may arise.

  • Tailored Training Programs for Administrators

Our clients can leverage our training programs to acquire advanced skills and expertise in using Paylocity so they can further optimize the system. With advanced knowledge, administrators can make the most out of the software’s features and functionalities. 

Take the Next Step: Reach Out to PREDICTIVEHR for Paylocity Admin Assistance

It’s time to simplify payroll and HR tasks with Paylocity. We’ve been trusted partners with Paylocity for a while and understand how to get the most from your instance, from implementation and training to customizations specifically designed for your organization. Reach out to PREDICTIVEHR today to see how we can help you and experience its benefits firsthand.


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The end of the year gives us time to reflect on the past year and prepare ourselves for a fresh start with vigor. Today, we’re taking a look at some of the biggest trends we’ve noticed over the past 12 months and are looking ahead at what organizations can expect in 2023.

A Look Back at 2022

Organizations Struggled to Hire Top Talent

In 2022, organizations faced one of the largest and most complex hiring markets on record. With employees leaving positions in droves and more open jobs on the market than talent available, companies and hiring managers needed to find unique ways to identify and engage with candidates.

To compensate for this, many organizations increased their focus on engaging with passive candidates, or working professionals that are currently employed and not actively looking for a new job. While this talent pool is more challenging to recruit, it offers many benefits, like decreased competition over candidates and the assurance that the candidate you’re engaging with is skilled enough to complete the job requirements.

The tough hiring market in 2022 also led to record levels of recruiter burnout, as many recruiters and hiring managers were overwhelmed with the amount of stress and work attributed to finding and securing top talent. What we saw was a shift in how organizations addressed burnout among their employees. Employers were more proactive in identifying the signs of burnout and flocked to webinars, resources, and advice from other talent leaders to find ways to keep their teams engaged and healthy. With the hiring market for 2023 looking very similar to what we experienced this past year, we can only assume that these strategies will remain in place.

The Candidates Had the Power

2022 proved to be the year of the candidate, as job seekers were given more power in the process to be picky about the roles they do and do not want to take. With so many jobs available, candidates began to expect more from potential employers if they were to be swayed to jump jobs.

Some of the most common things job seekers wanted from a new employer included:

  • Flexible work environments, whether that means remote work, hybrid work, or flex scheduling
  • A better focus on work/life balance
  • Updated benefits that address mental health demands and family leave
  • Companies to have a clearly defined and implemented approach to DEI
  • Clear development and growth plans

To compensate for this, we saw organizations focus their efforts on cultivating a strong employer brand. By using social media, employee testimonials, and their website presence itself, organizations strived to demonstrate the ways in which they addressed the “must-haves” for candidates. In 2023, we expect this to continue, as companies are working to show why they are an employer of choice.

Data Showed A Continued Need to Address DEI

With enhanced analytics and data tracking becoming more and more available, talent leaders got an in-depth look at their organization and its makeup. What many employers found was that there still remains a clear lack of diversity in their organizations.

In 2022 we found:

While DEI efforts have taken many strides in recent years, there is still much that can be done to create a truly equitable and inclusive workplace. In 2023 DEI will remain a focus, and for a good reason. Outside of the clear need for a diverse and inclusive workplace, there are many quantifiable benefits to hiring diverse employees:

Employers aren’t just realizing that they should work to create a diverse team; they’re recognizing that it’s a necessity. Job seekers today desire a workplace that represents the world around them – full of people from different backgrounds, beliefs, and methods of thinking. To stay competitive in this tight labor market, employers need to show that they’re actively investing in initiatives that support diversity.

Looking Ahead to 2023

The Rise of AI and Conversational Chat Bots

Over the past year, we’ve seen an increase in the use of AI as it relates to recruitment. And it’s entirely clear why – AI and automation are making the jobs of recruiters and hiring managers easier by taking out the need for manual oversight and input and giving them back time to focus on building connections with candidates. As organizations increasingly adopt AI tools into their tech stack, there are a few things to keep in mind.

Over the past few years, many states have begun to adopt legislation aimed at ensuring AI is used fairly within the hiring process. The first few states to pass these measures include Maryland, Illinois, California, and New York, but many more will follow suit over the next few years. These measures are no reason to shy away from using AI-powered tools; they’re simply put in place to ensure that the technologies you are using are not embedded with unconscious biases that disqualify minority populations.

In 2023, we expect to see more organizations embrace AI in their tech suite. One notable piece of AI-powered technology that is sure to change the game for recruiters and hiring managers is the use of intelligent chatbots. ChatGPT is an emerging technology that is currently free for recruiters and hiring managers to use. An AI model that is built to communicate in a conversational way, ChatGPT can be leveraged by organizations to speed up candidate outreach and communication, refine job descriptions, and even generate customized job interview questions. As a relatively new tool, ChatGPT is the current buzz in the recruiting space, and we only expect its user base to grow in the new year.

Internal Mobility + Employee Retention Will Be Paramount

Employee turnover is a dreaded statistic for every organization. Companies are always looking for ways to decrease turnover, as the costs of recruiting and hiring new employees are high. In 2023, we expect to see many employers place emphasis on enhancing employee retention and focusing on internal mobility.

Recent surveys have found that 74% of organizations consider internal mobility a priority investment. One of the greatest things about implementing a strong internal mobility program is that it benefits both employers and employees. Access to developmental resources and career growth opportunities increases the rate of retention for companies and gives employees a sense of belonging in the organization.

To help support these measures, organizations are relying on advanced technologies. One such technology is career pathing platforms, or platforms that help to visualize the potential growth and arc of any given employee’s career. These tools help to showcase the current skills and abilities of your team and highlight the ways in which they can expand their strengths. Employers can lean on these tools to identify opportunities for development and then connect their employees with the people or resources that can help them reach their potential.

Workforce Planning is Crucial

Did you know that less than 50% of organizations use data to forecast hiring needs and headcount planning? With all the advanced data platforms available, it is discouraging to see that so few organizations are leveraging data analytics to make informed decisions. The result of this lack of data-driven decision-making is keeping employers from attracting and retaining highly skilled, diverse talent. In 2023, we expect to see a significant change as organizations are starting to recognize the benefits of using data in their decision-making processes.

Strategic workforce planning, or using your current workforce to determine the business’s future hiring needs, will be a large part of organizations’ hiring efforts in 2023. Not only does strategic workforce planning help you to set and accomplish your goals, but it also has clear benefits across the entire organization.

  • It aligns your strategy with your processes – by leveraging your data, you can see whether you’re adequately supporting your team in reaching your goals.
  • Employee retention can be increased – strategic workforce planning helps you identify your top performers so you can work to keep them satisfied and engaged with their work, reducing the likelihood of employee turnover.
  • It prepares you for the future – rather than flying blind, you can leverage your organizational data to highlight trends, predict future hiring needs, and remain flexible in the event of a disruption.
  • It highlights the gaps that exist in your team – when organizations analyze their data, they can identify the skills and talent gaps that currently exist. Then, you can take that knowledge and refine your hiring efforts to find the kinds of candidates you need most.

By focusing on strategic workforce planning, you can ensure you’re recruiting and hiring the right kinds of candidates the first time around, saving your team time and money.

With a new year coming around the corner, now is the time to reflect on 2022 and prepare your team for a fresh start. PREDICTIVEHR can help you hit the ground running through our advanced data analytics, workforce planning, and talent consultancy. We’re working to help simplify data, bringing a truly unified platform that turns people data into actionable insights. To see more about how our cutting-edge solutions can help you gain a leg on the competition, reach out to our team and schedule a free demo.

The ever-changing workforce landscape requires companies to be agile to stay ahead of the competition. In order to respond to market needs, PREDICTIVEHR has acquired The WFC Group, Inc., to become a leading end-to-end implementation services provider in Human Capital Management.

As an industry leader in workforce management software solution implementation and support, The WFC Group, Inc. provides unparalleled, tailored consulting services throughout all stages of the project lifecycle. From needs assessment to software implementation to technical support, their services improve the efficiency of your workforce.

PREDICTIVEHR offers clients of all sizes and industries a complete HR business intelligence solution platform designed to empower HR professionals to make faster, better, more-informed decisions for their modern workforce. The acquisition of The WFC Group welcomes an extension to our expert consulting services, expanding the full HR solution PREDICTIVEHR provides.

Depth and Dimension

This acquisition breeds unmatched integrations and collaboration. PREDICTIVEHR boasts a full talent team ready to deploy and a full-service platform offering a complete HR Solution: Talent Services, Implementation, HR Consulting, and Analytics.

About the Companies

About The WFC Group, Inc.
The WFC Group, Inc. is an industry leader in workforce management software solution implementation and support. We provide unparalleled, tailored consulting services throughout all stages of the project lifecycle. From needs assessment to software implementation to technical services, we help improve the efficiency of your workforce. We have served more than 1,500 clients globally across industries, including retail, manufacturing, and healthcare. For more information, please visit www.thewfcgroup.com.

Recently named as one of Inc. 5000’s fastest growing companies, PREDICTIVEHR offers clients of all sizes and industries a complete HR solution platform designed to empower HR professionals to make faster, better, more-informed decisions for their modern workforce. PREDICTIVEHR provides HR Consulting, Talent Consulting, Implementation Support, Data Analytics, and Talent Services to augment your current team, fixing any problem you may have in HR.

For more information, visit www.predictivehr.com, or check out our full press release here.

If your organization has been up and running with UKG Dimensions, you’ve no doubt been enjoying the many benefits that the platform has to offer. UKG Dimensions is an industry-leading workforce management solution with an incredible amount of functionality available when it comes to timekeeping, scheduling, and much more.

Thankfully, Dimensions is designed to be intuitive and user-friendly. Nonetheless, since the platform is still somewhat new to your organization, you might be wondering if there are any areas of Dimensions that you are missing out on. For this reason, it’s a great idea to take a step back and ask yourself if there are ways that you can optimize Dimensions further so that you can let the platform reach its full potential for your organization.

In this article, we take a closer look at five UKG Dimensions Optimizations you can make that will benefit your organization!

5 UKG Dimensions Optimizations That Will Benefit Your Organization

1. Automating Manual Gaps in Your HCM Processes

Many times, HCM Managers using UKG Dimensions get stuck with a variety of different manual processes that can become quite tedious when added together over time. For example, perhaps your organization has experienced a past merger or acquisition and, while you’re using some features of Dimensions, you are still having to make some manual payroll adjustments every month as well.

These old configurations introduced by the merger or acquisition of another company have presented a great opportunity for a trusted UKG Dimensions Partner to go in and optimize. Your UKG Partner can automate these manual payroll processes so that you’re no longer stuck with them each month.

2. Power Up Your Dimensions Instance with Additional Modules

UKG Dimensions has additional modules that many organizations haven’t activated during their original implementations. For example, with the Advanced Scheduling module, you can take advantage of demand-based scheduling to automate the allocation of your human capital resources. Through integrations with third-party demand-based applications, Dimensions will automatically schedule extra workers for times when they are needed the most.

Moreover, UKG Dimensions can be leveraged to put an automated rewards system in place that rewards your employees for reaching attendance goals. This reward system is a great tool for combating the current labor market pressures involving increasing employee turnover rates. When an attendance-based rewards system is in place through UKG Dimensions, your employee satisfaction rates will increase because employees feel more valued for their attendance performance and Dimensions becomes an excellent retention tool for your HCM efforts.

Additional Dimensions modules also encompass the automation of leave management and tracking. For example, Dimensions tracks FMLA usage so that you can ensure that your employees receive the FMLA that they’ve earned. Moreover, Dimensions gives you a real-time view of the specific FMLA status of each employee currently using it. This removes the guesswork and manual efforts that are made to calculate how much FMLA an employee has used.

3. Build Fully Customizable Reports

One of the most powerful aspects of UKG Dimensions is the platform’s ability to offer reports tailored to your specific business requirements. Unfortunately, many organizations fail to capitalize on custom reporting features and only use preset reports in the system.

As an experienced UKG Dimensions Partner, PredictiveHR can help you create an endless amount of extremely granular, customized reports to meet your every reporting need. Whether it’s time and attendance, payroll, or another function, Dimensions custom reporting allows you to slice and dice the data and report it in any manner that suits your HCM team and your stakeholders.

4. Ready-to-Use Robust Analytics Features

Analytics is an integral part of making your HCM efforts more efficient and more effective. UKG Dimensions knows that your team needs to have robust visibility into the inner workings of your HCM operations. That’s why UKG built Dimensions to have real-time analytics out-of-the-box.

Dimensions provides all organizations with real-time views of mission-critical data covering everything from scheduling to attendance. Based on our experience at PredictiveHR, we recommend that you let your Dimensions instance collect at least 12 months’ worth of data to have a sufficient sample size to assess the performance of your HCM operations. This puts you in a position to make adjustments to gain increased efficiencies based on these insights.

5. Plug In Valuable Integrations

When you implemented UKG Dimensions, you may have integrated with HR platforms, or you might have plugged time and attendance into payroll. Now that you’ve been using Dimensions, it’s a great opportunity to integrate with additional high-value platforms. For example, your UKG Partner can integrate business intelligence (BI) tools with Dimensions. This will allow you to gain a much deeper understanding of how labor usage translates to the actual cost of production of your goods and services.

At PredictiveHR, we not only lead your implementation of UKG Dimensions, but we also help you continually find ways to optimize the platform so that you can reach your HCM goals year after year. Schedule a free consultation with one of our UKG Dimensions experts today to learn more!

While UKG has yet to make an official announcement about the End-of-Life (EOL) date for UKG Workforce Central, most UKG service providers, including PredictiveHR, expect the EOL date to be set sometime in 2027.

This outlook has provided a renewed sense of urgency for HCM leaders and IT teams to assess their timelines for migrating from Workforce Central to UKG Dimensions. The migration process requires careful planning and preparation so that HCM teams can avoid a scenario where UKG is no longer marketing or updating the HCM platform they continue to use.

It’s no secret that many HCM leaders have already gone ahead and made the move from Workforce Central to Dimensions. Based on our experience as a UKG service provider who has already helped many organizations complete a successful migration to Dimensions, here are some of the most important factors HCM leaders should consider as they prepare.

UKG Engineers Made Data Migration Headache-Free

One of the most common hesitations HCM leaders have when it comes to moving from Workforce Central to Dimensions is the perceived burden of data migration. This fear is understandable as the thought of moving databases this large can seem daunting with even the most capable IT departments at your side.

Thankfully, UKG has carefully engineered Dimensions so that it can easily receive and populate data directly from Workforce Central. On close examination, it’s not surprising that data transfer was made easy considering UKG owns both Workforce Central and Dimensions. Undoubtedly, UKG leveraged their internal engineers to build a system that would ensure easy data migration between the two platforms. The result of this engineered compatibility between Workforce Central and Dimensions is most HCM and IT teams needing to do only minimal manual data migration tasks.

Take a Long-Term, Holistic View of HCM Technology Costs

The costs associated with moving from Workforce Central to Dimensions are dependent upon the specific configuration that is needed for your organization. These costs can range from out-of-the-box pricing on one end of the spectrum to highly customized configurations that include lots of optional features. Determining where on this cost spectrum your organization falls involves careful consideration on the part of relevant stakeholders throughout your company.

There’s no denying that the total cost for a migration from Workforce Central to Dimensions could be substantial, but it’s helpful to also consider the long-term cost of not making the move to updated HCM technology. The reality is there are ongoing costs associated with trying to maintain legacy HCM systems, especially when those legacy systems are no longer updated and supported by the vendor.

Despite Some Familiarity, Your Team Members Will Need Time to Adjust

Migrating from Workforce Central to Dimensions brings about change across your organization. Naturally, team members that are impacted by these changes will need some time to adjust and learn the new system. The good news is UKG Dimensions is designed to be highly intuitive and user-friendly. Since UKG owns Workforce Central, they were able to capitalize on years of user experience insights to inform the design, features, and functionality of UKG Dimensions.

These user experience best practices even extend to the robust mobile functionality of Dimensions as more and more HCM leaders and team members operate parts of the platform using mobile devices. Additionally, since UKG owns Workforce Central, new users of Dimensions will find much of the logic and functionality familiar and intuitive based on their past experience with Workforce Central.

Despite some familiarity of moving from Workforce Central to Dimensions, HCM leaders should take appropriate change management steps to ensure a smooth transition from the legacy UKG platform to Dimensions. New users in Dimensions will encounter replacements of some of the old modules, as well as more robust capabilities based on machine learning and AI. There’s no doubt that these new technologies will take some getting used to.

Partnering with a UKG Dimensions Service Provider You Can Trust

One of the most important aspects of a successful migration from Workforce Central to Dimensions is partnering with a service provider you can trust. An experienced UKG service provider like PredictiveHR will benefit your Dimensions initiative in several ways:

  • Lead your implementation and migration to Dimensions
  • Provide change management services during the adjustment period
  • Ensure effective training of your team members
  • Conduct rigorous testing of your new Dimensions platform to make sure it’s performing as expected

At PredictiveHR, we’re laser focused on the optimization and success of your HCM operations. That’s why we offer a comprehensive approach and customized pricing packages that meet your organization’s unique needs. We’re ready to do the heavy lifting of migrating to Dimensions so that you can stay focused on taking care of your most important asset—your people.

Schedule a consultation with one of our UKG Dimensions experts today!

Your enterprise’s greatest asset is its people. It’s the fuel and the energy behind your company’s success.  Human capital is simply the collective knowledge and skills of the employees within, and that’s something every company should invest in.

Human capital consulting can help you understand where your enterprise stands. It offers an outside, objective view of your business that can be difficult to find internally. This comprehensive analysis will take a look at your company’s structure, its people, and how well the two are working together.

Any plans to propel your business forward should start with Human Capital Consulting. This consulting is, simply put, a tool for maximizing the impact of your most valuable asset. Unfortunately, there are many enterprise leaders that don’t understand the value of human capital or human capital consulting. Could that be a driving force behind the recent Great Resignation?

Don’t fall victim to letting your top talent slip away or letting new top talent pass you over.

Here are the top benefits of investing in Human Capital Consulting for your business.

Improving Employee Engagement & Satisfaction> Reduces Employee Turnover

Employee engagement impacts everything from productivity to retention and can drastically affect an organization’s success. Human Capital Consultingmakes it easier to acknowledge the effort of your hard-working teams, develop reward programs, and introduce or improve incentives for growth. When your team is engaged, the enterprise wins.

When employee engagement is improved, so too is your employee retention. Human Capital Consulting can include team-building exercises that create an environment for communication and trust to thrive. Especially in this market of candidate focus, your talent is looking for value and opportunity within your organization to decide whether to stay or leave. Investing in Human Capital Consulting is your ticket to employee satisfaction and retention.

Human capital consulting can also help with succession planning. This is important because it allows you to have a plan in place for when an employee leaves or is promoted. By having a plan, you can avoid the disruptions that can come from not having someone trained to do the job.

Client Engagement is Improved> Improve ROI

It’s a beautiful chain of events. When your employees are happy, they are more engaged and do better work, which means your clients are happier with their outcomes! Investing in Human Capital consulting often drives an influx in client engagement and satisfaction simply because they’re happier with the results your team can offer.

Consider this perspective: Every company is investing in their employees in some way already. You’re making that investment through compensation, benefits, training, development, cost of turnover, and cost of recruiting. That turnover also affects your clients and the quality of work you can deliver. Choosing to invest in your employees reduces turnover and the costs associated with replacing staff, resulting in a better return on investment than consistently bringing on new team members.

What are some of the benefits your company will experience by investing in human capital consulting?

  • A more engaged workforce
  • Reduced costs associated with turnover
  • Improved communication and collaboration among employees
  • Higher quality work for your clients
  • A better understanding of employee needs and how to address them.


Outstanding Company Culture> Increased Quality of Hire

Another benefit of investing in your human capital is the improvement of company culture. When your employees are satisfied and thriving within your organization, it shows. A strong company culture attracts better talent and more effectively retains that talent.

When people feel like they belong to an upstanding organization, they’re more likely to stick around for the long haul. That means lower turnover (and lower turnover cost), reduced lag of new hire training, and better communication and camaraderie throughout your team.

Top talent wants to work for companies that value their employees and provide a positive work environment. The recent labor shortage made that clear; candidates are no longer in the game of settling. When your company culture is thriving, you’re the company top talent is seeking out, not the company they’re leaving.

Human capital consulting can help you take a comprehensive look at your organization and develop a plan to improve your company culture. From there, human capital consultants can work with you to implement the changes necessary to create a more positive and productive work environment.

Human Capital Consulting now has an “Easy” Button: PREDICTIVEHR!

In the PREDICTIVEHR approach of Human Capital Consulting and Business Process Optimization, our expertise focuses on three primary principles: people, processes, and infrastructure. We can help tackle:

  • Addressing legacy systems or technology
  • Building out better total talent processes
  • Creating a data-driven retention and succession plan
  • Supporting the ebb and flow of people growth
  • Fixing and integrating multiple systems and technologies
  • System implementations and change management
  • Creating optimized processes for real-time reporting across the enterprise

PREDICTIVEHR consultants use healing, support, and elevation to bring the human element into consulting and help you look like a rockstar. Let’s get started. Book your demo today.

It was the best of times, it was the worst of times…

Well, that might be a bit dramatic. But, it does describe the landscape of talent acquisition right now. The workforce is not panicking, but it’s certainly approaching frenetic.

Those companies who know how to recruit quickly, manage service providers, and select an HR Technology stack, will be successful. However, the candidate pools seem to be dwindling. 

After all, unemployment is incredibly low, and in-demand candidates are well…it’s in the name. It feels as though no matter which recruitment or TA strategy you employ, it’s going to be hard to hit hiring goals.

As the business landscape continues to change, one of the top concerns for our new clients seems to be Talent Pipeline Strategy. Everyone has positions to fill, but not many are catching the eye of the top talent in their industry. 

What is a Talent Pipeline?

Talent pipelines are the steps potential employees take to become employed. They include the steps candidates take from leads to employees, for instance. As prospects move through the pipeline, they proceed to the next stage. As with other modern recruiting methods, talent pipelines were influenced by proven marketing and sales concepts. 

A talent pipeline is crucial for organizations looking to hire and retain top talent. Employees who feel that they are contributing to an organization’s talent pipeline are more likely to stay with an organization for a longer period than those who do not. In addition, they are more likely to recommend their company to others.

In every department that generates talent, such as customer service, sales, product, engineering, marketing, accounting, or human resources, talent pipelines should be set up. Then, talent will be available when you need it. 

A good talent pipeline includes people with deep industry experience who can move candidates seamlessly between your organization and your open requisitions. Rather than JUST filling open positions, you’re now focused on candidate relationship management. 

Developing a long-term talent pipeline is beneficial for any company, large or small. Among the many benefits of diversifying your talent pipeline are providing individual candidate experiences, enhancing the employer brand, and diversifying your applicant pool.

Building or optimizing your talent pipeline strategy is a smart way to solve today’s issues and begin building your strategy for whatever comes next. But how? The good news is this: We’re here to help you stop being reactive and start getting predictive. Here is how to build and revitalize your talent pipeline.

How to Create a Talent Pipeline

  1. Define talent needs. You cannot manage what you don’t measure. A tired adage? Sure, but not because it’s not true. The talent needs of your organization must be the first step in revitalizing your talent pipeline strategy. Why? Because requirements have changed, and so has the workforce. From your potential new hire’s desire to work in a hybrid environment, to your current team suffering from hidden burnout, it’s crucial to see your workforce and talent pool for what it is right now rather than what it was before.  
  2. Source talent aggressively. Just using LinkedIn will no longer cut the mustard. Every sourcing channel at your disposal should be in use. Search your ATS for candidates who “got away”, bring in an on-demand team to fill the pipeline, use alternative social sourcing methods, and network away (safely.) In order to have a healthy pipeline, you need to get the candidates in there, and moving. This will help measure against your current employees to assess culture fit, identify skills gaps and assist with succession planning (a part of healthy talent pipelines.) 
  3. Build relationships. If sourcing aggressively and building relationships seem to contradict one another, you’re not the only one. However, building relationships doesn’t have to be at odds with an aggressive sourcing strategy. In fact, once you have built your candidate experience roadmap, you can take every newly sourced candidate through it easily. Haven’t built one yet? Give us a call.  Even if you don’t have a formalized candidate experience journey or process, you can still ensure you are building relationships with every candidate touch (email, phone call, social contact, etc.) 
  4. Ensure talent experience is consistent across all stages of the recruitment journey. Speaking of the experience, how DOES talent make its way through your processes? Have you checked them in a while? Going through your own ATS, career site, interview rubric and more can really open your eyes to what candidates experience when they come through the proverbial door. When you see a screw a little loose, tighten it. When you notice a gap, fill it. This could be as simple as training your hiring managers on faster interviewing or implementing a simpler onboarding form.  
  5. Make the talent pipeline an integral part of the leadership team’s objectives. If leadership isn’t backing it, it will be extremely hard to continue to focus on talent pipeline strategy. Focus on getting your colleagues to buy into the concept NOW, when the pain is the most acute. Your actions and plans laid now will create a much brighter talent acquisition strategy overall tomorrow.  
  6. Optimize talent pipeline over time with talent analytics. When you can easily see your time to hire, cost per hire, velocity to hire, retention per manager, onboarding and training time, and all the talent analytics a good platform offers visibility into, you can more effectively tweak and optimize your talent pipeline over time. If you don’t have these analytics in place, work with a knowledgeable consultant to get them implemented while you focus on recruiting. 
  7. Stop thinking about talent like a transactional process and make talent central to company strategy. This is becoming more clear to leadership all the time. Company strategy depends on talent, from the boardroom to delicatessen, and we are all learning that right now. The issue is, many have short memories. Strike while the iron is hot to ensure that even when the candidate market gives us room to breathe, your talent strategy has become so interwoven with company strategy, it’s impossible to untangle them. How do you do this? One key initiative many of our clients are doing is to tie financial data to people data and find the correlations to help them make smarter, more proactive choices.  
  8. Make the talent pipeline part of the talent growth strategy. This seems obvious, no? But for many, talent pipelines are a “nice to have” and not a crucial part of the talent growth plan. We believe this is shortsighted and will ultimately backfire. Building a pipeline of talent is always a smart move because while a company’s memories are short, people’s memories are long. They remember how they’re treated and acknowledged during both good and bad times. 
  9. Look beyond talent acquisition metrics and build a talent management process. Talent pipeline doesn’t stop at the first-day orientation. It’s a longer play than that. Your current employees are also part of your talent pipeline whether you believe it or not. In fact, many of the Great Resignation numbers being touted in recent months are those who retired early or decided to stay home due to a need to care for a child, parent, or loved one. The recruiter inside me says those folks could be persuaded to make a move back into the workforce. However, if your company has poor talent management processes or drops the ball on engagement or retention, how can you expect them to return (or even entertain a referral conversation?) 
  10. Optimize talent pipeline through continuous improvement every day. You knew it was coming. What we do daily becomes a habit. Just like keeping clean data makes your business run more smoothly, so too does keeping your pipeline healthy and flowing. Some TA professionals do this by “batching”, managing all candidate info requests on one day, calling their “almost there” candidates another. Others focus on specific roles at specific times rather than where they are in the funnel. Still more focus on time since the last interaction. Whatever method you land on, just ensure you are keeping the talent flowing through the pipeline, lest they become stagnant. 


What if you already have a talent pipeline? Here are 4 steps to get your pipeline revitalized and ready to take on 2022:

Talent Pipeline Boost #1: Refresh Your Employer Brand 

It might be time to brush up on your marketing skills. Often the first step in building a strong talent pipeline is to rethink your company’s branding approach. High-quality candidates will come to you because of your reputation as an employer. Especially in a market that’s beset by a pandemic and is in need of greater racial diversity. Creating a brand that reflects the values, culture, and vision of your organization is essential.

As the world moves towards a post-covid future, it will become even more crucial. Candidates can observe how organizations responded to the crisis. Ultimately, what matters is what we do, not what we say.

In difficult economic times, some of the “employers of choice” were among the first to announce furloughs and layoffs. As a result, awards and titles mean very little in the real world to candidates who suspect they may not be totally true.

Creating a great employer brand might seem like something you do when talent is a little easier to find. Why now, when you have enough on your plate? Well, employer brand is one of those things that can be tough to get off the ground but pays dividends well into the future. If you are reading up on talent pipeline strategies, you’re likely already familiar with employer branding and may even have a very well-established one.

Employer brand also takes a hit when companies cast large recruiting nets and then barely speak to candidates. Be tactful in how you nurture those relationships so when you approach a candidate, who has likely already heard from six other recruiters today, they feel recognized as a person and an asset instead of just a body in the building. 

That said, the market has changed so drastically, that many of the tactics used by successful “best places to work”  just a couple of years ago are now either outdated or just not currently useful. For example, UGC (user-generated content) as a cornerstone of your employer branding strategy may not work right now, because many of your employees are too busy to contribute. 


READ NOW: The World of Work Has Evolved—and So Should Your Employee Value Proposition (EVP)


On the other hand, working with an expert to revamp your candidate experience, assess and improve your Glassdoor rating, or taking the time to build a better showcase for your benefits or DEI programs might be just the ticket. Focus on what matters to candidates now, like meaningful work, companies who support causes they care about, benefits that impact their lives every day, and flexibility to learn and grow. 

The net takeaway here? Employer brand is more than just what’s on the glossy surface. Employers must dig deeper to understand what makes candidates come to the party and what specifically makes employees stay. 

Talent Pipeline Boost #2: Identify High Priority Roles

Generally speaking, there are usually openings within a company that are more immediate than others or existing roles with higher turnover rates. Identify which roles take precedence and base your search on candidates whose skills fit those roles well. You may even consider internal candidates in more stable departments interested in moving to a more in-demand role. In order to identify these roles, try asking yourself and your team these questions: 

  • What are your short- and long-term business goals?
  • What skills do you currently have?
  • What traits do you need in your future employees to navigate the next crisis?
  • What skills do your current employees have that may be transferable?
  • What trends can you see in your industry?
  • What skills will you need in the future?
  • Which jobs may become redundant due to automation?

This strategy is two-fold because your current talent is at risk of leaving if they don’t see a future with your company. Allowing opportunities for advancement while filling your own high-demand positions is a win-win. 

DEEP DIVE: Learn more about Internal Mobility with our in-depth look!

Develop Your Existing Workforce

Speaking of your current talent, it’s a great strategy to start developing their skillset now. Ensuring your current workforce is equipped with the skills and knowledge to succeed is a great way to build a pipeline of talent you already know and trust. The next time an opportunity comes available, you’ll have the perfect candidate ready and waiting.

Talent Pipeline Boost #3: Simplify the Candidate Journey

Future applicants will thank you for streamlining the process. Real talk? Candidates are in incredibly high demand at the moment, and unemployment and inflation are poised to stick around for the foreseeable. The market WILL cool down, but until it does, no one is going to:

  • Send a resume and cover letter after they’ve been cold-sourced for a job
  • Dig around on your site looking for the careers section
  • Fill in an application that asks for the same information as is on their resume
  • Go through a multi-screen application and assessment that doesn’t save 
  • Apply for roles that aren’t upfront about compensation
  • Schedule several interviews during the workday
  • Spend more than 15 minutes on an application for a job they’re qualified for
  • Waste time on a company that never responds back

Imagine someone is actively looking for a job and starts poking around. Your resume parser takes ten minutes to fill out while the next company’s application process takes an hour. You could have an interview scheduled with this applicant before they even finish applying for the next job. Throw in automated scheduling, chatbots to answer questions about salary and benefits, quick start dates, and gamified assessments, and you’ve made an arduous task almost enjoyable. 


CLOSER LOOK: Talent Attraction: The Rules Have Changed, Are Your Recruiters Keeping Up?


Simplifying your candidate journey makes it easier for passive candidates to easily apply. If they’re gainfully employed, a mild curiosity may not be enough for them to complete that hour-long application, but it may be enough for ten minutes of their time. 


Revitalize your Pipeline Step #4: Partner with a Pro

You’ve likely tapped your network, and in this climate, you’re not alone. When you team up with a recruiting agency, you acquire their network as well. You receive professional, round-the-clock help in your efforts to fill your pipeline and your next open role. Managing a business is hard, but building a strong workforce is even harder. PREDICTIVEHR can help you gain access to candidates that you might otherwise never know existed.

It boils down to how you plan, strategize, and use technology to support long-term business needs. Get ahead of the curve to hire better talent since the demand for the best candidates is only going to increase.

Recruiters ought to take advantage of this opportunity. The job market today is vastly different from years ago. Managing a business is hard, but building a strong workforce is even harder. PREDICTIVEHR can help you gain access to candidates that you might otherwise never know existed.


Contact Us to build your pipeline with the best in the industry.

As the global pandemic subsides, the competition for talent looks noticeably different. With a variety of work environments now available (on-site, fully remote, hybrid), candidates and employees have never had more choice and control over designing their own personal, family, and career trajectories.

It’s truly a talent-driven market, with prominent new priorities—among them, better life/work harmony and the ability to choose an employer with an Employee Value Proposition (EVP) that enables that balance.

The Value of a Great Employee Value Proposition

An employee value proposition answers the question: “Why should I work for your company?” Differentiators that strike a chord should provide compelling reasons to be seen as an employer of choice. These may include a desirable brand image, emotional rewards that provide a sense of purpose, or any number of factors that top talent considers important. A strong EVP can give your company the inside track in attracting and retaining your unfair share of the best talent out there.

A strong EVP is critical for:

Attracting top talent: According to CareerArc’s “2021 Future of Recruiting Study”, jobseekers prize employer brand and culture, critical components of an EVP, when evaluating current and future opportunities.

It’s no longer only up to candidates to market themselves. Employers are now being interviewed, too, since top talent candidates have more choice and leverage than ever before.

Retaining top talent: Historically, employees often chose to align to a weak EVP and stay with a company for the sake of a mortgage and bills to pay. In today’s labor market, that’s changing.

According to a report by Mercer, only two out of five employees believe their organization has a compelling EVP. In today’s world, not having a strong EVP can be a costly misstep, leading to an unnecessary turnover.

Components of a Strong EVP

A strong EVP covers several components:

  • Contractual Rewards: Salary, Healthcare Benefits, PTO, etc.
  • Experiential Rewards: Wellness Benefits, Retirement Savings, 401k Plans, Social Interaction in the Workplace
  • Emotional Rewards: Intangible but likely the most important.

These emotional rewards include things that make an employee feel like their work has a purpose, galvanize a sense of fulfillment, and create an emotional connection to work. Your EVP should also convey care and empathy—things that reinforce those emotional rewards.

The creation of your EVP should follow a data-driven approach that incorporates critical information, including information stored outside your HR technology platforms, such as focus group findings, labor market analyses, global employer surveys, and competitor analysis.

In the new world of work, benchmarks are a thing of the past and your snapshot of “now” changes frequently. With an evolving post-pandemic talent mandate, the best inputs to a strong EVP are tailored, actionable insights derived from “real-time” organizational and market data, along with predictive modeling.

Communicating Your EVP

As it turns out, only a small percentage of companies can articulate their EVP to candidates. Harvard Business Review reports that only 30% of medium and large businesses and 25% of small businesses articulate their differentiators to prospective employees. Furthermore, if your EVP cannot be clearly articulated to your main stakeholders—your current employees—you have no brand ambassadors to bring your EVP to life.

It’s not enough just to have a strong employee value proposition; it needs to be communicated with clarity and authenticity. And, with up to five generations in the workplace, this communication campaign is no simple undertaking.

Getting Ahead of the Talent Mandate

In today’s world, there’s a lot riding on your EVP—and it’s too risky to ignore this key differentiator. It’s worth the investment now to partner with an expert team that can accelerate your capabilities. PREDICTIVEHR has proven capabilities in designing rapid, comprehensive, game-changing solutions that help our clients get ahead of talent management issues.

In a practical sense, insight from your tailored data analytics and predictive modeling can eliminate the usual reactive response, giving you control in crafting your response to disruption. The company’s reply affects the business, the employee experience, and the brand. Communicating this to candidates and employees shows that care and empathy are major components of your EVP and employees care about that more than ever.

As companies everywhere continue seeking top talent for post-pandemic recovery and to build for the future, they’re smart to first understand what they already have within their own workforces. They need to decide who can be upskilled, reskilled and deployed, versus immediately shopping for talent outside the organization. 

7 Common Missteps with Internal Mobility

Not understanding why people leave their jobs. Most employees leave their jobs because of opportunities elsewhere. If your company can show employees a clear career roadmap and growth opportunities down the road, they may feel compelled to stay.

Not realizing your top talent is in high demand. With the new work-from-anywhere reality, recruiters are now scanning the entire nation (and even the world) to find the best talent. That means your company’s top talent is a target. Actively focusing on internal mobility is the best way to keep them in place. 

Taking too narrow a view of functional roles. When employees leave a company, a large percentage (about 30-40%) go into totally different roles. For example, a marketing person may jump into sales. Or an HR person may transition to finance. It’s smart to realize that many employees are open to cross-functional moves—so don’t write off these possibilities.

Avoiding employee check-ins. The best way to stay up-to-date with employees is to keep your finger on the pulse. By doing engagement surveys, periodic pulse checks, open development conversations and 360-degree feedback sessions, you can tap into your employees’ perceptions and aspirations for career growth pathways, which can encourage internal mobility.

Failure to post jobs internally (or providing ample time to apply). Sometimes companies post jobs externally without ever posting internally, which precludes internal applications and causes frustration from would-be applicants. Other companies post jobs internally, but don’t give ample time to accept applications. By the time the job posts on LinkedIn or Indeed, it’s often too late for employees.  

Not encouraging employee referrals. Generally, hires from employee referrals improve the quality of candidates who apply, reduce hiring time and costs, and increase retention rates. According to Jobvite, 47% of referral hires have greater satisfaction and stay longer with companies. 

Focusing too heavily on today (and ignoring the future). Many companies are so attuned to their immediate business needs, they fail to consider whether their current workforce can help them achieve tomorrow’s strategic goals.

     Promoting talent from within provides a number of valuable benefits: 

  • It drives engagement and retention. Actively recruiting internally sends a powerful message to employees that you care about their professional development. This helps build a culture of trust, which in turn increases engagement and encourages retention.  
  • It offers a broader perspective. The ability to look at internal and external talent pools together provides big advantages in understanding how to hire efficiently and cost-effectively.
  • Hiring is quicker. Screening calls and executive interviews aren’t always necessary when hiring internally because recruiters and hiring managers can easily find out about an employee’s performance. This minimizes your hiring stages and speeds the recruiting process.
  • It shortens onboarding times. Everyone needs time to settle into their new jobs, but current employees have a head start: they are already acquainted with your processes and company culture.
  • You’ll save money. Drawing on internal talent, you can avoid the cost of job board fees, sourcing costs or payments to hiring agencies. Some statistics show that external hiring may cost 1.7 times more than internal hiring. 

Considering all the good that can come from hiring internally, why don’t more organizations do it? Or have more success? Oftentimes, it boils down to several common missteps that can result in missed opportunities.

The Bottom Line
If you’re seeking top talent, you’ve likely got more options within your walls than you know. To optimize internal mobility, you need the skills, cutting-edge reporting tools and talent acquisition team that knows how to navigate the process to keep these valuable employees feeling appreciated, engaged and committed to growing with you.