(Editor’s Note: Today’s post is brought to you by TalentWise, a technology company that’s transforming the way HR offers, screens, and onboards employees. They’ve been recognized on Workforce Management magazine’s “Hot List” for the last six years and are the only provider ranked in the Top 5 Overall for the last five years by HRO Today magazine. I’m delighted to share their story with you. Enjoy the post!)
Years ago, I took an adjunct professor position where the university put all instructors on the payroll (versus treating them like contractors and doing a 1099 at the end of the year). It ended up being an interesting activity for me. After years of being on my own, I had to fill out new hire paperwork. 31 pages of new hire paperwork. It served as a reminder why human resources often gets a reputation for killing trees and creating unnecessary processes.
Employees understand that getting a new job involves new hire processes and paperwork. But when I can file my taxes online, it’s only a matter of time before paper processes become a clear indicator of a business stuck in an old skool mentality. The candidate’s next thought is – do I really want to work for a company that’s stuck in the last century? There’s got to be a better way for companies to manage their hiring process.
That’s why I wanted to share with you what I learned during a demo of the TalentWise platform. The TalentWise Hire solution focuses on bridging new hire activity from “offer to onboarding”. One way to think about it is, let’s say you have an applicant tracking system (ATS) and an onboarding system. Or a talent management system without the onboarding component. TalentWise can help you bridge independent systems or create a bridge to increase service offerings.
But I have to tell you, while the recruitment process management was great, it wasn’t the thing that impressed me the most. What stood out to me was the level of compliance TalentWise has built into their solution.
As human resources pros, we often get chastised for thinking about compliance. Truth be told, compliance is an important part of our work. Because it’s only when we know that the compliance part of our jobs is done, that we can focus on the strategic part. In fact, I’d argue that for human resources to do something truly strategic like automating the recruitment process, it means the compliance side of the business must be under control.
After test driving the TalentWise solution, there were a few things that stood out so I wanted to share them with you.
First, the system allows you to create a unique workflow for each one of your jobs. Let’s say we worked at a bank. The offer letter and new hire forms for a teller might be different from those for a security officer. The system allows you to create unique new hire packages by job description. Consistent and efficient.
Drug screening and background check activity can be initiated and maintained in the TalentWise system. So chain of custody forms and tracking can all be done online. I can see this being a big advantage for HR, job candidates and screening companies.
I-9 and eVerify information can also be processed online. An interesting side note: should your company be nervous about keeping I-9s online because of possible audits? Well, TalentWise offers support when their clients are notified about audits. They can arrange for the auditor to get reports of what’s in your system or a special login to review the information they need online. No more I-9 binders on shelves!
Compliance updates are totally maintained by TalentWise. During the demo, I learned that there are over 112 different state tax forms. 112! For multi-state operations, this is a real life saver.
TalentWise offers a state-of-the-art solution that allows an organization to stay compliant while delivering a great candidate experience. Seriously, what more could you ask for?! Obviously, I’m sharing a very high level overview here. I hope you will find out for yourself by viewing their demo or listening to their compliance webinar.