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| Foreword | |
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| Talent Management as a System in the Organization | |
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| The Systems Approach to Talent Management | |
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| The Talent Management System--Building Block of the Human Capital Asset | |
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| What Makes Talent Management Possible? | |
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| Introduction | |
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| Workforce Dynamics | |
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| The Talent Management Process | |
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| Trends | |
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| Risks | |
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| The New Primacy of Talent | |
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| Impact on Organizations | |
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| The Talent Management Organization | |
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| Asset: A Valuable Item That Is Owned | |
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| But Can Talent Be Managed as a Resource? | |
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| The Talent Management Imperative: People and Technology | |
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| The Evolution of HR in the Organization | |
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| Demographic Certainties | |
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| Competition for Foreign Skilled Workers | |
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| Conclusions | |
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| Best Practices in Technology-Enabled Talent Management | |
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| Online Recruiting and the Birth of Talent Management Systems | |
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| The World Wide Web | |
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| Talent Management Defined | |
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| Summary of Best Practices in Talent Management | |
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| Basic Best Practices | |
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| Advanced Best Practices | |
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| The Selection Process | |
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| Customer References | |
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| Vendor Visits | |
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| After Selection | |
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| Conclusions | |
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| Corporate Career Site Best Practices | |
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| Branding | |
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| Utility and Information | |
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| Self-Selection, Screening and Sorting | |
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| Employee Testimonials | |
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| Intranet Career Sites | |
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| Candidate Experience, Diversity and Relationship Management | |
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| Viral Marketing | |
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| Specialized Recruitment Sub-Sites | |
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| Navigation and Ease of Use | |
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| Global Recruiting | |
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| Corporate Career Sites: A Final Note | |
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| Conclusions | |
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| Talent Management Solutions: Overview | |
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| The Three Types of TMS Vendors | |
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| TMS: The Basics | |
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| The Supply Chain Analogy | |
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| Global-Ready TMS | |
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| Resume Processing | |
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| TMS and the Intranet | |
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| ROI | |
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| Conclusions | |
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| Screening, Sorting and Ranking Applicants | |
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| Self-Selection through Online Job Advertising | |
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| Prescreening Questionnaires | |
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| Profiling Candidates' Skills, Competencies, Education and Experience | |
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| Advanced Automated Screening and Sorting | |
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| "Off-the-Shelf" Skill Libraries | |
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| Assessments and Online Testing | |
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| Background Checking | |
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| Conclusions | |
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| Searching and Candidate Sourcing | |
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| Candidate Mining on the Web | |
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| Automated Employee Referral Plans | |
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| Intranets | |
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| Conclusions | |
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| Talent Relationship Management and Workforce Planning | |
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| Workforce Planning | |
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| Conclusions | |
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| Legal, Ethical and Fairness Concerns in E-Recruitment | |
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| Choosing the Right Tests | |
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| Accessibility | |
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| Workers with Disabilities | |
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| Privacy | |
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| Equal Employment Opportunity, Affirmative Action and Talent Management Systems | |
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| Making It Easy | |
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| Select the Right TMS for the Job | |
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| Establishing EEO Capture in Your TMS Workflow | |
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| Conclusions | |
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| Contingent, Contract, Temporary and Hourly Workers--Total Workforce Acquisition | |
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| Contingent Workforce Management Automation | |
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| The State of the VMS Industry | |
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| VMS Value | |
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| Specific VMS-Enabled Cost- and Time-Savings Potential | |
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| A Note of Caution | |
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| Management of the Process and Technology | |
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| Pricing Models | |
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| Other CWM Technologies and Tools | |
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| Staffing Exchanges | |
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| Professional Employment Organizations | |
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| Implications of CWM for Human Resource Professionals | |
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| Hourly and "High Volume" Workers | |
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| Integrated Contingent, Hourly and Permanent Workforce Acquisition | |
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| Conclusions | |
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| Outsourcing | |
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| Offshore Outsourcing | |
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| The Disadvantages | |
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| Conclusions | |
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| Usability, Implementation, Data Security and Reporting--Talent Management System Essentials | |
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| Ease of Use | |
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| Employee Portals/Self-Service | |
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| Configuration and Customization | |
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| Planning, Change Management and Implementation | |
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| Integration and Open Source Software | |
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| Application Service Providers | |
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| Security of Data | |
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| Reporting and Metrics | |
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| Customer Service and Technical Support | |
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| The TMS Team | |
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| Internal Resources | |
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| Choosing a TMS Vendor | |
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| Conclusions | |
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| Index | |