Taleo Recruiting has eliminated a range of inefficiencies and a great deal of paperwork. Hiring managers now create their own requisitions and manage more of the process, freeing recruiters from many administrative tasks. The improved reporting capabilities have given HR and management a clearer view of the status of hires and their talent pipeline.

Taleo Performance and Taleo Succession addressed the core driver of Magellan’s initiative. Responding to managers’ complaints about the performance review process, Taleo Performance has streamlined workflow, enabled collaboration and feedback, enabled better management practices (as opposed to trying to restrict bad management behaviors), and shrunk an 18 week cycle down to 8 weeks. The ease of use has inspired adoption among the vast majority of employees. Review completion has grown from 64 percent up to 88 percent.

By providing feedback in all areas of an employee’s performance and workplace impact, employees have gained a better idea of where they stand. And interactive goal plans allow them to see where they’re going. As a result, employees with goal plans have risen from 70 percent to 92 percent. Management can more consistently and accurately identify key talent, empowering them to focus resources where they will yield the greatest dividends. This also gives employees greater exposure across the organization and shows everyone where the opportunities and best fits might be.

With the rollout of Taleo Succession, employees saw the company using the succession planning module and became much more active in filling out their talent profiles. This creates the potential for  the Magellan recruiting team to find internal talent to fill open requisitions demanding specific skills. Line of business leaders have found the system easier to use across the board.

Magellan’s former learning management system (LMS) did not provide the flexibility Magellan needed to deliver appropriate training modules to their various user constituencies. Additionally, Magellan administrators could not accurately report on who had completed the necessary compliance training for regulatory auditing purposes. Taleo Learn’s ability to quickly create easy to use sub-portals enabled Magellan to serve their different user populations with one centralized platform. Completion of training went up from 74 percent to 92 percent.

For the first time, Magellan was able to expand their training efforts outside the company to clients and partner providers.  Additionally, Magellan has created a dedicated leadership development portal within Taleo Learn that combines formal and informal learning activities to help prepare leaders for their next roles. Between Taleo Learn’s reporting capabilities and its integration with Google Analytics, Magellan gets data on how people are using the system and makes enhancements as needed. On their own with internal resources, they’ve been able to simplify and enhance the design, and promote the company brand. These reporting capabilities have also simplified responses for compliance audits.

We cut our performance review time from three months down to two, and increased fulfillment rates less than 60 percent up to 88.7 percent.” said John Damery, Talent Platforms Specialist, Magellan Health Services.

“With Taleo Learn’s ability to quickly create easy to use sub-portals, we could serve our different user populations with one centralized platform and we experienced an increase in completion rates for required trainings from 74 percent to 92 percent.” he added.

Magellan now has a unified approach to talent management, using data across Taleo modules to drive business improvements. They are realizing better results than if they had implemented several individual, siloed products. They are experiencing improved knowledge about employees, and improved business and operational performance. Reviews and competencies inform specific development activities for the designated roles of prospective leaders. The talent profiles enable dimensional notes—both positive and negative—that may not fit neatly into a resume. Because it is less expensive to develop from within, Magellan is starting to realize the cost savings associated with talent mobility. They are overcoming concerns about "poaching" of best people by creating the ability to draw on the entire employee population to fill their open positions. Now Magellan can also answer basic questions about HR operational efficiency and effectiveness to satisfy company leadership. And they can identify who the next leaders will be.