We design your instance of Beamery together, mapping solutions to the challenges you’re trying to solve and configuring the platform based on your unique business requirements.
Easy data migration
Beamery’s data team simplifies data migrations to make sure all your data is correctly mapped, de-duplicated and even enriched and updated when we go through the import process.
We collaborate with functional SMEs and technical Stakeholders to determine how Beamery needs implementing to deliver success for you.
We implement & integrate Beamery. Technical stakeholders provide systems access and—along with SMEs—participate in testing.
We train your SMEs and share best practice, following the change management program to ensure ongoing success.
Who should be part of our implementation team?
We know it can be a challenge getting resources allocated to technology projects. We provide a list of recommended core project team members, their roles, responsibilities and time commitments to help you plan ahead and appropriately staff your project.
What can I do to get ready before kicking off the project?
There are lots of things that can help prepare for a successful project. Here's a few places to start.
Have a clear vision of your overall business objectives.
Analyse your value proposition, marketing initiatives, segmentation strategy and upcoming hiring initiatives to add clarity to your Beamery objectives and you’ll get more value out of the system.
Establish and document your TA, recruiting, marketing and talent management processes.
But don't worry, we're here to support you, and even offer business intelligence and value consulting services if you need them.
How can I prioritize change management?
Implementing a new software for your business is only successful when team members use it.
Our top tips for keeping users engaged is to communicate, focusing on the benefits to your company as a whole, your team and individual users.
We also recommend that you decide on a communications strategy before kick off. This includes picking which channels for communication or to share milestones (like lunch and learns, blogs, email recaps, town hall meetings and so on).
How do I identify users and what access they will need?
This is something you need to do at launch.
One thing that is a great idea to decide early is who your admins will be. That way we can ensure they are part of implementation discussions and ongoing admin training.
It's also sensible to think about which users will need access to the Sandbox environment for testing, often your admins and key SMEs or power users.
How do we train our users?
User adoption only happens when your team members have the knowledge and tools they need to succeed, which makes training one of the most important steps for a successful Beamery implementation.
We provide full training and enablement materials, and conduct Train the Trainer sessions as standard. We can also deliver further bespoke training as needed.
What does our technical team need to prepare for the integration?
Your Beamery Integration Consultant will walk you through all the technical requirements as the project gets kicked off. Because our customers have different requirements, we cannot give you a defined list, but one of the first things to think about are the data sources you use, what data you want to migrate to Beamery, and the way data in other systems is used (for example thinking about your ATS, and the different job requisition stages you use).
What does my Employer Brand / Talent Marketing team need to do to get ready?
We'll need your Talent Marketers or Employer Brand team to think about their different use cases (like talent community sign up, or diversity recruitment). They will also need to think about the core assets (imagery, email templates, colours, official fonts and so on) which they will need to have in Beamery.
What else can we do to prepare for implementation?
There are two more things that can really help are project run smoothly.
First, pick a sharing platform. Over the course of the project, we'll have lots of materials to share with you, and you'll have lots to share with us. In the spirit of keeping one source of truth and helping each other to collaborate, it is best to decide the platform for sharing and collaborating up front!
Secondly, assign a Data Manager. During implementation, we share a template to organize data that will need to be migrated. Having one person responsible for gathering that data from other systems increases alignment and ensures a single source of truth.
A Talent Marketplace connects people to roles, pathing and mentors. Explore how it also allows you to personalize and improve Learning & Development programs, with a skills-based approach.
Hard skills aren’t the only things that recruiters should be looking for in top talent. Soft skills are just as important. What are the key soft skills to look for when hiring?
To successfully attract and hire the right talent in the current landscape, you have to be proactive. Talent Pipelines are a crucial part of a more proactive talent acquisition strategy.
Learn how Artificial Intelligence (AI) can help you find, engage and retain top talent, and maximize human potential.
Explainable AI is a crucial consideration for People teams. When AI is used to inform important decisions, at scale, those affected have a right to understand why recommendations were made.
How do you make the most of the ‘boomerang’ workforce trend? Keeping former employees engaged is just part of the challenge.
Succession Planning: How A Top Talent Manager Is Future Proofing Their Company’s Mission-Critical Roles
Susan E. De Bourcy from Novartis explains how they are making a start on a smart succession planning strategy – and offers some advice for rolling out such a program in your business.
Pamela joins from Oracle where she held the role of Vice President, HCM Transformation and Thought Leadership, for almost 9 years.
Finding quality talent isn’t easy in the world of retail, but new tools and new approaches can help companies.
Organizations are starting to embrace a skills-first approach, but there are some huge challenges to overcome when it comes to making skills data manageable.
The skills in your organization are always changing, developing and evolving. Are all your HR systems speaking the same skills language?
For the first time, Beamery brings together skills data from disparate systems and provides a single, “always up-to-date” picture of the capabilities and potential of every employee and candidate.
A skills-based approach can help connect talent to the right opportunities, personalize the experience, and provide more visibility into the capabilities of the workforce.
Pamela is a Senior Product Recruiter at Hitachi Vantara, and started using Beamery’s Talent Lifecycle Management solution in July. She is the focus of our Customer Spotlight for September!
Explore what AI actually means for recruiting and talent management, the impact it can have on TA activities, and some of the risks that come with this type of technology.
New regulations are prompting employers who use AI for recruiting to evaluate their processes for compliance. How can businesses keep up with changing regulations and ensure compliance globally?
Beamery appoints Johan Larsson to oversee the Nordic region, with responsibility for the development of the sales activities in the region.
Here we list the questions to ask your vendor about the data, models and UI of their AI solutions… as well as some questions to avoid.
Companies need to pay close attention to any AI tools or algorithms being used in the hiring process to ensure that they are compliant with emerging requirements.
AI has become a commonly used tool in business, and it’s increasing in popularity with HR and recruiting teams. What can HR leaders do to make sure their AI-driven hiring tools are ethical?
Beamery Launches Ambitious Impact Manifesto With Long-Term Commitments to Environment, Society and Governance
By creating faster and more equitable access to meaningful work for everyone, Beamery has already delivered $1 billion in value to the global job market.
Read our commitments for building a socially conscious Beamery, and explore how we plan to get there.
The Beamery Customer Spotlight this month is Aidan O’Brien, Talent Sourcing Specialist at Workday. Discover why and how Aidan uses Beamery to level up his sourcing and recruitment impact…
As well as automating a lot of the manual tasks involved in the modern TA function, a Talent CRM helps you build a talent pool of non-applicants that fit your culture and open roles.
Employees have a different view from their employers on where we do our best work, according to the Beamery Talent Index Fifth Edition.
Are workers generally comfortable with AI-powered technology assisting in HR tasks, and do the benefits outweigh any perceived risks?
53% of people are leaving, or considering leaving, their job in the next 12 months. Can employers use internal mobility strategies to hold on to their top talent?
Using Beamery’s Talent Lifecycle Management solution, Zalando implemented a personalized recruiting strategy that amplified their current and future workforce.
Focus on the KPIs that matter. Empower your teams with detailed, relevant, actionable insights to make better talent decisions.
The Talent Index report reveals that 53% of people are considering leaving, or were about to leave, their job in the next 12 months.
With new laws coming into force, it’s crucial to ensure you are using transparent, explainable, bias-free AI in your recruitment processes and beyond.
Download the report to explore the new world of work, and see how people feel about their workplaces and career options.
By creating a culture of mobility, many organizations have seen improvements in employee engagement, performance, and retention rates.
Implementing a Talent Marketplace, as part of a wider internal mobility strategy, is a wise move: but your business has to be ready, and there are important things to consider.
Internal mobility is an important aspect of talent management and retention. But how can you get the most from this strategy?
With both hiring and retaining top talent front of mind, it is no longer just HR teams who are interested in ‘internal mobility’. So what does the term mean, and what benefits does it bring?
See insights about succession planning, talent data and the latest in retention tactics, from some of the continent’s best talent practitioners at the Talent Management Reloaded Conference in Berlin.
Download this report by Aptitude Research on how “skills” are reshaping talent strategies, and providing opportunities for employers and individuals alike.
Download our white paper to learn more about the challenges and opportunities when it comes to talent management in technology and hypergrowth companies.
Talent mobility is of utmost importance to employees. Research says 77% in the US would stay with an employer if better opportunities for internal promotion or lateral moves existed.
Almost half of UK workers (44%) have been asked to return to the office full time, as 88% say employers see staff returning as essential and important, according to the new Talent Index from Beamery.
The success of your business relies on finding, keeping and growing the right people. CEOs need to realize the power of internal mobility.
A Talent Marketplace is a must for any future-focused organization. What is a Talent Marketplace, how can you build one, and what are the potential challenges?
Asaf Jackoby, SVP of Global HR at Amdocs, discusses the challenge of finding ready-made talent, encouraging internal mobility, and the connection between sport and HR analytics.
Larry Emond, Senior Partner at Modern Executive Solutions, discusses four major CHRO challenges, the importance of a good boss, and helping other people find success.
Paul Lesser discusses the importance of onboarding, using data and technology to learn more about employees, and why talent leaders must take a more holistic approach to talent lifecycle management.
As digitalization continues to change the way pharmaceutical companies work, discover the talent strategies that will be needed to attract and retain the right talent.
Tackle your talent data challenges with a fresh approach, by looking at people and roles from the perspective of skills.
Katy Tynan, Principal Analyst Employee Experience & Future of Work at Forrester, shared how organizations can take a skills-first approach to talent in our May 2022 webinar.
Hear from some of the world’s top talent innovators and HR visionaries on things like moving the needle on DE&I, attracting and retaining top talent, and what they believe the future of work holds...
To succeed, Professional Services firms — which have always centered on people — must embrace agility and automation and prioritize delivering human experiences.
Forrester joins us in this webinar to explore why the unification of internal and external resourcing gives businesses the talent they need to meet the challenges of the future of work.
On today’s episode, Cherry discusses FT’s Next Generation Board, her own experience returning to work after maternity leave, and the importance of retention.
83% of business leaders are concerned about talent leakage. How can a new, skills-based approach to career progression help with recruiting and retaining top talent?
On today’s episode, Dr. Meaney shares a number of insights from her days at McKinsey, to the importance of nurturing and cultivating talent.
Boost recruiting efficiency and add power to your process with Beamery’s SAP SuccessFactors integration.
As companies work through hiring and retention challenges, talent engagement will play a crucial role. What does that look like?
Learn how to increase employee engagement and boost staff retention, along with the top reasons people might leave your company.
On today’s episode, Ellie discusses HR operational effectiveness, meeting the needs of different generations of employees, and a passion for skills-based programs.
Beamery will offer the first unified platform for internal & external resourcing, allowing businesses to tap into their global talent pool & recruit, find, develop & redeploy people “on-demand.”
Understanding Skills To Improve Recruitment And Retention Top Of Mind For Talent Leaders In The Netherlands
We sat down for a roundtable discussion with talent directors representing some of the largest manufacturing, infrastructure, FMCG, and financial services companies in the Netherlands.
On today’s episode, Dr. Luke Fletcher discusses how companies should approach DE&I, his mission to reduce inequality, and what narcissism has to do with talent management.
On today’s episode, Ignacio discusses the evolving role of data in TA, creating the right environment for employees to thrive, and why the talent journey is a bit like dating.
Beamery was founded with the mission to create equal access to opportunities, careers, and people’s futures, and we remain committed to supporting Ukrainian people through these difficult times.
On today’s episode, Stuart Rowland from ServiceNow talks about streamlining the hiring process, data insights, and fostering inclusivity and understanding.
As the internal gig economy takes off, Beamery’s latest Talent Index highlights the importance of upskilling and reskilling existing employees to keep interest levels high and improve retention.
Wagner Denuzzo from Prudential discusses hiring for potential, using technology to create equity of opportunity, and why the future of work rests in curiosity, courage & compassion.
Talent has learned that how they’re treated during the interview process indicates how they’ll be treated when working for your company.
How the world’s most innovative companies are escaping the Talent Trap and redefining the future of work.
USA employees report feeling high amounts of pressure to always be online or available, with nearly two-thirds saying they are fielding work requests outside of office hours.
No sign of the Great Resignation abating as more than half of UK respondents (52%) say they are looking to change jobs in the next 12 months
On this episode, Kyle Lagunas discusses GM’s push to engage talent around the world, the challenges of change management, and embracing the new normal of hybrid work.
For telco separation to bring long-term gains, you need to plan well ahead of time, and consider how the business will operate its talent strategies effectively.
The skills gap crisis should be top of mind for every business looking to the future. The longer business-critical positions remain unfilled, the more innovation and growth is inhibited.
When considering your company's strengths, the people that make your business should be top of that list.
The Talent Blueprint Podcast by Beamery. Listen to the world’s top talent innovators share their strategies, experiences, perspectives and secrets.
Beamery stands with those who are suffering and is actively supporting humanitarian efforts and providing aid for the unfolding refugee crisis. We join those around the world in the call for peace.
Beamery appoints Scott H. Roth, veteran customer success leader, to support next stage of company growth
Discover the Beamery + Workday Integration and how you can supercharge your ATS.
How AstraZeneca managed to form, in a matter of weeks, the team that would later successfully roll out the Oxford/AstraZeneca covid vaccine to the world, using pipelines, events, and a powerful CRM.
Beamery reinforces commitment to social, cultural and environment issues by appointing first Chief Impact Officer
To gain the edge in the race to attract, develop, and retain talent, your organization will need to take a holistic approach. But what is Talent Lifecycle Management, and why now?
The Great Resignation continues, and keeping workers motivated is a major concern for employers. Beamery’s third Talent Index suggests one thing is clear: companies must put their talent first.
Beamery Obtains TRUSTe Enterprise Privacy Certification Seal and Bolsters Its Commitment to Data Privacy
With the TRUSTe Enterprise Privacy Certification Seal, Beamery is continuing to commit to data security and privacy. Beamery is also compliant with ISO 27001, SOC 2 Type 2, and CSA Star standards.
There is a pressing need to give your best employees a reason to stay. Retention with Talent Lifecycle Management lets you hire and retain people for both current skills and future potential.
If you are preparing for the market changes coming our way in the next year, consider adopting a new approach to hiring and retention: Talent Lifecycle Management.
Jabil selected Beamery as a partner based on technical capability, aligned ethos and culture. Find out what they had to say about the project.
Applying game changing digital technology for AstraZeneca
Every business today is a technology business. As a result, tech workers are in high demand and have lots of job options. Learn tips to keep your top talent.
Engaged workers are loyal workers. Engaging gig economy workers requires data about their skills and interests.
To continue their hypergrowth trajectory, hypergrowth tech companies need to attract and hire top talent — fast. Employing artificial intelligence in talent acquisition can help.
As employers push ahead with flexible working plans, unintended repercussions are becoming apparent. Almost two thirds (64%) say remote working adds pressure to always be available, even when sick.
Nearly half of American workers feel their career will progress faster given more flexibility and remote working options, but two-thirds say working remotely adds pressure to work while sick.
Technology is rapidly becoming part of every industry and business. That rising tech has led to the need for specialized skills across sectors. The energy and resources industry is no exception.
As the workforce shifts, the future of the energy industry depends on energy companies reinventing themselves to be appealing to millennial and Generation Z workers.
It’s time to rethink talent acquisition in the energy and resources industry. Keeping and growing top talent must become a higher priority.
To stay ahead of competition in the rapidly changing fast-moving consumer goods landscape, companies need to look ahead to their talent needs of the future — and adjust their talent strategy.
As FMCG companies embrace digital transformation that requires more specialized skills, they need to make changes to attract more STEM workers.
Beamery provides a single solution for every stage of the talent lifecycle, enabling enterprises to drive more human talent experiences and unlock the skills and potential of their global workforce.