Umantis

Talent Management

Successful Talent Management Solutions Start with People

Try now

Read more

Talentmanagement

"... as the only German-speaking company, a visionary on the global Talent Management market."

Our Solution

The Haufe Talent Management Solution allows you and your organization to concentrate on the most important goals. You will enable smooth cooperation between HR, management and employees and sharpen the focus on effective collaboration. Our philosophy: The greatest facilitators of long-term success are people who do the right thing. Join forces with us to make your organization more successful by empowering everyone to work more productively on the right projects.

Select Functionality

Interview within 10 minutes


Invite top candidates to interview within 10 minutes
. When competing for top talent, it is crucial to react swiftly. Our software enables you personally to arrange a job interview with top candidates within just 10 minutes!

Find out more

Conduct effective employee appraisals

Increase your success rate by empowering your employees to do the right thing. To get 360°-feedback from your employees that is complete and accurate, it helps if you can rely on the critical assessment and feedback of an external third party. Our software does just that. Involve your employees and increase their performance.

Find out more

Direct link to XING and LinkedIn

Enable applicants to submit an application to your company in just 90 seconds. Data transfer straight from Xing and LinkedIn makes it easy and convenient for your candidates to apply.

The Modules

Applicant management

Successful e-recruiting, from drafting the job description to getting approval from management, right up to the final selection of the candidate. Make use of precious time to get to know applicants properly and win top candidates for your organization.

Find out more

Personnel development

Your most important asset are the right people to do the job. Developing their competences poses a tough challenge on HR departments and managers. Systematic development by setting clear goals and implementing programs raises productivity and job satisfaction.

Find out more

Training & Development

Announcements, registrations, information for participants and monitoring success: all part of professional training course management in your organization.

Find out more

Goal setting

Supports employees, managers and HR executives reliably with preparation and execution of employee appraisals. Increases effectiveness focusing on the right things.

Find out more

Compensation

Making a meaningful contribution, experiencing success and being offered opportunities to grow and develop: these are all key motivation factors. Honor your employees‘ contribution appropriately while staying in line with budget controls.

Find out more

Succession Planning

Identify key line and general managers as they move up through the organization and assure that critical positions will never be left unoccupied for any length of time. Trace the line of an outstanding career and illuminate your employees’ path to success.

Other topics

Onboarding

Ideal employee induction allows new employees to realize their potential in the company within a much shorter time.

Find out more

Employer Branding

Recruit the right employees for your company with an excellent career site.

Find out more

Business Analytics

Comprehensive and flexible analytics options for applicant management.

Find out more

References

"We think the uncomplicated integration of managers, which is particularly important in decentralized company structures, is great. Simple, efficient and great value for money."

"A simple system that can adjust for the unexpected, and which does not restrict the user unnecessarily, but actually supports him in daily work."

"We significantly reduced our time-to-hire, i.e. the time from advertising the job to actually hiring the selected candidate, from 121 to 17, on average, between March and October 2011."

"This was one of the few IT projects that was successful right after its introduction. The introduction was an automatic success."

"The price-performance ratio is very good. [...] The web-based system has a simple structure, is intuitive in its operation and easy to implement. [...] We particularly like its clarity and the intuitive user guidance. [...] You can simply enable the system for managers, and they don't need any major training but can work with it immediately."

"The software can be tailored perfectly to the individual requirements and thus offers the highest possible degree of efficiency and flexibility."

Events and News

17.12.2015
Haufe: Business Analytics goes Recruiting

Data-based decisions make HR into a proactive business partner; Haufe establishes business analytics as an integral part of applicant management

Freiburg, 17.12.2015 – Get there first! The use of Big Data in recruiting gives companies quick reactions and agility. The new “Business Analytics” module of the umantis Talent Management software opens new dimensions for targeted action in the employment market. The integrated analysis tool supports recruiters in data evaluation and in the generation of prognoses. For example, predefined Key Performance Indicators (KPI) enable continuous monitoring and improvement of the success rate of a recruiting channel, the time-to-hire or the quality of the career web site. This puts decisions in applicant management on a data basis; recruiting then becomes a strategic business area.

“Business Analytics” is an integrated function of the umantis Talent Management software and is immediately available for all data in the area of applicant management. The tool not only enables the analysis or the observation of data, but also prognoses or forecasts. For this “Predictive Analytics” approach, umantis Talent Management provides ready-to-use KPIs and extrapolates all relevant indicators into the future. In this way, analyses can be produced on the basis of predefined, relevant performance figures without significant effort.

Important Key Performance Indicators (KPI) in recruiting could be:

  • the success rate of the various recruiting channels
  • the number of candidates per recruiting channel
  • the average recruiting time per position
  • the number of interviews per applicant
  • the average number of interviews for a position/type of position
  • the cost of recruiting per member of staff
  • performance figures for the assessment of staff satisfaction
  • important key data for the career web site
  • performance figures for the duration of new appointments

Trends and correlations in view
The Haufe Analytics Tool offers HR staff flexible possibilities for operation in the multi-dimensional data space. Analyses, formulas and dashboards can be tailored to users and operated intuitively. Here, numerous Best Practice reports are available. The new analysis function enables recruiters to recognize trends and also to reveal causal connections which are not obvious. In this way the really relevant results can be discovered: which channels provide the largest number of good applications? How long does it take, with which channel, until the top candidate accepts the offer? The objective of the data evaluation in recruiting is to recognize patterns, to derive prognoses and already to be reacting to future developments today. Daniel Kershaw, Head of Product Management at Haufe-umantis, explains the motivation behind the new development: “The use of modern technologies has become essential for HR departments to draw the attention of talent in a targeted way and to position the company as an attractive employer. Companies that miss this trend will not be able to hold their positions in the long term against competitors that recruit quicker and more intelligently – thanks to data support.”

HR Analytics for all areas
The umantis Talent Management web-based solution represents all processes connected with the life cycle of a staff member – from recruiting to performance management and personnel development and on to successor planning and an internal social network. The easily operated platform serves collaboration and information interchange between staff, managers and the personnel department. In this way, all the important data flows into one data pool. The Analytics Tool first enables the evaluation of the data from the “applicant management” area. An extension of the analysis function to the data of additional functions of the software, such as personnel development, target agreement or performance management, is planned.

11.05.2015
Recruiting: speed will make you a winner

Potential employees want better professional application processes, which is where a software for applicant management comes in – under certain conditions

Time is money: meanwhile, a thought that an increasing number of applicants have – and they are not keen on wasting their time with complicated and protracted application processes. Instead their ideal application would be as quick and simple as booking trip. A current study conducted by consultancy company Potentialpark has come to this conclusion. Many companies are already responding – and are opting for a web-based applicant management in the battle for the best people.

Times have changed: whereas formerly it was companies above all who were in a position to select their employees, today it is generally applicants who are free to choose their employers. The application process is the first selection procedure. Quick and simple – that’s what it should be, otherwise the candidates’ patience is quickly exhausted. According to Potentialpark’s study, 40 percent of those surveyed have been known to break off right in the middle of inputting information as it was taking too long, or because the job advert was too cryptically formulated. Complex systems that are difficult to handle and lack transparency are no longer tolerated by applicants. Another requirement by potential employees: the possibility of applying directly with their XING or LinkedIn profiles. Up until now, however, only 18 percent of companies offer to send the link to the network profile. Seven prerequisites for successful applicant management Applicant demands are becoming increasingly sophisticated, which means the following for companies: if you are not quick enough in the labor market you will lose out. Consequently, recruiting software that actually reduces time-to-hire and enables professional employer communication needs to fulfill a few key prerequisites.

  • End-to-end solution: The software needs to be based on accustomed Internet applications and be intuitive – for applicants, employees and managers alike.
  • Applying in the blink of an eye: Potential employees must have the option of being able to apply to their ideal company in the space of a few minutes and with only a few clicks.
  • Social media recruiting: Interfaces to all relevant social media channels, e.g. XING, LinkedIn , etc., need to be integrated into the software. This will allow applicants to use their existing profiles quickly and easily for their applications.
  • Interfaces to job portals: Companies can put their job adverts online without a great deal of effort in reconciliation and delays in order to reach their candidates effectively.
  • Responsive web design: Applicants can also apply to their ideal companies even if they are on the road by using a web-optimized interface.
  • Integrated video interviews: Questions concerning performance motivation, foreign language skills and expertise can be answered by the applicants independently via WebCam regardless of where their location – this should, however, not be a kick-out criterion.
  • Recruiting analytics: The software ascertains the origin of the application, the length of the personnel recruiting process, as well as the age structure of applicants, which will enable companies to identify the contact and recruiting option that works best for them
  • Social recruiting: The software must allow job adverts to be prepared in a way that attracts applicants on an emotional level. An example would be that the team looking for new members can present itself with images in the job advert. Employees who are themselves actively looking for new colleagues are willing to share “their” job adverts in their own social networks.
23.02.2015
CEO Marc Stoffel re-elected through a democratic process

Haufe-umantis employees vote on management and corporate strategy Now almost a tradition at Haufe-umantis AG: Once a year, the company’s employees elect its top executives in a democratic and anonymous election process. The time had come in January again: All management members put themselves up for election. CEO Marc Stoffel and Executive Board Chairman Hermann Arnold were given a vote of trust by their employees for another year. The position of Chief Financial Officer was newly filled by Matthias Hugentobler. Thorsten Schaar was elected to take over as head of the Market segment and Verena Dönni as manager of the Customer segment.

Acting CEO Marc Stoffel was elected to this office by his employees for the first time in 2013 and has been reaffirmed in this position now for the second time, with a clear majority of 85 percent. “I am delighted that I have been given another year to prove that I am the right man for the job in the current situation. Three aspects are top of my personal agenda: forging ahead with the vision and strategic direction of Haufe-umantis, developing our company into a high-performance organization with international operations, and sustainably securing a corporate culture focused on implementation”, stated Stoffel.

The other managers also achieved very good results across the board: 99 percent of the employees were in favor of Hermann Arnold standing again for the position of chair of the Executive Board. Matthias Hugentobler was given a unanimous vote approving his election as Chief Financial Officer. In his new position, his will bear responsibility primarily for Finance and HR and for further optimizing existing processes. The managers for the “Market” and “Customer” segments also received strong support. 92 percent of the employees vested their trust in Thorsten Schaar as manager of the Market segment, and 80 percent gave their votes to Verena Dönni to lead the Customer segment.

Live the Future of Talent Management

Test umantis Talent Management from Haufe: No obligation, free of charge.

Try now