1More Effective Human Capital Deployment - Job Vision takes the guesswork out of finding the right person by standardizing human capital objectives across organizational lines. Companies can model workforce scenarios for future developments such as mergers, expansion, reduction in workforce, or product diversification.

2Improved Resource Decisions – Job Vision provides the tools for strategic Make, Buy or Rent resource decisions, based on the best possible data. Critical skills within an organization can be acquired only through the development of current employees, the hiring of new employees, or outsourcing. Job Vision’s predictive intelligence makes talent resource decisions easier, because you can locate and access the employees who are best qualified to help your company achieve business goals.

3Reduced Administrative Burden - By automating the time-consuming tactical functions of the hiring process, resources and staff can be redeployed to more strategic imperatives.

4Accomplish More with Fewer Employees – In economic downturns, productivity becomes even more critical to profitability – and sometimes, even survivability. Job Vision can help your company deliver significant cost savings by making sure the employees you have are right for the job, that promotions are based on accurate data, and that new employees can perform their jobs.

6Reduced Risk - Job Vision’s more objective and equitable decision-making process helps companies remain in compliance with EEOC regulations and boosts employee morale.

7Lower Costs - Every day a job remains unfilled costs your company money. Job Vision helps cut recruitment process cycle times and saves recruitment dollars.

8Increased Employee Satisfaction - Companies committed to advancing the careers of their employees enjoy higher staff morale and higher retention, greatly reducing the costs associated with high turnover.

• Company-wide searching and mining of employees’ resumes to find the best possible resources with job knowledge and experience for projects and assignments
• Requisition management with flexible approval functionality
• Internal and external job posting sites
• Connect to other career management systems such as CareerBuilder.com or Monster
• Applicant processing and screening
• Automatic candidate/vacancy matching
• Candidate identification and tracking
• Notifications to manage work-flow processes

• Dynamically-built electronic resumes/employee profiles with data from other TEDS modules as well as the employees themselves
• Career preference selections – employees can search job listings and apply instantly
• Job Profile/Resume/Assessment - employees can select a job profile, compare their resume against the profile, discover any existing gaps in their resume, add associated learning to their Individual Development Plans and close the gaps to qualify for the job
• Ability to e-mail job openings to others
• Job posting notifications - Employees can save jobs of interest and be automatically notified when the position is available

• Enterprise-wide job forecasting
• Ability to forecast and monitor required competencies (skills & knowledge) in support of business goals
• Automate management from initiation of requisition to filling the job and onboarding
• One stop to find resources via the Job Vision Resource Locator
• Automatic generation of qualified applicant pool based on a variety of user-defined criteria
• Career preference selections produce instant candidate pools
• Cross-divisional/company resource identification produces instant candidate pools.