Current Situation
Workforce sourcing often adheres to inflexible protocols that lean on full-time roles filled via conventional channels. Traditionally rigid structures lead to protracted hiring timelines and a risk of misaligned skills and roles.
The lack of a centralized platform for skills and roles also means that internal talent with requisite skills and employees eager to upskill may be sidelined in favor of external hires or lengthy retraining efforts.
Goals and Objectives
Goals:
Harness the full potential of an organization’s talent pools by promoting visibility of individual competencies.
Strategies:
Create an environment of continuous learning where employees are encouraged to frequently update their skills.
Build a culture of internal mobility where employees see transparent pathways to grow their relevance to the company.
Technology Deployed
Skills assessments
Voice of the employee tools
Opportunity marketplace
Talent marketplace
Goals and performance management
Skills mapping
Dynamic skills architecture
Certifications checks
HRIS
AI-powered matching algorithms
Analytics dashboards
Use Case Summary
Seamlessly integrate dynamic workforce sourcing with an internal “skill marketplace.”
Intelligent platforms and predictive analytics enable access to a wider pool of talent — from freelancers to gig workers. Talent intelligence anticipates future workforce demand linked into workforce planning.
The centralized skills marketplace allows employees to spotlight their capabilities and training aspirations, fostering a sense of internal growth and recognition. An amalgamated approach streamlines talent acquisition, promotes internal skills recognition, agilely aligns with evolving OKRs, and cultivates a culture of continuous learning and mobility.