Human Resources leaders are not just handing out forms or setting up appointments these days, they are revolutionizing the way people connect – employers and employees. Companies are now using HR in more strategic ways than ever before, hence, HR leaders’ job is changing. The good old tools can’t measure up to the needs when creating a diverse and inclusive organization. Today’s Human Resources departments are planning and executing for the future of work.
A talent marketplace is an AI-driven digital platform that connects employees with potential employment opportunities, projects, short-term assignments, and employers.
In the twenty years, almost every major company has tried its hand at installing a job board within their organization. However, a talent marketplace is different because it syncs to the current and future skillset and employees organizations need to function and grow.
But there are a few things that make a talent marketplace more efficient than others.
Adopt a new perspective.
A shift in thinking is critical to make the talent marketplace a success. Companies must know and accept that their employees are whole beings with evolving skills and interests. They must also recognize that they need to move with their employees to give them avenues where they can fully unleash their potential.
Assess the skill sets objectively.
It’s imperative for managers to leave their biases at the door when inventorying the skill sets available within their workforce. The cataloging of each skill and ability level with complete objectivity will lead organizations to maximize their talent. This approach gives employees opportunities where they can shine.
Become more flexible on how work is done.
If an organization’s goals are being met, managers should not micromanage their team. Instead, give employees more flexibility regarding work hours and introduce more agile work practices, such as a hybrid work model. As long as employees are doing what they need to do, let them manage their time more optimally and share their capacity.
Involve the managers.
Remember the managers. Instead of treating managers as hurdles to new ways of thinking and working, take them on board and share with them what you are planning to do.
Incentivize them by allocating rewards for teams that contribute the most towards a business’ overall success rather than just limited team goals. When you involve the managers in your talent marketplace, you give team members more confidence to pursue learning and development opportunities.
Pay attention to skills and potential.
We are trained to focus on experience and qualification when moving people up the ladder. Sometimes, these decisions may not bring the most skilled people to the surface. Program your AI to prioritize skills and potential over any experience as a key metric when matching people to possibilities.
The Takeaways
The top talent in any company can always find room for upward growth. But a workforce is not made up exclusively of a handful of top performers. What about the rest of the employees?
Additionally, workers who may be underperforming in some areas may have above-intelligence skills in other fields of interest. How are we polishing and investing in those skills?
A talent marketplace is a digital solution that answers all such questions.
It uses AI and machine learning to inventory skills and skill levels present in the workforce and the roles and projects available across the company. The system then matches the most proficient people for the most promising gigs. It creates a win-win situation. Companies always have access to a workforce that is highly skilled across different proficiencies as well as a workforce that is super driven and engaged. Employees learn adjacent skills, further their careers within the company, and remain future-proof.
