The most successful Organizations use 'Talent Intelligence' to optimize their workforce and drive innovation and learn things they never knew before!
Nicolas BEHBAHANI
Global People Analytics & HR Data Leader - People & Culture | Strategical People Analytics Design
?? Enterprise talent intelligence can be used for internal mobility, technical skills development, leadership assessment, and performance evaluation
?? Talent intelligence helps to create foundation for skills-based HR and tells a company the trending and actual skills in a job, role, or person in real time. These platforms become the dynamic system of record for skills.
?? By leveraging a talent intelligence platform, companies gain insights into high-demand jobs, roles, projects, and skills existing within the company.
?? Hiring managers and HR business partners (HRBPs) can use talent intelligence systems to source internal candidates, find people for development opportunities, and identify opportunities to redesign teams for improved performance.
?? High-performing organizations dedicate significant effort to incorporate skills considerations into their pay equity analysis, leveraging data and expert insights to determine differentiating skills, according to a new interesting study published by The Josh Bersin Company using data ?? from their internal clients.
?What is Talent Intelligence?
Researchers defined Talent intelligence, as the use of massive amounts of employee and workforce data to understand skills, job fit, performance, leadership potential, career pathways, pay equity, and organizational capability.
?? In a way, this technology based on AI, allows companies to analyze vast amounts of data about employees, match it against data in the external labor market, and learn things they never knew before.
?The creation of talent intelligence professional.
Researchers found that there are more than two thousand talent intelligence professionals in the world, and many more when you consider people doing people analytics and workforce planning.
The first wave of vendors focused on recruiting.
Vendors like EightFold.ai , Beamery , Draup , Gloat , HiredScore , NEOBRAIN , Phenom , SeekOut , Textio , and others recognized the potential of using talent intelligence platforms to enhance recruitment processes.
Despite the fact that most talent intelligence systems started in recruiting, they can now be used for job architecture analysis, skills intelligence, organization design, pay equity analysis, and even studies of sales performance, turnover, customer service, and R&D output.
Additionally, AI platforms take the lead in identifying, assessing, and developing leadership
?The seven use cases for Enterprise Talent Intelligence
Researchers group the use cases for enterprise talent intelligence into seven key categories (with more to come):
1?? Skills-based HR
2?? Employee development
3?? Internal mobility
4?? Strategic workforce planning
5?? Leadership assessment and development
6?? Organization design
7?? Pay equity
?Foundation for Skills-Based HR: Dynamic VS Manual
Researchers believed that companies can create the foundation of a skills-based HR using a talent intelligence system in a dynamic way.
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Indeed, one of the fundamental steps in this strategy is “tagging” or “identifying” the skills needed in each role and individual and then mapping these skills against new technologies, processes, and innovations.
?? While many companies try to do this manually, the world of skills is constantly changing. Every time an innovative technology, science, or business practice emerges, companies need to understand its impact on their company. And the skills employees have are always changing.
?? Without a talent intelligence system, companies must do this in a manual, static way. It may make sense to buy a large skills database, develop a set of capability councils, and try to assign these skills to jobs.
?Developing Leaders using Talent Intelligence Platform
Researchers found that rather than focusing mostly on performance behaviors, the leadership intelligence platform uses AI to help balance human-centered and transformation behaviors with the ability to execute effectively, or “get stuff done”.
These leadership intelligence systems merge the powerful skills inference of AI with the well-established psychographic assessments used around the world
?Talent Intelligence automate the Pay Equity analysis
We know that pay equity presents one of the most vexing business problems today. Researchers found that enterprise talent intelligence systems can look at AI-inferred skills, diversity metrics, and job levels to identify pay inequities. This type of correlation may be complex to accomplish manually, especially since skills data is usually anecdotal.
?? Finally, researchers recommend that leaders leverage the potential of talent intelligence by:
??Reinventing the talent model.
It’s time to move away from rigid job architectures to focus on understanding and developing workforce skills and capabilities.
??Rethinking the HR technology ecosystem.
While traditional HCM or ERP systems remain, AI platforms will increasingly play a critical role.
?? Redesigning the HR function.
Integrate recruiting, L&D, employee experience, and organizational design into a cohesive team. Talent intelligence systems hold the necessary data, but collaborative teams are required to effectively leverage it
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This magnificent and insightful research demonstrates that the shift between traditional Talent management and Talent intelligence is well established. Integrating talent intelligence platforms at the enterprise level enables skills-based HR programs, personalized development, internal mobility, and strategic workforce planning. Top performers will use the maximum of these talent intelligence platforms in their HR process and thus will recruit the best talents to achieve this.
Thank you ?? The Josh Bersin Company researchers team for these insightful findings: Josh Bersin Kathi Enderes
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5 个月Ross Thornley, MABP and Scott Rencher
Group HR Assistant @ Lorimak Africa | Talent Mapping | Research Support |Career Development |Workforce Planning & Analytics |Organisational Development |LinkedIn Top Career Development Voice
6 个月Organisations should embrace data driven decision making. Talent Intelligence relies heavily on data. Organizations need to embrace data-driven decision-making processes. This involves collecting data on employee performance, skills, engagement, and other relevant metrics.?Implementing Talent Intelligence requires investment in technology. This includes HR analytics tools, AI, and machine learning algorithms that can analyse and interpret the collected data.
Senior Human Resource Professional
6 个月Dear Dave....While AI continues to interpret HR Models, how will it support in building Sustainable HR Structure/Systems eventually?
I help teams and executives create the momentum to outperform. ? Workplace culture designer, facilitator and podcast host.
6 个月Todd Raphael
Senior Vice President Research | Global Industry Analyst | Keynote Speaker | Trusted Advisor | Employee Experience | People Analytics | Talent and Workforce | Talent Intelligence | HR Technology | Future of Work
6 个月Thanks for sharing our research, Nicolas! These new talent intelligence platforms go well beyond recruiting, using AI to transform the HR tech stack and significantly disrupting traditional transactional systems. The old notion of talent management no longer works in a world of ever-changing skills, and companies like Coca-Cola, HSBC, or Starbucks are seeing the benefits of a new approach.