Talent Market Place: beyond Tech, a real transformation project... in 5 pillars!

In previous articles, we have already highlighted the benefits of adopting a dual-entry skills management approach. A skilful blend of a "top-down" approach, rooted in the company's reference systems and common language, and a "bottom-up" approach, individualized and reinforced by artificial intelligence. This strategy aims to establish an evolving system capable of identifying the key skills required by the company at a given moment, while preparing the ground to anticipate and adapt to future skills, in line with market trends. And in this dynamic, the emergence of platforms (such as Talent Market Place) marks a significant change.

At the heart of our ongoing quest to improve talent management, the emergence of Talent Market Place-type platforms that harness artificial intelligence marks a significant change in the market. These technologies offer new levers to boost skills management and support a hybrid approach.

By focusing on improving the employee experience, through personalized services (such as career paths, training, job offers, etc.), these solutions act as catalysts to transform companies into competency-driven organizations.

However, a purely technological implementation could, paradoxically, lead to excessive workloads, complicate existing processes, frustrate employees and even reduce these innovations to mere gadgets. Such pitfalls would inevitably compromise the effectiveness of these systems.

The profound impact of these initiatives goes far beyond the technological framework, prompting collective introspection and inevitably leading to both cultural and organizational transformation.

1 - DESIGN THE EMPLOYEE EXPERIENCE, RIGHT FROM THE START...

Professional transition phases, such as on-boarding, cross-boarding and off-boarding, are essential to ensure effective and lasting integration within organizations. These stages offer valuable opportunities to capture and enhance the skills of new arrivals, while establishing an ongoing dialogue that extends well beyond the first few days. As a result, these milestones are no longer just administrative procedures, but genuine opportunities to explore people's abilities and aspirations.

These are crucial moments for personalizing the experience of employees from their first contact with the company or a new entity, enabling rapid alignment of individual skills with current needs and projects. They require managers to navigate between mentoring and supervision, ensuring a smooth integration and enabling each new employee to find his or her place and flourish within the team.

Implementing a Talent Marketplace offers a unique opportunity to reconsider the experience of these key moments and improve the services offered, ensuring that every transition phase becomes a chance to fully value and integrate skills into the company.

2 - OPTIMIZE BY "MIRRORING"... FOR BETTER SUPPORT!

The transition to a competency-based organization requires close support for managers and employees from the HR function. By automating low-value-added tasks, the HR function can concentrate more on supporting employees and managers. Despite the familiarity of this discourse, it is crucial to recognize and overcome the challenges facing the HR function.

The transition involves not only optimizing HR processes, but also redesigning the service offering to better respond to employee uses and expectations, breaking with traditional process-driven models.

Managers' commitment to this skills dynamic is essential, to make it a real vector for improving employee commitment, and thus make good use of new capacity for analysis, development, skills enhancement and anticipation of new needs.

Mirroring its own continuous improvement process, the HR function can help managers adopt new practices. By automating administrative tasks and optimizing operational follow-up, HR can lighten the mental load on managers, freeing them up to focus on the personal and professional development and well-being of their teams.

3 - BOOST YOUR EMPLOYER BRAND & PERSONALIZE YOUR CONTENT

Employer branding is also an essential lever in the development of a skills-oriented organization. For example, the incorporation of employee testimonials, highlighting their career progression within the company, is a crucial step in strengthening its appeal.

The creation of compelling visual content, such as videos illustrating successful career paths thanks to internal opportunities, firmly anchors the organization as a privileged place for skills development.

A coherent editorial strategy, aligned with the company's global strategy and focused on all content, such as training catalogs, job offers and job descriptions, is essential. Artificial intelligence can be a real gas pedal, facilitating the personalization and optimization of content, to better meet the expectations of current and potential talent, thus enhancing the company's attractiveness.

Without quality content, the Talent Marketplace's ability to deliver effective services could be severely compromised, jeopardizing the quality of the HR services offered.

4 - CO-CONSTRUCTING A SKILLS REPOSITORY

By making the skills repository the result of a co-construction process, where employee inputs are assisted by AI recommendations, the company can continuously adjust and refine the corporate repository.

This dynamic must ensure a constant and relevant supply of HR processes, from internal mobility to training and recruitment. This strengthens the agility and competitiveness of the organization as a whole.

This enables organizations to build their repository on a solid, scalable foundation, leveraging existing data and continuously enriching it.

By avoiding the pitfall of a skills repository disconnected from reality in the "field", the adoption of a dynamic, universally accessible repository ensures that the HR service offering evolves in perfect harmony with the company's business needs.

5 - MULTI-SKILLED GOVERNANCE

The introduction of new tools into the process of creating and managing the skills repository represents a significant step forward, transcending traditional top-down methods.

It is therefore essential to set up a robust governance structure, such as a jobs and skills observatory, reporting directly to general management. This command center anticipates future needs and aligns individual skills development with the company's strategic objectives.

In particular, this body is responsible for: the scalability of the repository, improving data governance and controlling the quality of algorithms. This guarantees the accuracy and reliability of the solutions implemented, while ensuring that the algorithms are free from bias.

To support this transformation effectively, the design of an appropriate, scalable HRIS architecture is crucial. This infrastructure must be designed not simply as a stack of technological solutions, but around a global strategy, integrating data lifecycle, governance and user experience.

As service offerings become more diverse, it's vital to ensure that these innovations integrate seamlessly with existing HRIS architecture, ensuring that each application precisely meets expectations and contributes to effective, dynamic skills and talent management.

In this article, we look at 5 key pillars for the success of Talent Marketplaces. While these platforms can greatly align employee aspirations with strategic corporate objectives, implementation without a global vision risks limiting their effectiveness, and even leading to negative impacts. An integrated, well-thought-out strategy is crucial to fully exploit the benefits of these innovative tools.

Driven by our "HumanTech" approach, ACT-ON GROUP combines People and Technology to optimize your organization's performance. We mobilize our diverse skills in Consulting, HR, HRIS, Data and Technology to support you in all your transformations.

Thanks to our multi-disciplinary expertise, we have developed methodologies to maximize the exploitation of new technological levers and respond effectively to all your strategic challenges!

A skills management project? A desire to innovate? Contact us!

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