Talent Intelligence Platforms ^TM use AI to help companies through the whole employee lifecycle of sourcing, matching, interviewing, retention, internal mobility, mentoring, promotions, and succession planning.

This really starts with analytics. With Talent Intelligence Platforms, companies see where in the hiring process you have a diversity issue. Are certain groups dropping off at the top of the funnel? After the interview? At the offer stage?

Also, with Talent Intelligence Platforms, Equal Opportunity Algorithms are used to prevent bias. It’s about who can do the job, not just who has done this exact job previously. Companies improved the candidate experience and seen big improvements in their diversity through talent intelligence. Deep-learning AI can analyze a massive amount of data and can examine, at scale, who has the potential to do what, regardless of their background.

With a Talent Intelligence Platform, the emphasis on diversity does not end upon hire; it is a critical component of talent management and continues throughout the employee lifecycle. Potential and capability take precedence over who knows who. See the q-and-a below about employee careers for more on this.

Every employee brings a rich history of experiences beyond their current role. With a talent marketplace, managers can quickly find employees with the skills they need to advance critical projects, and employees can identify projects that match their capabilities and aspirations.

Talent Acquisition is a comprehensive requisition-to-hire process, enabling business leaders to strategically fill talent gaps and reduce time-to-fill.

A Talent Intelligence Platform uses deep-learning AI. Without that very advanced technology, organizations cannot solve the workforce-management challenges of today.

This deep-learning AI allows companies to make decisions about their workforce based on potential and capability, not just current skills. By implementing a Talent Intelligence Platform, an enterprise can handle succession planning, mentoring, hiring, and every aspect of the lifecycle of an employee based on people’s potential. This is a necessity for today’s business needs.

Imagine an organization that needs to move into new markets, stay relevant, reskill, and compete. Only deep-learning AI can give it a full picture of its workforce, who can do what, who has what potential, how its workforce compares to competitors, and what needs to be done to win.

The best way to answer this is with some examples. Let’s take three examples here: Talent redeployment, contingent work/projects, and upskilling/reskilling.

Talent redeployment

Just for example, with a Talent Intelligence Platform, a company can successfully redeploy employees whose current jobs are impacted by a reduction in force. AI is used to see the potential each person has to succeed in a new internal job, perhaps even in a different department they’ve never worked in.

Talent redeployment has been used to save thousands of jobs and millions of dollars. It reduces severance costs and hiring expenses. It also increases productivity by retaining current employees, and contributes to morale by demonstrating the best effort to preserve jobs. And it’s the right thing to do.

Contingent work and projects

Companies without a Talent Intelligence Platform will call a temp firm to find a person to do a task, even if multiple employees in the company’s own workforce could have done the project. There has been little attention paid to the ability of internal employees to find projects at their own companies.

With a Talent Intelligence Platform, a company can offer a “Project Marketplace.” AI matches employees to projects based on employees’ capabilities, their interests, and the needs of a project. Managers can use the same AI to find capable internal employees instead of going externally.

Employees use skills they have but don’t get to use much in their day jobs. Employees get to create, and deepen, relationships with colleagues not in their regular departments or teams. For employees who might consider leaving for a new challenge, this resume-building opportunity provides them another reason to stay.

For the company, instead of spending money and time searching for and training a contractor or temp, managers can engage existing employees who already understand the organization’s tools, processes, and culture.

Upskilling and reskilling

Employers use Talent Intelligence Platforms to view the capabilities of their workforce. Talent leaders can see how their workforce measures up to competitors. And, the talent-management team can see who in their network, whether it is an employee, past employee, past applicant, or a contingent worker, has the potential to move into new, emerging growth areas for the company.

This provides a competitive advantage that can only be unlocked by using the most advanced artificial intelligence, with a deep understanding of millions of skills and capabilities.

These are just three of many examples of how AI helps talent management.

This is a good and important question. Right now, so much of talent management is happening based on “who you know” and connections. This includes promotions, succession planning, hiring, and mentoring.

But with Talent Intelligence, employees manage their careers and are able to progress based on their potential and capabilities, not their networks. They use something called a “Career Hub.” This is a portal they open up to look at the projects, internal jobs, courses, and mentors that the AI shows are a fit for them.

On the Career Hub is a “Career Planner.” This shows them their path from their current role to a new role. Instead of quitting for new challenges, they see how their potential will be maximized at their own organization.

With Talent Intelligence Platforms, employees are finally in the driver’s seat of their own careers.

• Career sites. Talent Intelligence Platforms allow candidates to upload a resume to a career site. The AI is used to match a candidate’s capabilities to open roles. A candidate can see the roles for which they’re a strong match, and why they’re a match. This gives them the confidence to apply for the jobs, and has resulted in much higher click-to-apply rates. Take a look at what AirAsia did, which actually goes beyond the career site and extends to the whole hiring process.

• Sourcing. With Talent Intelligence, companies focus on the people who know the company best: past applicants, current employees, past employees, and employee referrals — using AI to match their capabilities to open jobs. This is called “Talent Rediscovery.”

• Matching. Rather than wading through hundreds of resumes per open role, companies use AI to match people based on their capabilities. “Strong matches” are ranked highest, saving huge amounts of time, and freeing up recruiting teams for higher-value, higher-touch work.

• Scheduling. AI can be used to automatically schedule interviews. This can reduce administrative time by about 60 percent, and free up talent professionals for more strategic work.