Why our mission is more important than ever today

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When 365Talents was born 4 years ago, it was to help HR teams to quickly identify, find and allocate their internal talents to the right projects/teams.
In today’s context, our vision of a world where everyone uses their talents to their best potential takes a deeper meaning. It’s not just about employees’ best potential. It’s about purpose.

Companies need to find a purpose during this crisis.
For their employees.
For their brand.
For their survival.

Because companies who adapted quickly to the new context we live in now will be the ones who will be clear winners for the after Covid-19.

For instance, a few luxury brands have reallocated their production line to make sanitizer By finding the right internal skills to help bridging the gap between demand and supply, they have found a purpose during the crisis.

To survive this crisis, we need, more than ever, our organisations to be more innovative and more agile.

If the solution of your company’s survival relies in your internal skills set, it is not easy to know them and to start from scratch if you do not have the right tool or approach. We believe that any static tool or dated skills referential will not help. Companies will not have the 6-9 months required to build yet another skills referential. Our dynamic approach and AI native platform is the fastest way to help companies identify, find and reallocate skills.

A global retail company have to accelerate its e-commerce marketplace capacity to recover and succeed after Covid. Key capabilities for such a strategic project are Digital and Supply Chain skills. With limited resources due to the existing situation and for at least 18 months, turning to 100% internal resources is a no-brainer.

The importance of an Internal Talent Marketplace?

Because external recruitments will not be an option for a number of organizations, companies rely on their internal skills more than ever. HR teams have to rise to the complex challenge to match projects needs with employees skills. We know that the most agile way to do this is through an Internal Talent Marketplace.
By challenging all the rules written about internal mobility, companies can really gain agility and speed-up their staffing processes. The internal Marketplace does exactly that. It uses our powerful AI to matches all skills from collaborators with the job/missions opened.

A leading investment bank is working on a global skills realocation plan to reconfigure its whole organisation capabilities in a few months. Empowering both HR, Managers and employees on such a massive transformation project can only be a mix of leading change management and agile digital platform. This is where the Internal Talent Marketplace comes.

For the Internal talent Marketplace to be successful, here are a few quick wins:

    1. Find the skills you need. Fast.
      If you have identified the key skills needed for a specific project, but do not have yet the right profile in your pool because you just launched your Internal Marketplace, you can fast-track your skillset building. You just need to let the AI know about these specific and utmost necessary skills and it will ask to all your collaborators if they do have these skills. Your collaborators just have reply to this push with a “yes” or “no”. If they have the required skills, they can declare how well they master it. So you can assess quickly how prepared your teams are to kickstart these particular projects.
    2. An open platform for all that will break silos.
      If the talent Marketplace is used only by a portion (an entity of your group, or just a department), you are missing out. We strongly recommend to open the platform to ALL your collaborators so you do not miss any opportunities. For instance, if your IT department is looking for talents in HTML coding, they might be some in the Marketing team. The idea behind the platform is to really capture the full skillset of the company so HR teams have the full visibility on them.
    3. Keep your talents. Especially the critical ones.
      There is one way to make sure your Critical capabilities stays within your company. If key people find purpose in what they do and you make sure that you create the career moves they deserve, there are good chances that they will not fly away if hunted down by your competitors.
    4. Make sure your operations are cost optimized.
      The current situation changes drastically any plans HR might have for their employees. Now is the time to tackle your Workforce planning to prepare the post COVID. HR managers will have to answer successively three main questions : First and fast, how to identify the employees that can work remotely and the ones that need to come to the workplace? Then, How to maintain the balance between the activities that are suspended or postponed and the ones that are understaffed and strained? And finally, how to prepare the workforce and find the skills needed for the months of recovery after the crisis? 

External Resources:

Josh Bersin himself is saying:

You know, the Talent Marketplace was a good idea before #COVIDー19. Now it is essential.

Gartner Resources:

Support your people. Sustain your organization.
Lead your organization from initial response to recovery with Gartner’s complimentary collection of COVID-19 research and tools. On Remote work management, Business Continuity, Crisis Management…

10 Questions for an HR Pandemic Plan by Gartner Research mentioning 365Talents.