What if you could predict any one person's best, next role?
Candidates and employees today rely on personal networking, professional relationships, and self-advocacy to find and get picked for their next role. But how can we be sure they're the best person for the role, at this time in their career?
How do we even the playing field when everyone is using LinkedIn as their resume? Some people may over-state their abilities, while we know that under-represented communities like women often are shy about showcasing their true talent.
Data can be an excellent tool to triage the best candidates for a specific role - but the Machine Learning model needs to be trained with a vast amount of data - for accuracy, and elimination of bias of the data sources (e.g. resumes / LinkedIn / connections)
The Talent Intelligence Platform allows leaders, hiring managers, and recruiters to consider any candidate strictly based on their skills and potential - even masking personal identifiers like gender, race, background, location, and education level.
This is a common use case with a proven platform, and we can specify case studies - in the private sector and in Government - that are already taking advantage of the unique and powerful capabilities from the Talent Intelligence Platform.
Risks
There is talk about ethical AI, and this platform has already been vetted by scientific research for accuracy and non-bias. Additionally, this AI is explainable, so the recommendations are described based on specific skills.
Rationale
Proven in the private sector, and under prototype in the DoD currently for Gig Eagle program.
As-Is
Federal Managers are inundated with resumes from applicants that did not know how to select the best role to apply for, while missing out on previous applications (to the wrong positions) that have the potential to meet their needs.
To-Be
As candidates apply to open positions, they're offered other additional roles they're a good fit for.
Then, hiring managers get a prioritized list of candidates, so they can recruit the best before they accept other offers.
Employees engage in their own career development, with clear direction on the skills they need to develop, and recommended courses.
Constraints
Hiring nowadays is based on personal networking, so the pool of candidates is limited - and biased.
Transformation Enablers
Recognition that AI doesn't do the actual selection of the hires/promotions, but rather helps triage, so that hiring managers can start the the ones most likely to succeed - based on skills and potential.
Stakeholders
CHCO's
Business Process Model
Talent Acquisition (Hiring)
Job boards (e.g. USAJobs.gov) collects application info, they're staged in Application Tracking Systems (ATS), and the Talent Intelligence Platform uses the algorithms to triage the most likely candidates to succeed, while also recommending to applications the best-fit roles.
Talent Management (Strategic Workforce Planning)
Employee Career Site to chart own career pathway, based on potential, and needed skills they still need to learn.