“the talent marketplace is a key tool that helped us move people that had less work to do to areas where business was still growing, keeping our business afloat, protecting jobs and delivering results,” he said. bersin goes further, arguing that the emergence of the internal talent marketplace is about much more than career pathing, internal recruiting, or employee learning and development—it’s a transformative innovation that will be central to managing talent in the future.
in addition to gloat, some of the other players in the growing talent marketplace space are fuel50, hitch and workday, which in october 2020 announced that its machine learning-powered skills cloud matches people to opportunities by comparing their skills and interests against the organization’s full-time, project and gig-work skill requirements. a talent marketplace was the solution to bringing more transparency to the twin issues of supply and demand the company was facing. watson stewart, global head of talent solutions at standard chartered bank in london, said implementing a talent marketplace is an opportunity to become more flexible and agile—the blueprint for the workplace of the future.
for a long time, most talent management rules were simple. everyone stood on one rung of the same vertical ladder, and ultimately all employees had the same choice: climb up or step off. since there wasn’t much room to challenge the status quo or think outside of the box, talent management tools weren’t built for agility. today, hr is a much more strategic role, and the same set of tried and true tools therefore no longer suffice. they need disruptive technology to unlock agility, prepare for the future of work, and ensure they have the right skills in the right place. talent marketplaces aren’t an upgraded version of traditional hr technology.
to put it simply, the internal talent marketplace is a two-sided platform that harnesses the power of ai to align employees (and their skills) to projects, gigs, mentorships, and full-time roles within their organization. talent marketplaces utilize the same model to transform the way we work, giving hr and business leaders on-demand access to qualified candidates who can be deployed to new projects as priorities evolve and new challenges emerge. schneider electric was amongst the first of the pioneering organizations that launched their platform, and their vp of digital talent transformation, jean pelletier, goes so far as to say, “…it’s a complete rewrite of hr. you need to think differently about speed and how to go deep and broad in an organization using ai.” talent marketplaces may be a relatively new development, but plenty of businesses are already leveraging the technology to achieve impressive results. if you want to learn more about how to choose the best solution for your organization, take a look at this talent marketplace buyer’s guide. why skills need to be at the center of your hr strategy by nicole schreiber-shearer, future of work specialist @ gloat the bar is high for 21st-century organizations. gartner reveals that developing critical competencies sits at the top of leaders’ catching up with jean pelletier, vp of digital talent transformation at schneider electric by nicole schreiber-shearer, future of work specialist @ gloat visionary leaders see the great resignation as a once-in-a-lifetime call to action.
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