![]() The platform lets employees self-assess their interests and capabilities, it matches them to jobs, and it facilitates the creation of personalized career paths and easy to navigate job models that make career management easy. ![]() I spent several hours talking with two of Fuel50’s customers (Vanguard and Ingersoll Rand) and I want to share what I learned.įuel50: A Pioneer in Career Pathing and Mobilityįuel50’s original idea was to build an end-to-end career development platform for companies. Well one of the vendors that pioneered the internal mobility market is Fuel50, an innovative software company (founded by two world-class career coaches) that essentially defined the space. And almost every applicant tracking system vendor is now creating tools for internal recruiting, enabling the talent acquisition leader to better source people internally.īut what’s it really like to do this? How do you really build a program and solution for internal career management that works? Vendors like Degreed, EdCast, Eightfold.ai, and Filtered are building Skills Clouds to help infer and identify skill gaps for development. Vendors like Workday, Gloat, Avature, and Phenom People are building Talent Marketplaces to make this easy. It’s all about facilitated and developmental internal mobility. It’s far different from the “prehire to retire” talent management we envisioned a decade ago. We take a job in a company, we move from role to role, and our career grows and evolves through a series of projects, assignments, and positions. ![]() In many ways, this is the famed Future of Work. LinkedIn’s latest study (2020 Global Talent Trends) found that over 70% of organizations are now focused on “internal recruiting” and that companies with active internal career management programs have 41% higher retention rates.
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