Broaden your talent pipeline and improve diversity by hiring based on skills and not just education and previous experience.
Remove redundant steps from your hiring process and make sure you are focusing on the most important skills and creating a great candidate experience.
Job profiling - defining with key stakeholders from the organization what are the most important skills, behaviors, values, and motivations for the position.
Tools development/adjustments - we will build science-backed assessment tools to evaluate the desired skills. If you already have an existing process, we will work with you to adjust it to better measure the desired skills.
Validate & adjust - as you will start utilizing the tools, we will analyze the assessment data gathered via the tools to provide you with insights into their predictive capabilities and adjust the process accordingly.
Uncover Skills Gaps
Utilize skills-gaps assessments to prepare your organization for the future.
Define what are the core skills necessary to thrive in the future of work.
Assess your employees’ current level of these skills, utilizing multiple tools and perspectives (i.e., self-assessment, manager assessment, direct reports assessment. case studies, dilemmas, etc.).
Prioritize and upskill- integrated data from the assessment process in the form of skills matrix, personalized development reports, and more, will assist you in prioritizing your organization’s top upskilling needs and creating individualized and group upskilling paths.
Listen & Engage
Continually listen to what you people have to say and act in real-time to keep engagement and retention high, create a great employee experience, and empower your employer brand.
Define listening goals based on people and business challenges.
Develop and launch pulse and/or engagement surveys customized to your needs.
Get actionable insight that businesses can utilize and act on quickly and independently via interactive dashboards.
Mobilize & Promote (succession planning)
x% of employees leave due to a lack of promotion opportunities. Don’t lose your talent to competitors, utilize their strengths within the organization by assessing their skills and deciding what is the right next step for them.
Job families mapping and skill taxonomies-grouping the positions in your organization into job families and creating a skills taxonomy for each group.
Defining the required level of each skill of each position.
Creating career paths based on skills and skills level.
Building assessment tools to determine whether an employee is a fit for a certain position within the organization.
Organizational Network Analysis (ONA)
Want to tap into communication patterns within and between teams? Break knowledge silos and discover informal influencers?
Want to assess the risk of losing talent in terms of knowledge management, communication, and team motivation?
Organizational Network Analysis (ONA) can provide you with these and many more insights about how your organization operates.
Short (usually 5-10 minutes survey) employees complete where they are asked to choose X employees who they connect with for a certain goal (professional, social, etc.)
ONA analysis and creation of a visual network map revealing communication patterns within and between teams, focal players, knowledge and communication silos, etc.