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Talent planning is the process of predicting, matching, and building a workforce to meet current and future business needs. It helps organizations have the right people with the right skills in the right roles at the right time.
Having clear visibility into your workforce data not only eliminates decisions based on managerial instincts but also streamlines several HR processes, such as talent management.
Whether it's Talent Acquisition or Talent Development, Skills Mapping is crucial for matching the right talent with the right job roles. When done effectively, it not only boosts the overall productivity of the workforce but also equips your organization to stay competitive, enhance retention rates, and adapt to future market and technological changes.
As skills adapt to market demands and technological progress, they create a gap in your workforce that can only be bridged by either recruiting new talent or enhancing the skills of existing employees to meet the demand.
As the times change and the world is continually exposed to new technological advancements, conventional tech skills are also evolving and transforming into "power" skills.
With our increasing dependency on digitization, tech skills have become crucial for all organizations, regardless of their industry. As more and more organizations are automating their workflow to meet the demands of the ongoing technological disruptions, tech skills are also evolving at an unprecedented rate and introducing new skills and job portfolios into the mix. At iMocha, we partnered with EY to understand this ongoing paradigm shift and answer three critical questions: What would be the in-demand tech skills across domains in 2025 and beyond? What would be the strategic and functional impacts of tech skills transformation? How are organizations responding to tech skills transformation? In our survey, we interviewed 50 HR and business leaders and conducted secondary research on over 26 million profiles to discover that 76% of these professionals & organizations have witnessed an increase in the demand for ‘application developers’ in recent years, while 62% of them have witnessed a similar surge for “business application power users” and “power developers.” But with a limited talent pool and shortage of required talent across the Indian, US, and European markets, how are organizations aiming to meet the increasing demand for application development and business power development skills? The answer can be organizational readiness through skills intelligence! In this blog, we’ll explain how building a skill taxonomy can help you overcome talent shortages and skill gaps and acquire future-proof application development and business application skills for your organization. Let’s get started! Table Of Content - Three ways to tackle the shortage of qualified Application Developers & Business App Users Understanding changing job roles Investing in developing real-time visibility Assessing your organization’s overall skill proficiency - Emerging Application Development skills and how you can develop them - Final Thought
Campus hiring season is right around the corner, and it’s time your organization strategizes its next campus hiring strategy.
Since its inception during the Third Industrial Revolution, Digital Transformation has evolved from data and machine learning to encapsulate new technologies and their associated skills.
As speculations go, AI is meant to take over most of our menial and repetitive tasks in the future. But can the same be said about Talent Acquisition?
A significant chunk of today’s digital market comprises companies with software, applications, or platforms as their primary offering and seek individuals that can help develop innovative and cutting-edge solutions.
Gone are the days when technical knowledge and academic qualifications were the only factors considered during recruitment. Nowadays, employers seek candidates who can apply their knowledge to practical situations.
