In a dynamic global skills landscape where job descriptions are ever-evolving, many organizations think their talent pool is scarce on skills. It’s because they lack visibility into their workforce’s knowledge, skills, and abilities.
Employees today want more opportunities to learn and grow within their companies. So, filling a position internally must be easy, right? But how does an employee know about available opportunities, and how does a company sift for a resource internally before making costly external hiring choices.
Predictive hiring helps you choose the best people for a job by analyzing past recruitment processes using data analysis and machine learning. This method forecasts which applicants would fit a job role well. In fact, 84% of recruiting professionals feel that analyzing talent data to make decisions will become invaluable in the next five years.
The contemporary workplace is undergoing a swift transformation propelled by the escalating demand for tech and AI skills across a spectrum of job roles. This pivotal shift has brought forth Skills-First Transformation (SFT) as a fundamental organizational imperative.
In today's fast-changing job market, the traditional criteria for hiring are being challenged more than ever before. The rise of "new collar" workers — talented individuals who may not have a higher education or come from typical professional backgrounds — is changing the way we think about professional settings. These individuals bring unique skills and a fresh perspective, often finding their place in tech, digital, and various hybrid sectors.
iMocha recently hosted a gathering of industry experts to explore the concept of a 'Skills-First' approach and its potential advantages in navigating the evolving landscape of workforce management amidst ongoing technological and market disruptions. The webinar, titled "People Go Beyond Job Titles: Leveraging 'Skills-First' to Unlock Employee Potential," offered insights into talent management and how to address the challenges posed by changes and talent shortages.
Transitioning from a traditional telco model to a techco model represents a shift in the business approach, moving from providing telecommunications services to offering end-to-end technology solutions. This transformation can bring several advantages, such as increased revenue and sustainable growth. To achieve a successful transition, organizations must focus on talent management and adapt to new practices and strategies. In this article, we'll explore why telecommunications companies are making this transition and how Skills Intelligence and AI-driven skills gap analysis can support this shift.
The importance of assessing the coding skills of candidates before hiring them cannot be emphasized enough.
Amidst the ongoing deployment and expansion of 5G, alongside breakthroughs like Edge Computing and AI, the Telecom sector finds itself in a thrilling phase of advancement. However, it's important to address the fallacious claims of the industry's demise found in sensational headlines.
Talent review is the bedrock of organizations. It involves core responsibilities such as assessing the skills, abilities, and potential of employees. Naturally, talent review tools have gained a rightful position in the workplace.
Organizations must attract quality talent as part of ensuring that their organizations achieve sustainable growth. This story isn’t any different in Southeast Asia’s booming BFSI sector. As per a recent PwC report, the hiring levels in Asia-Pacific, which includes Southeast Asia, are twice as high as in the Western Region.
