Competency Based career paths
I created a career pathing program designed to promote visibility into “what’s possible”.
Leveraging actionable employee feedback through the annual engagement survey we set out to develop a full scale career pathing program packed with resources for both employees and managers alike.
Designed as a multi-phased approach our partnership model established a universal currency rooted in competencies to show how an employee can map their desired career path. This approach highlights demonstrable behaviors that show up when an employee is ready to take the next step in their career. Embedding throughout the employee lifecycle showcases how we add to the employee value proposition.
*This graphic is the model I designed and implemented for an organization.
Multiple hurdle Selection Model
I’ve designed selection strategies that identify highly qualified talent and reduce time to fill.
Identifying and mapping the appropriate employee selection model requires a great deal of thought and planning. After all, the system should be designed with the end goal in mind “to identify high quality candidates who will be a positive addition to your organization”. The key is to ensure each phase of the process provides utility, reduces bias, and promotes a fair an equitable experience for all candidates.
When business leaders, talent teams, and human resources cross collaborate to design sound selection strategies, you will see net gains in business outcomes. I’ve personally worked with a foodservice distributor where we reduced employee turnover and increased employee engagement scores over a two year period. The improvements were astounding when we realized over 600k in savings to the organization. Such a rewarding experience!
*This graphic is an example of a selection process I designed for a high volume seasonal hiring initiative.
Talent ACquisition Dashboard
I’ve designed real time executive dashboards to roll up critical data/metrics and provide valuable insight.
Understanding the state of important initiatives and having access to current data is key to driving effective performance. We’ve all had an urgent request from a a leader asking for a status update. We sit down, begin to run our reports and realize “this is going to take much longer than anticipated”. Building scalable solutions that can be accessed real time are critical and with the availability of tools on the market today can be achieved quite efficiently.
Here is a mock up of a Talent Acquisition pipeline dashboard similar to those I’ve designed for several organizations over past few years. With views like these you can customize the experience based on the user and provide relevant information for their department. Of course there are endless KPIs that can and should be measured to gauge the health and effectiveness of your recruitment efforts and candidate experience such as time to fill, applicant completion rate, offer acceptance rate, candidate diversity, cost per hire, etc.
*This graphic is a mock up dashboard I created using Smartsheet which is a powerful work enterprise management platform that can integrate with many Human Resources Management Systems (HRMS) via their open API. Many HRMS also include these capabilities and another avenue for robust reporting and metrics visualization. There are many use cases for these types of dashboards such as measuring results of L&D initiatives, performance management & succession planning, etc.