Today's pace of technological acceleration has pushed organizations to consider alternative ways of identifying high-potential talent. While hard skills and technical expertise are important to meet immediate business demands, more companies are incorporating soft skills into their markers of candidate-fit: not just with external candidates, but also with internal employees who might have the potential to be reskilled and redeployed. From an employer perspective, this increases the likelihood of a solid long-term match between candidates and roles; from an employee perspective, it helps ensure that they are continually engaged in jobs that are aligned to their inherent strengths.
This is the modern talent marketplace, enhanced by leveraging soft skills to give a holistic view of high-fit talent that is consistent across internal and external pools. How can we start to build this framework within and across organizations? We invite participants to share their practices, plans, and hopes for how soft skills can be better evaluated and used to gauge the potential of both internal and external talent.
This session aims to surface the following takeaways:
Senior Vice President, Human Resources
SVP Human Resources - Talent Acquisition
United Overseas Bank