Email: connect@itsyourskills.com

Data is Truth; HR needs to speak Data

  In God We Trust, All Others Bring Data – is a powerful dictum articulated by Deming HR can improve its credibility with data – from within its organization and that from the market. I wish to present data that I find could be useful for the HR fraternity – data from market, related to people...

Getting useful data on skills from recruitment process to improve recruitment

Recruitment Process-challenges Lot of effort is spent on recruitment by every company. The recruitment process involves several stake holders such as the Hiring Manager, internal recruiters, external recruiters, job boards, candidates, interviewers and HR. There is lot of information that is generated and processed in the whole process. However, very little of this information is really...

Need for a Skills Taxonomy

Fuzzy nature of Skills and the challenges Skills is the most important resource of human beings, organizations and nations. Every individual, organization and nation desires to nurture and capitalize on skills. Skills is fuzzy. There are no clear definitions of what it means. And different people use different words or phrases such as talent and...

Need for a common universal skill structure

The two key documents with regard to skills are resumes and job descriptions. Then there are others such as appraisal forms, interview evaluation forms and so on. All these documents, particularly the job descriptions and the resumes, are all unstructured and lack common and universal skill structure. This lack of common format for presentation, poses...

Importance and challenges of long tail of skills profile in any organization

Today’s organizations are far more complex than they used to be. Businesses require expertise in more than one area. This leads to organizations employing people with several different skills profiles. Gone are the days when we had a large number of employees with similar skills sets. Skills profiles are diverse and there are many skills profiles...

Integrating and simplifying the talent life cycle in organizations

Talent Life Cycle – current scenario There are too many disparate systems in organizations on the same thing i.e. talent. There are different systems for recruitment, performance appraisals, training, resource deployment, career development or succession planning. There are two very significant problems with these disparate systems. One, maintaining disparate systems drains time and other resources....

Analytics in Talent Acquisition – the attributes challenges

Talent Acquisition Analytics – The challenges Analytics in Talent Acquisition is extremely challenging and is not the same as it is in other domains. One of the challenges is “attributes”. When attributes are clear then we get good results from analytics. But in the case of recruitment the attributes are not clear, they are vast...

Managing Skills Inventory in companies, why it is difficult and what can be done

Managing Skills Inventory and the challenges Skills Inventory is a very important data resource for companies. Knowing what skills that employees possess and the proficiency levels in them, how they are deployed, what skills are available and what skills are deficient and such are valuable information that immensely impact businesses. The management of skills inventory...

How to get the Hiring Manager to become realistic in fulfilling their requirement

It is finally the recruitment team or HR that faces the flak for not being able to hire for open positions. Their job is extremely tough – sourcing the right profile that the Hiring Manager wants. Many times the hiring does not happen because there is unreasonable expectation. One expects a set of combination of...

What is skills shortage really?

I read so much about skills shortage. Every nation seems to face it. Every business leader frets about it. HR is frustrated that it is not able to fill the open positions. When I think about it, skills shortage is not shortage of skills as such, but shortage of ability to hire. Let us say,...