Companies that think there is a lack of talent often view their employees wrongly, says Jeffrey E. Schwartz, vice president at Gloat and author with Suzanne Riss of Work Disrupted.

“We have only one flaw in a world where we assume that talents, skills and interests are fixed. Every manager today deals with the skills and abilities they need to implement their strategy. There is still a lack of talent available in the technology sector. Companies are very focused on retraining and assisting employees with internal movement. “

The Covid-19 pandemic showed companies that “we were amazed at what we thought our employees could do and what they could actually do. For companies, the question arises as to how we can create the talents we need with the people we have. And for the employee, the question arises as to how we can open up opportunities for you in jobs and projects and how we can show you the opportunities in our company based on your skills, the skills we have derived from them and your interests. If we consider your interest and your ambition, how can we fill the gaps and make this visible in our company. “

With tools like LinkedIn and Glassdoor, employees often have a much clearer view of opportunities outside than they do within their own company.

“We tell companies how many of their employees are on LinkedIn, which is easy to look up. Often it is bigger than your entire payroll because contractors list themselves as employees. “

Most people typically have three views on how to advance their careers. The first is that they can move forward within the group they are already in.

“That’s why everything is organized today.

A second is line switching, which goes from one division to another.

“If I want to switch from software to sustainability, is there a knowledge and experience gap? What do I have to learn, can I find a mentor, can I join a network to close these gaps? “

The third way is to become a manager. What are the different levels of leadership opportunities?

“Most managers think their people are what they hired them to be – but that’s just the tip of the iceberg. By applying Talent Market Dynamics with AI, we are giving our employees the ability to say, here are my skills, not just the skills I’ve accumulated, here is my LinkedIn profile, and the other question we asked explicitly is what you want to do. “