business
‘‘
TALKING
////////////////////////////////////////////////////////////////////
through a consistent process and you have
an output for that process then you can
more consistently understand who is the
right person for you to hire so you can make
that hiring decision quicker.
Then you have the consistency of hiring.
If you are hiring a high volume of people,
if you want everyone to have a consistent
mindset to deliver a consistent customer
experience, how do you that at volume?
If you have an output that says ‘yes, this
person leans more in the direction of the
mindset that we want’ then that is someone
that you can hire and you can take that
decision quickly.
So hiring quickly, hiring the right quality of
people, and if you have the right quality of
people in your organisation that have the
right mindset these people are more likely to
stay with your business.
So then you are into retention and retention
means reduced rehire costs, consistency
of experience, happier employees, and
ultimately that is generating higher margins.
It’s having a direct impact on the bottom line.
that individual based on a profile that the
business has created.
If you are looking for an individual who is a
collaborative engineer with particular skill
sets then you can form a profile that says
‘these are the attributes we are looking for’
and then the individual takes a test and it
will score that application and give a profile
about how close different aspects of that
person’s personality and experience will
match with the role that you are looking for.
What sort of enterprises are using
this at the moment?
something that’s been missing. If you look
at the last 30 years recruitment across any
industry is as much art as it is science and
what we are providing is the science.
Is this being used by IT companies to
attract the right people?
Absolutely. If you look at team dynamics
it’s hugely important that we have the right
people with the right skills. If you have 10
people all with the same skills and all of the
same mindset and with the same approach
that can potentially be a little challenging.
How new is Infor Talent Science?
It’s a variety. We are in a very people intensive
market so if you look across any large
enterprise, from hospitality, people working in
shopping malls, large retailers, anybody that
wants to give a consistency of experience that
is where talent science is relevant.
And this is used across all verticals?
Yes. Everyone is hiring and everyone is hiring
all of the time. What this solution does is it
puts more predictability into that and that is
42
INTELLIGENTCIO
It’s relatively new. We have just released
an update. We are in phase two. We use
it extensively across our own business to
ensure we get the right quality in place
internally and it works extremely well for us.
What are the benefits for
organisations that use it?
I think there are two key things. The first
one is time to recruit. If you can put people
How important a region is the Middle
East for your business?
We’ve designated India, Middle East and
Africa as a growth region. We foresee very
significant opportunity here because we
are seeing large organisations take that
digital leap in a way that perhaps European
and North American organisations are
going to struggle to because they are more
encumbered with legacy solutions.
We are seeing great innovation across
the customer base. We are seeing people
coming to us and asking about solutions like
talent science. If you look at Saudisation or
Emiratisation then that fits perfectly with
talent science.
It’s about enabling citizens to be more
relevant in the market place. If they start by
understanding what skills they have, how we
profile people, how we support people, that
then feeds into developing people’s skillsets
and understanding where their strengths
and weaknesses are, and how to support
them to be better employees. n
www.intelligentcio.com