Bridging the Talent Gap


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Talent gap is also known as a skills gap, where there are more jobs than qualified people to fill them. Nancy Martini, President & CEO at PI Worldwide sheds some light on the most important things to fill the talent gap using job analytic tools that let you understand exactly what the job needs in this exciting Slidecast

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  • That completes our review of fourth quarter and full year 2006 results I would now like to turn your attention to our Investor Day presentations…..
  • Bridging the Talent Gap

    1. 1. The Talent Gap Talent gap is also known as a skills gap, where there are more jobs than qualified people to fill them The United States talent gap is real, big, and getting bigger by the moment The US Department of Labor Statistics says that there is a 20% gap in bodies that are needed to fill the key management roles and the actual needs of businesses today 1
    2. 2. Steps to overcome Talent GapStep 1• Have extreme clarity around the job description• Ask what is the role that you’re trying to fill?• A deep understanding with some human analytics around job analysis of what the behavioral requirements are for the position• Make use of PRO, a job analytic tool that lets you understand exactly what the job needs 2
    3. 3. Steps to overcome Talent GapStep 2• Solve the talent gap by taking some data from job description and PRO• Match this data with your existing employees or probable candidates. This is known as fit gap analysis• Understand what is your target and then match people accordingly• It is important to understand behavioral assets to know where that person is coming from naturally and see how it fits with other skills, knowledge and abilities that they built over their career• As you fill the talent gap, it’s important that the people you have are equipped to succeed 3
    4. 4. “Hire for drive, teach skills” Step 3• We can’t inject or teach drive such that a behavioral assessment gives you the information about the drive that person comes to the table hardwired with• The skills are then the pieces that you layer on top of a behavioral assessment• The most important thing to fill the talent gap is to take all of your people, whether they’re new hires or existing team members, analyze who you have, get a clear understanding of the job description and their PRO’s• Understand what does the job require, the people that you have and then layer that with skills to help them succeed 4
    5. 5. ConclusionUltimately, the talent gap is not a numbers game; it’sinvesting in your people to give them everything thatthey need to be a resource for you and yourcompany. 5
    6. 6. Thank You For Joining US Thank you!Questions? | @piworldwide More Information: 6
    7. 7. Nancy Martini,President & CEO PI Worldwide 7
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