As we come to the end of a challenging year fraught with disruption, the context in which HR teams acquire and manage their talent has also been altered. What was once deemed to be an incremental evolution towards the future of work and a change in workplace dynamics, has now shifted through the gears faster than anyone could have imagined.
As this process has accelerated, so has the desire to automatically extract and measure skills when sourcing for opportunities, both externally and internally. Not that skills haven’t always been important, but they have now been shunted into the spotlight as the new currency of talent to adapt to the new market we find ourselves in. To delve deeper into this topic, Avature just held the first in a two-part webinar series analyzing how skills management can be enhanced with AI.
So what is driving this, when the emphasis for so long has been on assessing and matching job experience and education why now is there so much interest in skills?
What Are Skills?
To first answer this question it is important to ascertain what a skill is. According to Deloitte, skills are defined as “the tactical knowledge of expertise needed
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