Purpose

This article lists the impact of well-defined roles in Talent Acquisition (TA) and Talent Management (TM) modules.

Audience

Talent leaders, Talent admins, HRBPs

Overview

Roles, defined through Talent Design, power both TA and TM capabilities. By integrating roles into hiring and internal talent processes, organizations achieve consistency, precision, and scalability in managing both external hiring and internal workforce development.

Talent Design is tightly integrated with TA and TM, driving hiring, assessments, upskilling, and internal mobility.

Talent Acquisition

Calibration using roles

Once roles are set up, you can enable auto-calibration or manual calibration of positions. This ensures consistent and well-defined position definitions, improving the quality of hiring decisions.

Some of the actions include - copying calibration from Roles in Global Dataset and adding skills from Top Rising Skills.

Skill suggestions enhanced by Skills Design

Throughout TA workflows, users are prompted to use standard skills when adding skills to requisitions or search filters. This ensures consistency across the organization’s hiring processes.

Talent management

Assessments

Roles act as the single source of truth for skill benchmarks on employee profiles. All skill names and their corresponding benchmarks are derived from the associated roles based on job_code matching.

Employees and managers can:

• Assess role-related skills and set proficiency levels
• Review manager's assessments for skills tied to the role
• Add and assess additional skills outside of the role
• View detailed skill definitions

Career Navigator

One of the important attributes for career paths suggestions is employee skills match to role skills. These recommendations leverage data such as title, seniority, next title predictions, and career interests.

Additional features include:

• Spotlight roles and predefined next roles using the role architecture.
• Skill gap analysis to show the skills an employee needs to achieve a desired role.

Upskilling

Employees are prompted to create development plans based on gaps in skill benchmarks defined in Roles Design. If roles are not defined, employees can still add skills to their profiles and create upskilling plans. Managers can assess these skills to support development.

Succession planning

AI-powered matching algorithms use roles as benchmarks to identify internal successors. Role-based calibration refines these recommendations, ensuring accurate succession planning.

Internal mobility

Role calibration enhances position definitions to match internal job openings with employees. This improves the accuracy of job-to-employee and employee-to-job matching, supporting career growth and organizational needs.

Job marketplace

Role calibration enhances position calibration, allowing employees to explore and match with roles best suited to their skills.

Skills standardization

For previously claimed employee profiles, organizations can enable one-time standardization of skills, leading to cleaner data and improved analytics.

Skill suggestions

Skills suggested in dropdown menus across TM workflows are aligned with Skills Design, ensuring consistent skill usage throughout the organization.

Talent analytics

AI-driven analytics provide actionable insights into organizational skills, offering both granular employee-level data and broader organizational views.