Tech Assessment Engine

About The Hackathon:

Anheuser-Busch InBev, commonly known as AB InBev, is a Belgian multinational drink and brewing company. For Technology, Analytics, and Operations roles, AB InBev wanted to hire top tech talent, exclusively women to #breakthebias against women in tech.

The hackathon was giving an opportunity for women in tech to learn how to use data, technology, and machine learning to solve real business problems. Further, AB InBev wanted to identify people who can innovate and create scalable solutions that can be implemented across ABInBev GCC India.

About The Hackathon:

Anheuser-Busch InBev, commonly known as AB InBev, is a Belgian multinational drink and brewing company. For Technology, Analytics, and Operations roles, AB InBev wanted to hire top tech talent, exclusively women to #breakthebias against women in tech.

This e-book compiles insights from tHRob – Yaksha eVALU@E webinar featuring guest speakers Sahil Nayar, (Senior Associate Director at KPMG), Ms. Annapurna A., (Head of HR & Admn. of Fime India Private Limited) and Sindhu Kalyanasundaram, (Director of Sarva Happiness and Ignite Akademi).

Key Takeaways

Here we collate some answers to questions related to strategy, culture, and policies that will help organizations not just attract and engage but also continue retaining top talent.

• HR is currently facing the tug of war for talent. Only employee-centric strategies are going to help them win. • Look within the organization for talent and cross-skill them to fit the new role • An employee who is engaged has one intrinsic trait – that is the sense of belonging • Knowledge can help you talk but skill sets help you deliver • Organizations that allow work to be measured on results and not how many hours you logged, are the organizations that are seeing the best of talent work for them • We’ll know the priorities of the person only when we connect with them. Then we’ll automatically find moments of truth or moments that matter where we can create an impact.

For a variety of reasons, candidate experience is critical to your organization, yet it’s a consideration that many firms neglect during the recruiting process. The fact is that failing to provide a favorable candidate experience may cause serious and long-term damage to your company’s reputation.

What is candidate experience? So, after seeing how you handle candidates, a positive candidate experience will make them feel good about your organization. A better candidate experience may encourage them to tell others about their positive thoughts, which will help you develop your reputation. A negative candidate experience, on the other hand, can cause candidates to lose trust in you as an employer and a brand.

Furthermore, the candidate experience does not end after someone is hired. As your new recruit transforms from candidate to employee, induction and onboarding are equally critical for providing a great candidate experience.

A learning and development strategy is a document that outlines an organization’s plans for learning and development activities. The purpose of an L&D approach is to ensure that the organization has a clear plan for learning and development that aligns with its overall business strategy.

The benefit of having a plan for effective L&D Strategy:

It helps to identify the training needs of employees – what areas need improvement? What skills are lacking?

A well-crafted L&D strategy can help to improve employee productivity and motivation

It provides a roadmap for the organization’s L&D initiatives, which helps to ensure that all activities are aligned with the organization’s overall goals

It can help to improve communication and cooperation among different departments within the organization

A well-executed L&D strategy can lead to cost savings for the organization by helping to optimize training resources and avoid duplication of efforts.

A learning and development strategy is a document that outlines an organization’s plans for learning and development activities. The purpose of an L&D approach is to ensure that the organization has a clear plan for learning and development that aligns with its overall business strategy.

The benefit of having a plan for effective L&D Strategy:

It helps to identify the training needs of employees – what areas need improvement? What skills are lacking?

A well-crafted L&D strategy can help to improve employee productivity and motivation

It provides a roadmap for the organization’s L&D initiatives, which helps to ensure that all activities are aligned with the organization’s overall goals

It can help to improve communication and cooperation among different departments within the organization

A well-executed L&D strategy can lead to cost savings for the organization by helping to optimize training resources and avoid duplication of efforts.

A learning and development strategy is a document that outlines an organization’s plans for learning and development activities. The purpose of an L&D approach is to ensure that the organization has a clear plan for learning and development that aligns with its overall business strategy.

The benefit of having a plan for effective L&D Strategy:

It helps to identify the training needs of employees – what areas need improvement? What skills are lacking?

A well-crafted L&D strategy can help to improve employee productivity and motivation

It provides a roadmap for the organization’s L&D initiatives, which helps to ensure that all activities are aligned with the organization’s overall goals

It can help to improve communication and cooperation among different departments within the organization

A well-executed L&D strategy can lead to cost savings for the organization by helping to optimize training resources and avoid duplication of efforts.

HR professionals like you know all too well that time to hire is a critical metric for success. The faster you can find the right candidates for your tech teams, the sooner you can add value to organizational projects. However, hunting down the best tech talent can be a challenge. While the sourcing itself can be time-taking, it can still be streamlined by using various methods.  

However, the biggest obstacle in reducing hiring times is the availability of Subject Matter Experts (Often the reporting managers of these tech roles/Delivery Managers/Tech Managers) SMEs for both screening and selection process.  For hiring tech talent, the HR professionals need SME’s inputs to create skill assessments for screening. Moreover, once the screening is done, matching the schedules of SMEs for interviewing candidates becomes a herculean task.  

And as time progresses, candidates lose interest in the role and they move on to other opportunities. The most obvious solution to this is getting more SMEs involved but that would mean more investment of their time and money.  

The need of the hour is a scalable solution that will not only help you hire faster with minimum involvement from SMEs.

HR professionals like you know all too well that time to hire is a critical metric for success. The faster you can find the right candidates for your tech teams, the sooner you can add value to organizational projects. However, hunting down the best tech talent can be a challenge. While the sourcing itself can be time-taking, it can still be streamlined by using various methods.  

However, the biggest obstacle in reducing hiring times is the availability of Subject Matter Experts (Often the reporting managers of these tech roles/Delivery Managers/Tech Managers) SMEs for both screening and selection process.  For hiring tech talent, the HR professionals need SME’s inputs to create skill assessments for screening. Moreover, once the screening is done, matching the schedules of SMEs for interviewing candidates becomes a herculean task.  

And as time progresses, candidates lose interest in the role and they move on to other opportunities. The most obvious solution to this is getting more SMEs involved but that would mean more investment of their time and money.  

The need of the hour is a scalable solution that will not only help you hire faster with minimum involvement from SMEs

Consulting and customizing skill-assessments:

Challenge: SMEs need to help HR managers/professionals understand the skills and technologies needed for the job roles and associated tool chain for assessments.  

Solution: Consulting SMEs or customized assessments using the in-house expertise of assessment providers. Yaksha has 8000+ SMEs across multiple technologies and tech stacks who can help create customized assessments on Yaksha’s smart assessment platform according to the JDs and job roles of the organization.

Using assessments helps you screen effectively and reduce time taken to screen in volumes.

A learning and development strategy is a document that outlines an organization’s plans for learning and development activities. The purpose of an L&D approach is to ensure that the organization has a clear plan for learning and development that aligns with its overall business strategy.

The benefit of having a plan for effective L&D Strategy:

It helps to identify the training needs of employees – what areas need improvement? What skills are lacking?

A well-crafted L&D strategy can help to improve employee productivity and motivation

It provides a roadmap for the organization’s L&D initiatives, which helps to ensure that all activities are aligned with the organization’s overall goals

It can help to improve communication and cooperation among different departments within the organization

A well-executed L&D strategy can lead to cost savings for the organization by helping to optimize training resources and avoid duplication of efforts.

A learning and development strategy is a document that outlines an organization’s plans for learning and development activities. The purpose of an L&D approach is to ensure that the organization has a clear plan for learning and development that aligns with its overall business strategy.

The benefit of having a plan for effective L&D Strategy:

It helps to identify the training needs of employees – what areas need improvement? What skills are lacking?

A well-crafted L&D strategy can help to improve employee productivity and motivation

It provides a roadmap for the organization’s L&D initiatives, which helps to ensure that all activities are aligned with the organization’s overall goals

It can help to improve communication and cooperation among different departments within the organization

A well-executed L&D strategy can lead to cost savings for the organization by helping to optimize training resources and avoid duplication of efforts.

How to apply Skill Ontology Framework for talent acquisition and transformation?

Attracting ‘Top Class Talent’ is one of the most challenging tasks that HR Managers and business leaders face. Finding the right individuals for diverse tasks is a difficult and costly procedure. If HR recruiters want to keep the best employees, they must be aware of the obstacles they must face.

Skill Ontology should be the scope of ‘Talent Analytics,’ because there is more accountability and emphasis on skills, the impact on the business could be positive.  

HR team have an excess of tools and technologies at their fingertips today, data-driven approach is based on specific, measurable job-relevant skills and criteria. Let’s learn how a data-driven approach when paired with powerful assessments helps to create proactive hiring tactics and improve the quality of hire and its benefits.

Imagine getting an image of the ideal employee to assist your firm in identifying top talent and the greatest match for your team, or being able to anticipate a candidate’s performance and identify future leaders. While most businesses have access to enormous volumes of data, only a small percentage of them make the best use of it in them recruiting strategy.

Skill ontology is a categorization of abilities to create a common matrix of skills by drilling down the requirements needed for each job role rather than using generic terms and vague descriptions.  

The goal of skill ontology is to save recruiters’ time and effort while improving the precision with which potential candidates are identified. Skill ontology can also be used to find learning needs by identifying skill gaps and competency levels. As part of team building and career planning procedures, it might affect the requirements for training, education, and learning opportunities.  

How does skill ontology work?

Building skill ontology has never been easier thanks to cutting-edge technologies and smart assessments. There are also organizations which work on mapping millions of skills based on job postings, resumes, social media profiles, and other sources. They can match data from resumes, performance reviews, and job descriptions in those expanding databases to infer capabilities for the current workforce.

They can validate these capabilities by taking an inventory of employee skills and competency levels once they’ve recognized them. This step in the measurement process might help you understand the strengths and weaknesses of your team.

Skill ontology is a categorization of abilities to create a common matrix of skills by drilling down the requirements needed for each job role rather than using generic terms and vague descriptions.  

The goal of skill ontology is to save recruiters’ time and effort while improving the precision with which potential candidates are identified. Skill ontology can also be used to find learning needs by identifying skill gaps and competency levels. As part of team building and career planning procedures, it might affect the requirements for training, education, and learning opportunities.  

How does skill ontology work?

Building skill ontology has never been easier thanks to cutting-edge technologies and smart assessments. There are also organizations which work on mapping millions of skills based on job postings, resumes, social media profiles, and other sources. They can match data from resumes, performance reviews, and job descriptions in those expanding databases to infer capabilities for the current workforce.

They can validate these capabilities by taking an inventory of employee skills and competency levels once they’ve recognized them. This step in the measurement process might help you understand the strengths and weaknesses of your team.

Leveraging skill assessments to create a skill ontology framework

Skill assessments offer organizations with talent data about the abilities that their workforce possesses. They also look for–which abilities they require and how those skills will fit into the company’s responsibilities and opportunities. Businesses can use this information as a common thread between learning, talent, and workforce management initiatives if they can successfully quantify the skills in their employee. The technique makes use of low-cost and simple-to-use tools. Skill assessments are one of the most comprehensive Skills Ontologies, give HR Tech developers and simple applications for better skills management.

Extending the skill ontology architecture to a skill match or recommendation platform will set leading organizations apart as they can use the recommendations integrated with LMS/LXP for learning journeys. Also, they can use the data from post-training assessments to develop correlations between learning efforts and outcomes to prove the efficacy of learning.

Attracting ‘Top Class Talent’ is one of the most challenging tasks that HR Managers and business leaders face. Finding the right individuals for diverse tasks is a difficult and costly procedure. If HR recruiters want to keep the best employees, they must be aware of the obstacles they must face.

Skill Ontology should be the scope of ‘Talent Analytics,’ because there is more accountability and emphasis on skills, the impact on the business could be positive.  

Talent Acquisition Challenges

HR is facing great changes. The growing availability of simple-to-use online recruiting tools have resulted in an increase in candidate applications. As a result, recruiters and companies are becoming increasingly overwhelmed and experiencing inefficiencies in the recruiting process. The majority of HR managers are already seeking to implement skill ontology in order to improve talent acquisition and find the appropriate candidates out of a large talent pool. It enables recruiters to become faster and, most importantly, more efficient in finding and hiring the right candidates.