Improving your talent development and internal mobility


Avencia support Learning and Development in several ways, from designing and delivering technology enhanced early careers talent acquisition programmes, through to aiding improvement in internal mobility through technology driven skills inventories and skills matching AI. 

Customised technology applications enable internal talent pools to be developed, allowing in-house Recruiters, HR, or Learning and Development practitioners to quickly identify potential job matches internally and use a bespoke internal application process to fast-track employees. Features could include guaranteed interview programmes, customer questionnaires, and personalised email communications. 

Automated skills-based matching features work by comparing the skills defined with your job to the candidate's experience and skills. Resulting scores are made available for recruiters to view at different points within the screening and selection process. 

AI aims to save recruiting teams time during screening, particularly for high volume jobs. The solution also enables recruiters to quickly identify and review the highest matching candidates, reducing the risk of missing out on a top candidate, and delivering relevant pools of matched candidates. 

To find out more about how Avencia can support your business in talent development and internal mobility, contact hello@avenciaconsulting.com 

Comments

Post a Comment

Popular posts from this blog

Avencia Asks: Carina Barclay

Image
This week’s Avencia Asks blog is with our Recruitment Business Partner, Carina Barclay. Carina provides an exclusive insight into her day-to-day life working ‘onsite’ as an MSP (Managed Service Provision) Recruitment Business Partner and what her role involves.   Carina, tell us about yourself; how long have you been working at Avencia and what first attracted you to the role? I joined Avencia in 2019 and have worked in the recruitment industry for 14 years. I started my career in a recruitment agency before moving to internal recruitment in 2009, and it was here that I was introduced into the world of Recruitment Process Outsourcing (RPO).   I was first attracted to Avencia as I had previously worked with their parent company Oliver James. I liked the way that they worked and that Avencia was a start-up that had the backing and security of the long-established Oliver James Group.   I had also crossed paths with Avencia’s Co-Founder Charlie Gordon in my previous role, and...
Read more

Avencia Asks: Bianca Pennington

Image
This week’s Avencia Asks blog post features Bianca Pennington, Avencia’s Principal Resourcing Consultant. Bianca, tell us about yourself, how long have you been working at Avencia? I studied Law at Liverpool University, and upon graduating decided not to pursue the traditional legal path, and instead embarked on my first role in IT recruitment in 2001 and never looked back! I joined Avencia’s parent company, Oliver James, in 2008 as their 19 th employee, specialising in Risk and Compliance within the London market for 12 years. In August 2020, I joined Avencia and can honestly say the past year has flown by. It has been a pleasure to see the business go from strength to strength and be part of an exciting new chapter within the RPO space. You previously worked as part of a recruitment agency; how does this differ to working as part of an outsourced solution? The main distinction is that an agency role is 360 degrees, involving both candidate interaction and business development across...
Read more