A talent marketplace is a highly connected, intelligent, and transparent talent management system.

Simply put: Colleagues are empowered to own their development, while employers gain an agile pipeline of ready-now talent with the right competencies and skills to deliver on business priorities and challenges.

Step 1. Define your talent Northstar

Building a talent marketplace starts with your organizational needs. Ask yourself:

✦ What is our talent marketplace trying to accomplish?

✦ What is the future of work at our organization?

✦ What skills do we have today? What skills do we need tomorrow?

✦ Do we have the jobs of tomorrow defined?

✦ What do we want our employee experience to be like?

Step 2. Involve your colleagues

✦ It could be listening sessions, focus groups, or taking a co-design approach with your employees to design and deliver your talent marketplace.

Step 3. Source for a technology solution

✦ An off-the-shelf HR tech solution will afford you the ability to provide a robust user interface (UI) and, most importantly, it will give you access to your vendor’s significant consulting expertise in implementing it.

Embark on a journey of transformative talent management with Playhunt. Revolutionize the way your organization identifies, nurtures, and harnesses its most valuable resource – its people.

1️⃣ TALENT FLOW PRINCIPLES are important to provide guidance, a common language and consensus on the purpose of a Talent Marketplace, yet these guardrails are not enough to ensure readiness of individuals, teams, leaders/ managers and the organization......

2️⃣ TALENT MARKETPLACES need to be ATTRACTIVE. Like any marketplace where you want to taste new flavors, connect with new people, explore new experiences, a talent marketplace needs to attract talent to engage in it....

3️⃣ TECHNOLOGY User friendly (front end and back end) technology can enable a vibrant talent marketplace and make it more fluid and agile.....

4️⃣ FIT FOR PURPOSE?: talent flow is time boxed, a gig starts and ends....

5️⃣ KEEP IT HUMAN. Talent flow as an idea....yet it could also result in new taylorism where the head determines (work packages) what the hand executes.

Essentialism is about doing less but better, cutting out the noise (all that is non-essential) and focusing on what will really help you achieve your goals. Essentialist is quite frankly the breath of fresh air we all need.

How to Incorporate Essentialism into Recruiting?

“If you don’t prioritise your recruiters, someone else will”

Realise that your people are your biggest investment: ensure they have the tools and tech they need, not only to succeed, but to adapt these tools in a way that works best for them.

“Do less but better” – How much time do you and your team waste on mundane admin tasks? The answer is probably too much time, right?

“Eliminate distractions” 1. Encourage your teams to set aside time each day where they can turn off notifications and focus without interruption;

2. Ensure your operational data is clean, correct and free of duplicates.

“Learn to say no”. It protects your ability to prioritise for you, for your recruiters and for your business.

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