A broken internal talent mobility system transforms into real-time and personalized opportunities. It’s all about unique skills and ambitions of employees.
-Andrew Saidy, VP Talent Digitization
Schneider electric – A global leader in energy management and automation providing digital solutions for efficiency and sustainability.
- Established 1836 in France
- Fortune 500
- 150,000+ employees
- 100+ countries
- Revenue 2019 – US$35.4Bn
The challenge
- In recent years, 50% attrition due to lack of visibility and access to career opportunities.
- A broken internal talent mobility system had to be fixed.
- Attract top talent with millennials poised to be 65% of the global workforce by 2025.
Key components of solution
- Partner with Gloat
Create a marketplace to disrupt the way internal jobs are posted and sought
- Opportunity posts
Hiring internal managers post projects or open positions accessible by employees
- Employees profiles
Can receive invitation to apply if the posting manager feels the employee is a right fit
- AI matches demand and supply
Real-time and personalized internal opportunities based on unique skills, experiences and ambitions
- HR intermediation
Smoothen the process along with the two managers
-Olivier Blum, Schneider’s Chief HR Officer and winner of France’s 2019 CHRO of the year award
Key outcome
What started as a pilot in the HR function with just 2,300 employees is now spread across the world with over 80,000 employees accessing the open talent marketplace.
Key data points
- 17,000+ employee hours unlocked across internal projects
- 60% employee adoption rate in 2-months of launch
- 30-seconds to get personalized project suggestions
- Profit per employee increased from $20,944 to $21,179 in one year
