Design customized itineraries from reskilling with 100% data-driven training
With the dynamism that today's reskilling plans require
Make more strategic decisions about your equipment
Having a snapshot of the talent within the organization is the first step to know what skills and competencies to prioritize in customized development processes, before thinking about a talent recruitment process.
Identify and eliminate skill gaps effectively
Recent studies show that 87% of companies are experiencing skills gaps or will do so in the coming years. Working now to close these gaps will make your organization more competitive and gain opportunities.
Maximize the potential of your talent
Increase your team’s performance and productivity with our AI-based SaaS technology and our consultants. Today, only companies with the right people in the right roles can succeed in an environment that demands agile and innovative responses.
Key to success: Artificial intelligence + objectivity
With The Wise Seeker, our AI-based software for talent validation, we extract information from the profiles we evaluate in each process.
Our entire model is based on the objectivity provided by the veracity of the information. We have more than 300 evaluations, we can validate 800 subjects distributed among a hundred of knowledge among the most demanded profiles. We have more than 2,500 questions to assess knowledge in 12 competencies.
We trust in the veracity of the information guaranteed by the technology we work with.
The evaluation process is divided into 3 stages and requires the involvement of the entire team.
Skill-Based Methodology
Stage 1: Role characterization
In this phase, we survey the essential professional roles with their associated skills that exist in the organization and characterize them based on the particularity that the company may have.
It is very important to define soft and hard skills for subsequent evaluation.
Our SaaS platform incorporates an AI that completes the profile with the soft skills that companies demand for each of the roles.
We currently have +150 professional roles
Stage 2: Evaluation and discovery
Once we have obtained the roles and their skills, we evaluate the collective of employees to discover the gap that exists in both ideal positions and skills.
Subsequently, the process that monitors the evaluations is defined for each department and the evaluation is launched, allowing sufficient time for employees to complete it.
The individual taking the test will have to respond and make decisions. Depending on the correct/erroneous decisions and answers, the test adapts the level of difficulty. Once the results are obtained, we analyze the behavior of the individual within the collective for reference purposes.
Stage 3: Development
The last stage involves joint preparation with the HR team to determine the specific action plans for each group. (Training plans, internal movements, reorganization, hiring, promotions or retrospectives).
Our algorithm allows us to identify the courses related to the questions we have generated in the knowledge assessment phase.
