Every employee should be on equal footing when it comes to learning opportunities, internal mobility, and the chance to find a mentor. There’s now an answer to that: “career hubs.”
For years, corporations have told their workforces that they, the employees, are the ones in charge of their own careers and learning.
But employees don’t often know what to do with that information. What are they supposed to learn? What skills will be valuable for them to gain a new internal opportunity?
Unfortunately, the result of this informal approach has meant that some people hear a job’s going to come open, but others are out of the loop. And remote workers might miss hearing about a promotion opportunity when there’s a conversation in the breakroom or at lunch that they miss.
Every employee should be on equal footing when it comes to learning opportunities, internal mobility, and the chance to find a mentor.
There’s now an answer to that: “career hubs.” These are portals where employees can find mentors, coursework, new jobs, and internal projects, all based on their interests and potential.
Here’s how they work.
The platforms automatically fill in the skills that employees have, based on their current and past roles. The AI technology that’s used in a career hub might know, for example, that an experienced designer is likely to know a certain design software.
Then, employees can round out their profiles by adding any skills that aren’t already listed.
Employees can indicate the role they’d love to have next. The career hub shows the employee what skills are required in that role. It also shows the employee courses they could take to build their portfolio for that new role.
Plus, it shows them mentors. These are people who’ve both agreed to serve as mentors, and whose expertise complements the employee’s career aspirations.
The career hub also shows employees projects they can take on internally. This is the definition of experiential learning — employees can build their skills and become more valuable to their own companies at the same time.
Employers benefit from career hubs too. They finally get visibility into what each employee is capable of, so they can create opportunities to help their employees advance their careers. Turnover decreases as people look for jobs internally rather than externally. One telecommunications company saw attrition go down 40 percent in a year.
Succession planning works smarter; instead of “who’s next in line?” it becomes “who has the potential and interest in moving to this job?” Deep-learning AI, which has learned from one billion people’s careers, is the driving force.
There are also recruiting benefits. As companies build a culture and brand of career opportunity, this improves their reputation among high-potential workers who want paths to growth.
As companies plan for a hybrid future of work, this is the time to set up career hubs. Career hubs provide employees the connections to mentors, projects, learning, promotions, and other opportunities that they wouldn’t have ever known about.
The career hub isn’t a replacement for the water cooler. It’s a far more advanced and equitable system for career management.
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