The ability for organisations to effectively manage their talent can be the difference between success and failure. Ineffective talent management plans can lead to poor productivity, absenteeism, presenteeism and high turnover.
Whereas an effective talent management strategy leads to an engaged workforce, high retention of staff, increased tenure and increased creativity and innovation.
The Phoenix51 team are experts in utilising technology to help support the following areas:
- Performance Management
- Employee Benchmarking
- Identification of High Performers
- Targeted Learning Pathways and Active Coaching
- Promotion Criteria and Process
Please provide your contact details and which area you need support with and our team of experts will be in touch to arrange a consultation.
The platform’s competency framework technologies use detailed algorithms to examine your company’s culture, values and skills against tailored interview and assessment pathways.
Our team of in-house business psychologists have designed assessment pathways that test applicants against relevant job-specific tasks in a remote setting.
The platform integrates the results of key personality and ability tests for your organisation to use. With a range of psychometric tools available, such as VIA and NEO, the reports can be used for interviewing or developmental purposes.
The platform’s advanced video integration tools mean there’s no need to switch between your native video platform and the assessment technology. This creates a consistent assessment experience for the both the individual and assessor. You can also record the assessment or interview for review or moderation at a later date.
Using advanced data and talent analytics, the platform builds a full profile of each individual - from the pre-screening phase through to assessment and final interviews. This enables organisations to identify candidates’ strengths and weaknesses before taking the decision to hire or promote.
Using a data-driven digital platform to support the review procedure both enables an organisation to run a smooth process, and limits disruption to employer and employee. Decisions around redundancy and/or redeployment are based on objective observations and feedback on skills, expertise and performance.