Talent Technology Platform
Spire.AI TalentSHIP® 20 Technology Platform is designed for acquiring, managing, skilling & growing Talent – it is powered by ethical, unbiased & unconventional Artificial Domain Intelligence engine
Lateral Approach for Exponential Impact
The SpiroBot™ Domain AI Engine
A powerful, ethical, unbiased & unconventional engine for Talent
Most AI focused talent systems use semantic NLP and Machine Learning technologies that learn from bias-prone data generated from historical talent operations & decisions and are therefore ethically irresponsible
Spire’s unique Domain Intelligence based AI approach is built over a decade with iterative research and strong Responsible AI principles that are ethics focused and use unbiased technology application frameworks that are particularly important to process unstructured data related to Talent
Spire AlgoRator™ is a unique ‘multi-stage fishing net’ concept based matching and ranking engine that has demolished for ever the constraint of dealing simultaneously with niche vs. generic demands and high vs. low quantity or quality of supply to adapt at run-time to needs of dynamic business context
SpiroBot™ Domain AI is language agnostic and supports cross-language contextual search and match across 104 global languages (because of non-dependence on semantic NLP)
Spire’s multi-system integration and multi-stream data unification capabilities are powered with strong enterprise service bus interface & data mediation layer that enables API or SFTP based integration models
Spire solutions are deployed in a virtual private cloud based environment and are hosted on AWS or Google cloud infrastructure with ability to host and process data based on location requirements governed by GDPR or major country specific data regulations
Spire data management, processing and deployment systems are built with privacy regulations & EEOC compliance at the core of its design with auditability built at various stages of data handling & processing
SPIROBOT™ ENGINE CAPABILITIES
The SpiroBot engine provides unparalleled capability, highly sought after by large organization with complex global business structures, to configure multiple specific business rules & operate them for different geographical units, business units or strategic programs simultaneously.
TalentSHIP® 20: Path-breaking Integrated Talent Technology Platform
For Talent Supply Chain, Reskilling and Growth
SPIRE TALENTSHIP® 20 SKILLSPACE™
Auto-Evolving & Live Skill & Career Architecture
Outcomes Expected by Visionary Clients
Visionary organisations that understand the complexities of evolving talent landscape, especially that the tango between roles and skills is becoming more and more complex to manage, use SkillSpaceTM to create a Balanced Career Architecture which ensures equivalent representation of business context as well as growth expectations of employees
Such organisations are also able to move from a role based to a much sought after Skill-based Compensation Structure that is built on continuously evolving skill framework directly linked to their talent demand-supply data
Immense Joy of Talent Focused Leadership
The new talent focused leaders are empowered by SkillScape™ unique AI based Skill Map & Career Architecture built on ‘leading’ real-time skill trends versus the traditional sample based and lagging survey-based competency frameworks offered in industry
Skill Championing by Business Managers
Otherwise lost in the maze of their day-to-day business, SkillScape™ enables business managers in championing the continuous evolution of Role-Skill Relationships in their specific domain along with emergence of new skill clusters at different proficiency levels for any role, as well as, keeps them up-to-date about the impact of such new skill trends to their business
What about me, the Talent Manager?
With SkillSpace™, talent managers are able to keep track of real-time market trends for sunrise, sunset, adjacent, near, alternate skills and much more; they can understand relationships between various skills without needing to be domain experts for such skills – interesting relationships like preceding skills or succeeding skills can also be understood in continuously evolving marketplace
Employee: “Do I need to Care?”
Yes. The biggest issue highlighted by organisations is that their talent data is either not complete or unclean to be used for any meaningful purpose. SkillScape™ enables employees as well as organisations in automatically capturing and extracting skill and competency information from various unstructured data sources created by or related to employees. The AI also guides employees to complete their skill profiles by intelligently bringing related skills to be added using gamified prompts.
SPIRE TALENTSHIP® 20 POTENTIOSCAPE™
Future Focused Proactive Gap Analysis & Reskilling
Democratized Employee Growth Environment
PotentioScape® is delivering 20% capacity increase to transformation focused organisations with simple and tactical reskilling of identified skill-gaps in their existing talent pools vis-à-vis their current roles
Organisations can push strategic realignment of ~30% internal talent pool year-on-year to accomplish business shift and talent transformation goals over a 3 to 5 year period, thus leveraging as much of existing talent as possible in the future state of the organisation
Leaders Love Building Strategic Capability
PotentioScape® is designed to provide point-in-time visibility of fitment state of an organisation’s entire talent pool to business leadership – they can take build vs. buy decisions for strategic capabilities required by their businesses
Leaders can also get real-time alerts of specific growth skills emerging in the marketplace and disrupting their businesses; alerts can be triggered to map trainable talent from existing employee base that can be leveraged to tap into such growth skills impacting core business
Business Managers: Ready for Market Disruptions?
Market disruptions can significantly impact the design of stable talent models of organisations, e.g. electric vehicles completely disrupting talent landscape of auto makers in all departments and across all levels, digital vs. brick & mortar banking, etc.
PotentioScape® enables business managers in embracing the impact of such market disruptions – whether brought to their doors voluntarily or involuntarily – by helping them redefine roles suitable to manage such disruptions as well as quick gap analysis of their existing talent pools for design of proactive learning and transformation plans
Does PotentioScape® Support L&D Professionals?
Learning professionals are limited in their current capabilities to map existing talent landscape vis-à-vis dynamic market leading skill requirement of their businesses
PotentioScape® enables learning professionals in understanding emerging, sunsetting or evolving skill clusters in the market and also identifying aggregated or individualized skill-gaps in the talent pools that they are responsible for; the aggregated skill-gaps can be clustered to design curriculums that will always be point-in-time relevant for both tactical and strategic needs of their businesses
Employee: “Am I Still Relevant? Can You Help?”
Employees are always the long tail and the last ones to learn about changes in market place and its impact on them, their roles and their career – this puts significant pressure on organizations to contain employee dissatisfaction which is largely due to lack of visibility and therefore uncertainty in the minds of their employees
PotentioScape® keeps employees current with respect to their gaps vis-à-vis their current as well as evolving roles within the organization and industry in general. This enables both the employees as well as employee focused and talent focused organizations in knowing and selecting from various learning path options that are relevant simultaneously both for business context as well as growth context of employees
SUCCESSFUL TALENT ORGANISATIONS USE SPIRE AI
TO OVERCOME TECHNOLOGY LIMITATIONS OF EXISTING TALENT SYSTEMS
Limitation 1: Identifying Richness & Relevance of a Profile vis-à-vis Demand Ethically
Talent demand (jobs, roles) and supply profiles are largely unstructured by design and hence cannot be interpreted by traditional talent solutions as well as semantic NLP and machine learning based AI
Spire Solution: Spire Richness Index™
Spire Richness Index™ is a bi-directional measure of relevance between demand & supply. This score represents the depth and richness of the ‘domain content’ in a profile vis-à-vis the ‘context of domain requirement’ in the job or role descriptions. Instead of using historical data-driven semantic NLP & ML based calculation approaches, Spire uses domain graph based calculations for breadth of domain coverage, presence, frequency & recency of skill experience and skill relationship index to derive Richness Index.
Limitation 2: Quality of Job Descriptions & Employee/Candidate Supply Data
A typical core concern of talent organisations is the availability of good quality job or role descriptions as well as sufficient and/or recent data in employee & candidate profiles
Spire Solution: Data Quality based Configuration of Search & Match Algorithms
The one-of-its-kind search & match algorithm configuration capability of Spire solves for disparity in the quality of demand & supply data across business functions and multiple talent systems in an organisation. Spire appreciates clients’ global data quality landscape contextually tied to their business processes and provides for tuning of multiple config parameters ensuring best outcome for each process of the client.
Limitation 3: A Constant Dichotomy for Selection based on Quality vs. Quantity
Whether selecting talent for niche roles or high volume generic roles, quality of talent selection is the paramount focus of any talent organisation – existing talent systems are limited in handling this dichotomy
Spire Solution: Spire AlgoRator™
Spire AlgoRator™ is a unique ‘multi-stage fishing net’ concept based matching and ranking engine that ensures high quality talent selection for niche roles as well as helps talent organisations achieve desired balance between quality & quantity for high volume generic roles. It allows talent organisations to adapt at run-time to the dynamic needs of various business functions based on their growth, stabilization or optimization focused strategies.
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GAME-CHANGING SPIRE SOLUTION CONSTRUCTS
TO OVERCOME OPERATIONAL LIMITATIONS OF EXISTING TALENT SYSTEMS
Limitation 1: High Quality Talent Lost In Oblivion
Talent organisations are stuck to straight line processing of limited supply pool due to archaic search & match technologies of existing systems, leading to high quality talent pool being lost in oblivion in their dead databases
Spire Solution: Cross-pollination with iSourcing™ & Mining
Spire iSourcing™ & Mining are unique search & match algorithmic approaches that categorises supply data into multiple active supply streams and cross-pollinates all live candidates, dormant candidates or existing employees with all demands using a rules based processing logic based on specific use case of talent operations. This ensures instant OFCCP, GDPR & EEOC compliant visibility of highly qualified profiles stuck in process-pipeline or dead databases.
Limitation 2: Unavailability of Reverse Map of All Demands Against Each Profile
All existing talent systems are demand/requisition centred and hence do not provide visibility of multiplicity of profile fitment leading to loss of high skill-worth flexible talent pool during talent identification exercises
Spire Solution: Bi-directional Demand-Supply Mapping
Spire match algorithms are designed to provide bi-directional mapping of demand and supply as a base outcome. This unique approach enables talent organisations to always be aware of the full job-match potential of each profile and provides them with an opportunity to discuss multiple demand-fitment options with each candidate / employee as well as with hiring managers thereby ensuring maximum effectiveness of Talent in their new roles.
Limitation 3: No Visibility for Skill Matrix, Capability, Capacity & Gaps Driven Planning
Due to the inability of skill fitment & gap driven processing of demands and supply in existing talent systems, talent organisations are limited in designing or experimenting with multiple talent management & deployment scenarios
Spire Solution: Skill Factorial™ & Gap Analysis
Skill Factorial™ is the Spire invention for enabling talent managers with unprecedented skill matrix based visibility of talent inventory, capability mix, capacity clusters and above all the skill gaps in an organisation. This model provides for analysis of talent clusters by geography, business units, experience level, employment type, etc. with individualised gap identification as well as open demand based or transformation strategy focused gap aggregation.