The career hub also shows employees projects they can take on internally. These are people who’ve both agreed to serve as mentors, and whose expertise complements the employee’s career aspirations. It also shows the employee courses they could take to build their portfolio for that new role. The career hub shows the employee what skills are required in that role. Then, employees can round out their profiles by adding any skills that aren’t already listed.Įmployees can indicate the role they’d love to have next. 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.

The platforms automatically fill in the skills that employees have, based on their current and past roles.

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. And remote workers might miss hearing about a promotion opportunity when there’s a conversation in the breakroom or at lunch that they miss.Įvery employee should be on equal footing when it comes to learning opportunities, internal mobility, and the chance to find a mentor.

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. What are they supposed to learn? What skills will be valuable for them to gain a new internal opportunity? For years, corporations have told their workforces that they, the employees, are the ones in charge of their own careers and learning.īut employees don’t often know what to do with that information.

Talent hub staff