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Talent Matching, Talent Blending and Job Creation.

Talent matching and blending are strategic processes that help address skills mismatches and facilitate job creation. Talent matching involves researching applicants' skills and matching them to job requirements, while blending brings together a diverse workforce. Both aim to improve skills utilization and human capital development. By identifying and placing talent where needed, they can reduce unemployment while talent blending introduces diversity and knowledge transfer, boosting productivity, innovation, and job commitment. Together, talent matching and blending are key to addressing skills gaps that hinder job creation.

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76 views

Talent Matching, Talent Blending and Job Creation.

Talent matching and blending are strategic processes that help address skills mismatches and facilitate job creation. Talent matching involves researching applicants' skills and matching them to job requirements, while blending brings together a diverse workforce. Both aim to improve skills utilization and human capital development. By identifying and placing talent where needed, they can reduce unemployment while talent blending introduces diversity and knowledge transfer, boosting productivity, innovation, and job commitment. Together, talent matching and blending are key to addressing skills gaps that hinder job creation.

Uploaded by

kitmos1
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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Talent matching, talent blending and job creation.

Talent consists of those individuals who can make a difference to organizational performance
either through their immediate contribution or, in the longer-term, by demonstrating the highest
levels of potential.

Talent matching means doing a little background research before hiring to make sure applicants’
skills, adaptability, values, enthusiasm, and goals match with those required for their roles within
the economy. On the other hand, blending talent refers to an approach to talent management that
seeks to recruit and retain employees with diverse skills, backgrounds and working condition
preferences in light of the organizational objectives and needs. Yet job creation is the process by
which the number of jobs in an economy increases often intended to reduce unemployment.

Creating more and better quality jobs is key to boosting growth, reducing poverty and increasing
social cohesion. At the national level, job creation requires a stable macroeconomic framework
coupled with structural policies that encourage innovation, skills and business development.

Despite increased spending on education and training and increasing educational attainment,
many countries are experiencing a persistent gap between the skills needed in the labour market
and those offered by the workforce. For example, globally around one in three employers say
they have trouble filling vacancies because of the lack of appropriately skilled applicants
(Manpower Group Survey, 2013). At the same time, over 73 million young people across the
world are unemployed (ILO, 2015). Skills mismatch exacts high economic and social costs at all
levels (individual, business and government) and is both a result and a contributory cause of
structural unemployment.

Talent matching strategic and systematic process that enables training providers, young people,
policy-makers, employers and workers to make better educational and training choices, and
through institutional mechanisms and information resources leads to improved use of skills and
human capital development. This has helped to avoid potential gaps between skills demand and
supply which has been a key driver for unemployment.

Demographic changes influence labour supply in different ways in developing and developed
countries. In developed countries the population is ageing, while in developing countries large
numbers of young people are entering the labour market every year. These come with new
employment skills and innovation ideas which attract investment and create jobs, while older
workers continue to learn and upgrade their skills. Talent matching facilitates the identification
of these skills and talent in addition to finding appropriate sectors where they are mostly needed.

With globalization and trade liberalization, the availability of suitably qualified workers has
become a determining factor in many foreign investment decisions. At the same time, labour has
become more mobile internationally, and large numbers of people migrate to where jobs are
available. These changes increase the demand for portable skills (for example, in intercultural
communication and foreign languages) and skills in adapting and maintaining new
technologies, in marketing, and in achieving quality assurance in compliance with international
standards, especially among internationally trading industries. Talent matching facilitates the
availability of such talent investment destinations there by creating opportunities for investments
and job creation or filling job opportunities.

Technology development and innovation increase the demand for higher-level skills, and
accelerate the rate of change in skills demand. STEM (science, technology, engineering and
mathematics) and ICT (information and communications technology) skills are important not
only among the most highly skilled, who contribute to innovation, research and development,
but also among skilled workers who are instrumental in the operation and maintenance of new
technologies. Talent matching identifies and places such talent where it is required reducing
institutional unemployment.

Finding and attracting talent has become the critical issue for many organizations. Leading
companies are turning to the blended workforce composed of dedicated internal employees and
external talent as the solution that bridges the talent gap. Now that talent is matched blending
talent enables introduces diversity in the workforce which facilitates knowledge transfer. This
creates the potential for companies to boost productivity, drive innovation among workers which
increases job commitment, retention, providing job security and reducing unemployment.

In conclusion talent matching seeks and appropriates talent while talent blending ensures
appropriate use of talent and are both key in addressing skills mismatch as a factor that hinders
job creation.

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