Avoiding your enterprise expiration date

In the era of digital transformation, having the right people in the right places will make or break your organization. If you can bring together data about your people and your business and map talent to the needs of your organization, you’ll better understand how to stay ahead of your competition.

Is your workforce prepared for digital transformation?


In just 10 years, the average lifespan for a company in the S&P 500 will be less than half as long as it was 50 years ago

In fact, 88 percent of the 1955 Fortune 500 already doesn’t exist.

In the era of digital transformation, having the right people in the right places will make or break your organization. If you can bring together data about your people and your business and map talent to the needs of your organization, you’ll better understand how to stay ahead of your competition.

The irony is that with more people data available than ever — 90 percent of the data in the world was created since 2016 — almost every company still relies on mapping its talent manually, if at all.

These companies simply aren’t prepared to adapt their core workforce to constantly-evolving market conditions and business priorities.

In other words, their expiration date could be coming sooner than later.

As more data is generated, the HR industry has also become increasingly reliant on distilling people down to keywords, job titles, and numeric data. The market has felt the negative side-effects of this approach and is now trying to search for more innovative ways to maximize the value of their people data at scale.

A better way to handle people data overload is to empower your business analysts — those who know your business best — to create AI models that intelligently map people data connections to reveal insights within the context of your business. Making it easier and faster for your analysts to enlist the support of the AI models they create is essential to keeping up with transformation demands in our digital economy. When this AI relationship occurs, the value HR teams can provide to their organizations is unparalleled.

Truth 1 of 5. Download the ebook to learn all 5.

To learn more about how AI is helping modern HR and talent professionals adapt their organizations for the digital era, download our latest eBook, “The Future of AI in Five Truths.”

About Vettd

One of the biggest economic data challenges of our time is this: How can organizations be more competitive by better levering technology to identifying skill gaps and star talent to fill them?  

Vettd recognized how this challenge creates massive inefficiencies throughout the HR process. Only by understanding the true value of applicants and employees, at scale, can talent management ever be aligned with the goals of the organization. 

We founded Vettd to solve this problem using artificial intelligence. Our talent classification approach quickly distinguishes star talent qualities that are impossible for humans to recognize. By leveraging deep learning applied to natural language processing, we can help organizations interpret masses of profiles and understand the value of individuals.

Vettd’s AI-driven talent classification is a quantum leap improvement in the human resource decisions that will affect the future of your organization.

Free Ebook
Talent Classification Guide
for the AI Era of HR
Download now

You Might Also Like

Should you tag resumes manually?
As part of the candidate screening process, some organizations task their recruiters with manual tagging of the resumes they review. The idea here is to increase the usability of talent databases by generating metadata manually.
4 Reasons Why Candidate Screening is Not a Human Task
Humans will always play a critical role in the hiring process, but the consistency vs efficiency challenge exemplifies why reviewing resumes is a task better suited for modern machines than modern humans.
How Talent Classification Works
Talent classification is a simple concept to grasp but can be a difficult practice to adopt without the right tools. We refer to talent classification as the process of categorizing human capital according to shared qualities or characteristics. This process helps you recognize, differentiate, and understand the talent you have at your disposal. Decision-making in talent acquisition and strategic workforce planning becomes much more straightforward with this level of insight.
All Posts