Over the past six months the Seera team have worked diligently on refining our core messaging to ensure it resonates with the people we can help the most; organisations wanting to increase the efficiency in talent management (both cost and time).

Central to this refined messaging has been to lift our value proposition from the “how” of competencies frameworks, to the “why” of recording Skills as Data instead of Words, and the many individual and business problems that solves.

"You can't manage what you can't measure", my latest article focuses on how a 'Skills as Data' approach can assist in understanding workforce capability and closing skills gaps.

Are you looking to recruit in the near future? Check out my latest article that focuses on the benefits of a Data-Driven Recruitment model. #data #recruitment #hr #hrtech #diversity

See how POETRY should lead your HR process transformation!

In my last blog titled 'What are competency frameworks and why are they important?' I covered the basics of competency frameworks and their benefits, in this article I focus in on tools that assist organisations implement competency frameworks across the entire employee life cycle.

Recently a friend applied for a mid-level management role at a leading retail brand. She was very excited at the opportunity as she held the company in high regard due, in large part, to their Employer branding efforts, but then this happened!

With the worst of COVID-19 hopefully behind us in Australia, we need to focus on getting people back to work. More than ever this must address the perennial issue of skills and diversity in our workforce.

Competency frameworks allow organisations to assess their entire workforce fairly and objectively by removing the subjectively of conventional free text based Position Descriptions, CVs, and Performance Reviews.

The following article discusses the fundamental elements of competency frameworks and some of their organisational benefits.

The COVID-19 pandemic has made clear the benefits and efficiencies of working from home, although it has also presented a new set of challenges around ensuring everyone has a safe and productive environment to work from whilst at home.

In my last blog series titled 'My Journey to Seera' I reflected on some of the tactics Readify used in our early days to attract and retain elite consulting talent. One of these was the option to work flexibly, including working from home. So I thought I would provide some tools to help other CEO's manage their teams remotely.

Thank you for your well wishes after my recent announcement of being appointed CEO at Seera, an awesome Australian software (SaaS) business. On reflection, my journey to Seera feels like it has been in the making, and almost inevitable, for nearly 20 years, so I thought I would share some insights from that journey.

When I started Transfit, targeting a significantly more diverse consulting workforce, I was determined to implement a standardised skills measurement solution as part of our workforce alignment strategy.

I left part two of this article describing how the COVID-19 pandemic not only interrupted my pursuit of a standardised talent management solution, but also bought my Transfit business to its knees.