Monterrey, Mexico - July 2022
cdg-Experts in Business Competencies, a leading Talent Assessment Firm in LATAM, introduces a new generation of people analytics SaaS (Software as a Service) to address talent mismatch and talent decisions among middle through c-level executives.
The opportunity across HR Platforms during the Digital Era boom and the still missing feature for talent decisions
Thousands of HR Platforms exist to serve an extensive scope of needs:
-ATS Platforms: Applicant Tracking Systems
-Employee Experience and Engagement Platforms
-Learning Management Systems
-Assessment Platforms: Assessment Center, Psychometrics, Aptitude Skills, 360º, Situational Judgement Test
-Payroll and Benefits
Nonetheless, organizations usually fail to set a comprehensive “Success Profile” in one single tool based on People Analytics for Talent Decision-Making processes
For instance, for a hiring process, the following Key Success Factors are often either overlooked or not put together in a single tool based on People Analytics for Talent Decision-Making processes
- Competencies
- Experience (i.e., Industry, Team Management) (strongly overlooked in existing ATS, Hiring, Assessment platforms)
- Technical (i.e., Certifications) (strongly overlooked in HR processes and existing platforms) (strongly overlooked in existing ATS, Hiring, Assessment platforms)
- Cultural -Fit (strongly overlooked in both existing ATS, Hiring, Assessment platforms)
Likewise, for existing employees participants either in a promotion process or a succession planning process the following Key Success Factors are often either overlooked or not put together in a single tool based on People Analytics for Talent Decision Making processes
- Performance and KPIs met
- Potential based on Competencies
- Career Aspirations (strongly overlooked in HR processes and existing platforms)
A truly unique Platform for seamless talent matching and professionalized career paths across middle through c-level executives
1- The Business Model
The SaaS platform is conceived as a standard tool included for every talent assessment service for both of the +300 active customers as well for future customers. Standard package included will be branded as "Professional Suite"
Exponential incremental revenue expected through
- Increased usage among +300 active customers; from expected 9,000 users in 2022 to +14,000 before 2025, focusing not in low-volume hiring but rather in high-volume talent mapping processes either for promotion or succession planning
- Increased market penetration in both North American and LATAM Markets; from expected +300 active customers to +500 active customers
- An "Enterprise Suite" will be available at an estimated $2,500USD/year subscription for companies willing to connect to other HR Platforms to own automated employee data and run interactive talent decision-making processes.
The asset-based consulting strongly relies on:
- A Self-Service Asset for Talent Decision-Making deployed through a SaaS (Software as a Service) capable to connect to any Assessment Technology for Talent Decision-Making
2- Main Features
The Platform will include the following features
General Features
- As an English native platform, it will be as well in Spanish available.
- As will have self-service settings to such a multiuser capability (Super administrators, Administrators, Test Takers)
- Success Profiles Catalog, each customer can load or update a customized comprehensive success profile or choose over an extensive (+120) profiles
- Competencies Catalog with leading frameworks
- Korn Ferry Leadership Architect
- Willis Towers Watson - Performance Culture Framework
- cdg Framework
- Self-Service placement orders for Assessment Center, Psychometrics WTW- Saville Assessment® and Mercer Mettl®
- Self-Service tracking for ongoing processes, an often required feature for high-volume talent assessment processes
- Self-Service for Reports Download
- API connection for required data to place on customer HR Platforms such as SAP-SucessFactors
Supported Talent Decision Processes
- 4 Processes are supported:
- Hiring Decisions (Usually low volume)
- Promotion Decisions (Usually low volume)
- Training Needs (Usually high volume)
- Succession (Usually high volume)
- For both Hiring and Talent Mapping modules a wide range of Assessment Technologies will be available to select
- Assessment Center (Internal technology)
- WillisTowers Watson - Saville Assessment® (cdg is a global partner) including a API connection available for automated scoring
- Mercer-Mettl®(cdg is a global partner) including a API connection available for automated scoring
- 360° (internal technology only available for Talent Mapping Module)
- Situational Judgement Tests
- Competency-Based Interview
- Any other input to be considered in a Success Profile
Multi-facet Deliverables with an Asset-Based Focus on Professionalized Talent Decision-Making and a remarkable experience for each supported process
- Standardized and Automated reports will include for each process
- Both Hiring and Promotion Decisions include the following interactive tools:
- Candidates Comparison (Extremely overlooked in existing platforms)
- Candidate's Projection (Extremely overlooked in existing platforms)
- Mobile Microlearning Lessons to address Skills gaps during onboarding (Extremely overlooked in existing platforms)
- Feedback Guides
- Both Training Needs and Succesion Planing include
- Group Training Needs Analysis
- 9-Box for Talent Review and Succession Planning
- Mobile Microlearning Lessons to address Competencies Gaps (Extremely overlooked in existing platforms)
- Feedback Guides
3- Tough Challenges Ahead
- cdg believes 2 main challenges are ahead:
- Awareness of value creation for existing customer base and prospects, including a shift in both inbound and outbound marketing targeting C-Level executives to adopt a non-negotiable ownership of the succession planning process, which for decades has been erroneously assigned as an HR process. For instance, during CEO transitions, Fitch Ratings examines if successors are insiders because this factor is tied to corporate governance and, therefore, the company’s credit profile,
- Evolving from a "pool of experts" in business competencies Company to an "People Analytics Company" including the reskilling and teambuidling of multi-disciplinary "Customer Sucess Teams"
Commitment and Aspirations
The platform should earn by 2026 the HR Tech Awards.
Using the Open-Exo framework for exponential organizations, cdg believes to achieve the following state of the attributes:
- Algorithms—As a People Analytics company, cdg is committed to the ownership of algorithms required to connect any existing Assessment Technology and connect to any HR Management Platform with seamless data accuracy
- Interfaces- Deliverables, and the experience those create, are the focus on the Asset Based Consulting era
- Community and Crowd- Both user reviews and hr managers experiences will be addressed to align our community with our Massive Transformation Purpose: Seamless Talent Decisions with a new generation of People Analytics
