Guide workforce planning through skills supply and demand visibility
A TalentsForce use case showing how skills supply and demand visibility helps workforce planning move from reactive response to clearer workforce action.
TalentsForce
Prepare employees for AI skills through personalized learning and shared progress tracking
Prepare employees for AI skills with personalized learning, role-based skill requirements, and shared progress tracking for managers and HR leaders.
Continuous learning inside the organization with learning recommendations
💡1. A meaningful share of workforce skills is now changing within a 3–5 year window, and AI is making that cycle even shorter for many roles. 2. Continuous learning builds adaptability, improves retention and internal mobility, strengthens the leadership pipeline, and makes the business more capable of absorbing change
2027 recruitment trends HR leaders should prepare for now
Explore the top 2027 recruitment trends for HR leaders, including AI in hiring, skills-based recruiting, internal mobility, candidate expectations, quality of hire, and talent intelligence.
Best talent intelligence platform for 2026 compared
Compare the best talent intelligence platforms for 2026, including TalentsForce, Eightfold AI, Gloat, Phenom, Beamery, and Fuel50 for skills-first hiring, mobility, workforce analytics, and AI.
Fill critical roles through internal matching and guided learning
Prepare your organization for future critical role vacancies by building your internal capability to fill them now for tomorrow.
Identify and close skills gaps early through the skills supply and demand dashboard
TalentsForce helps organizations identify skills gaps earlier by comparing skill demand and workforce supply in one view, so learning and workforce planning teams can act with more confidence.
The 7 types of talent mobility and why they matter
Talent mobility includes more than promotion. Learn the 7 main types of talent mobility, what each one signals, and why they matter in workforce planning.
Internal mobility is becoming a primary growth channel for companies
💡What’s in this article: 1. Internal mobility is a repeatable way to assemble the right capability fast, without waiting on external hiring cycles. 2. It improves execution speed, innovation throughput, and growth economics when skills are visible and opportunities are transparent. 3. Most programs stall because skills data exists
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How many requisitions should a recruiter manage? The real answer might surprise you
The number of requisitions a recruiter handles can greatly impact the quality and efficiency of the hiring process. But how many are too many?
Hidden Talent Reflects a Gap in Workforce Visibility
Skills duplication and inconsistent definitions break trust in workforce data. Learn how a Talent Intelligence Platform unifies skills to drive action across HR workflows.
Reskilling and upskilling are about creating new competencies, not just learning
This piece is a practical view of how to make reskilling and upskilling create business impact, instead of creating the feeling that “we’re doing the right thing.”