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Talent Mobility
AI-powered recommendations to discover, develop, and prepare talent for critical roles
Get Started with Talent Mobility
Discover Talent
- Introduction to talent discovery
- Handle search exceptions in talent discovery
- Use the growth profile to make better decisions
- Use natural language search in talent discovery
- Discover talent in your organization
- Understand search results in talent discovery
- What you can do after discovering the talent
Manage Talent
- What is STAR
- What is a critical role
- What is critical talent
- Mark a role as critical
- What happens after marking critical roles and talent
- Mark a talent as critical
- Identify critical roles
- Introduction to talent pool
- Best practices to use the talent pool effectively
- Add members to a talent pool
- View members in a talent pool
- What you can do after adding members to a talent pool
- Export talent pool members
Plan Succession
- Introduction to talent pipeline
- Explain stages in a talent pipeline
- Explain readiness statuses in a talent pipeline
- How stages differ from readiness in the talent pipeline
- Create a talent pipeline
- Manage a talent pipeline
- Deactivate a talent pipeline
- Configure stages in a pipeline
- Configure readiness statuses in a pipeline
- Add candidates to a talent pipeline
- Add candidates to a pipeline from talent discovery
- Manage candidates through pipeline stages
- Manage readiness status in a talent pipeline
- View candidates by pipeline stage
- View candidates by pipeline readiness status
FAQs
- Can I delete a pipeline in talent mobility? Is there a way to delete a pipeline in talent mobility?
- What does the activity section show in the growth profile?
- What happens after deactivating a pipeline?
- What happens when a critical role has no successor?
- How do you turn a critical flag into a succession action?
- How often should you review pipelines, pools, and critical roles?
- What happens when vague searches are entered in talent discovery?
- What should admins do after finding the right talent?
- How are discovery results ranked?
- How to review a candidate from discovery?
- How to prioritize pipelines for critical roles?
- How to identify critical roles?
- How to review development context before moving a candidate in a talent pipeline?
- How do aspirations and career paths influence mobility decisions?
- How do skills and competencies support talent decisions?
- How to identify gaps before moving talent?
- How to use a growth profile to support mobility decisions?
- How to spot critical roles without pipelines?
- How do admins identify gaps in the succession pipeline?
- How readiness differs from stages?
- Why to use a pool instead of a pipeline?
- Why is readiness not enough without stages?
- Why do not admins see the right talent in talent discovery?
- How do I support backup readiness with structured development?