Talent management technology has come a long way in recent years. I can still remember seeing a demo for a technology solution back in 2014 and the salesperson was so proud of the fact that I could copy and paste data into the system. By the way:

  • It wasn’t searchable.
  • You couldn’t run reports.
  • You couldn’t export anything.

There was no way to actually USE the data in there, but I could put it in if I wanted. Sigh.

Anyway, today I am sharing a really fun podcast interview with you, featuring a recent conversation with Carsten Busch, CEO of the Talent Management Business Unit, and Laura Fuller, Country Sales Manager US for Lumesse. In the conversation we not only talked about how technology has become incredibly user friendly and more employee-focused, but about some of the age-old talent questions that companies face every day, such as why managers are willing to hire an external candidate even when there are perfectly qualified internal candidates available to take the job. Carsten’s answer to the question was phenomenal and I was taking notes because it will be my new default answer to that common issue.

Additionally, Carsten and Laura talk about the shift in technology from the static, administrative-focused versions mentioned above to the talent-focused systems that Lumesse and other companies are developing today.

Also, at the tail end I mention how you can get one of my upcoming pieces of research entirely for free by signing up here for a webinar I’m doing with the team at Lumesse. Here’s the gist of what the webinar will be about:

The June edition of HR Magazine has a feature that focused on how some companies like Gap and Siemens are trying to create development opportunities that connect candidates and employees to the firms for a long period of time. The double benefit of this kind of development is that if businesses can drive retention, then they get the value of a more productive workforce for a longer period of time. This is the incredible value of talent mobility, and that’s the focus of the webinar and this upcoming piece of research.

I hope you’ll join us for that session, and I’d love to hear your thoughts on the podcast as well. It was a really fun conversation.

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