Work Intelligence for people leaders and decision-making

As people leaders, we're tasked with solving complex problems. We execute at speed and accuracy. We lead and inspire talent. On top of daily activities, one aspect has become increasingly complex. Accessing the live data needed to effectively hire and retain talent.

Think about supply chain, technology, finance, product, marketing, and sales departments. These are all critical areas of a business with products that let leaders understand their current state. Where they have gaps. Where they have opportunities. They have data-driven intelligence to inform decisions and predictions.

That leaves only the workforce strategy and people space behind. The 2022 PwC survey reported that 39% of leaders find insights and data analytics to be their biggest challenge. But there is a change coming. The shifting world of work has placed talent at the top of the value chain. People leaders now shift from gut instinct to data-driven decision-making.

Across industries, the investment in enterprise AI infrastructure is increasing at scale. Hiring managers and leaders need the right systems to make critical decisions with speed and agility. They must remain competitive. They must react to the current talent market.

The rise of Work Intelligence is becoming the key for leaders. They thrive in an environment that demands more visibility, planning, and meaning.

AI capability is compounding. Work visibility is not.

What is Work Intelligence

Work Intelligence integrates insights about your entire talent ecosystem. The skills, capabilities, experiences, career aspirations, performance, demographics, learning needs, and development opportunities of internal and external talent. It builds a unique picture of your organization at a macro level.

"Work Intelligence will revolutionize how people leaders work. It will also create more equitable and impactful organizations by ensuring no one is hidden. The new world of work will be designed with inclusive, data-driven decision-making. Every people leader will have a workforce strategy that they report to shareholders on."

Siobhan Savage, CEO and Co-Founder, Reejig

What this does for you as a leader

The acceleration of work has meant talent professionals now solve multiple problems at once. The sheer volume of open roles means recruiters are stretched. Often to breaking point. This creates a vicious cycle. The stress of high workloads convinces hiring managers to leave. They become candidates themselves.

1. Anticipate needs and gaps

Now you think about your people's needs differently. You understand the skills you have. You target the skills you need in the future. You see where skills exist in the marketplace. Where competitors are growing or investing. Where your workforce is heading.

Work Intelligence elevates the strategy behind sourcing and reskilling talent. With full visibility, you make deliberate decisions. You know where to invest time and resources over the next few years. And what you'll get in return.

2. Drive career growth and retention

Employees want to be understood and supported by their leaders. They seek career growth and investment more today than ever. A Work Operating System acts as an expert career coach. It gives you the information to guide employees to their potential.

Think about a one-on-one with your most valued employee. Instead of walking in empty-handed, you know how likely they are to leave. You have a career map of all current opportunities that match them. You offer pathways to grow in the future. Think about the experience you create when you have this information.

3. Hire faster, hire right

Heading to market today is harder than ever. The talent landscape has shifted. Talent is mobile, global, and in demand. But with a Work Operating System, you know exactly what skills you need. Knowing what you need makes you deliberate and targeted. You know where to look and who to approach.

You see who has the skills you need. How much they cost. How engaged they are with your company. Minutes after posting your vacancy, you have a diverse, targeted shortlist. People inside and outside your company who fit. Now you focus on a meaningful candidate experience. Not on finding them.

What Work Intelligence does for your organization

• Plan the shape of your workforce. See the leading indicators that forecast recruitment needs accurately. Understand which departments are ready for growth. See your current skills composition. Predict and solve future skills shortages before they happen.
• Manage attrition and turnover. Know exactly who is at risk of resigning. Take steps to mitigate that risk. Focus on engagement. Identify different career pathways. Give your most valued employees more meaningful opportunities.
• Understand the flow of talent. Start mapping workforce trends. Understand where new recruits come from. Where employees go when they leave. Who's acquiring critical skillsets.
• Track your DEIB performance. Measuring diversity, equity, inclusiveness, and belonging is key. Gain visibility to understand, track, and report how you perform against internal DEIB targets.

The Work Operating System. Critical infrastructure for humans and agents in the AI era.

Reejig is changing the way people leaders accelerate decision-making. We create a competitive advantage for our partners. We help them achieve their talent and business goals. Reejig provides Work Intelligence that acts as the operating layer for your organization. It gives you the data to source new roles, predict change readiness, recommend future pathways, and nudge talent to new opportunities.