The best way to answer this is with some examples. Let’s take three examples here: Talent redeployment, contingent work/projects, and upskilling/reskilling. Talent redeployment. Just for example, with a Talent Intelligence Platform, a company can successfully redeploy employees whose current jobs are impacted by a reduction in force. AI is used to see the potential each person has to succeed in a new internal job, perhaps even in a different department they’ve never worked in. Talent redeployment has been used to save thousands of jobs and millions of dollars. It reduces severance costs and hiring expenses. It also increases productivity by retaining current employees, and contributes to morale by demonstrating the best effort to preserve jobs. And it’s the right thing to do. Contingent work and projects. Companies without a Talent Intelligence Platform will call a temp firm to find a person to do a task, even if multiple employees in the company’s own workforce could have done the project. There has been little attention paid to the ability of internal employees to find projects at their own companies. With a Talent Intelligence Platform, a company can offer a Project Marketplace. AI matches employees to projects based on employees’ capabilities, their interests, and the needs of a project. Managers can use the same AI to find capable internal employees instead of going externally. Employees use skills they have but don’t get to use much in their day jobs. Employees get to create, and deepen, relationships with colleagues not in their regular departments or teams. For employees who might consider leaving for a new challenge, this resume-building opportunity provides them another reason to stay. For the company, instead of spending money and time searching for and training a contractor or temp, managers can engage existing employees who already understand the organization’s tools, processes, and culture. Upskilling and reskilling. Employers use Talent Intelligence Platforms to view the capabilities of their workforce. Talent leaders can see how their workforce measures up to competitors. And, the talent-management team can see who in their network, whether it is an employee, past employee, past applicant, or a contingent worker, has the potential to move into new, emerging growth areas for the company. This provides a competitive advantage that can only be unlocked by using the most advanced artificial intelligence, with a deep understanding of millions of skills and capabilities. These are just three of many examples of how AI helps talent management.