BizReach Inc. announced on the 28th that it will begin offering a new service called “Internal BizReach by HRMOS,” which prevents talent loss by using in-house scouting.
“The in-house version of BizReach by HRMOS” is a service that helps to optimally match in-house talent with internal positions, thereby preventing talent from leaving the company.
According to BizReach, in order to prevent talent loss, it is essential for companies to engage in “internal scouting” activities, supporting employees’ career development and providing them with opportunities to succeed within the company before they show their intention to leave. To do this, however, it is necessary to accurately grasp employees’ “human resources data” such as their skills and experience, as well as their “internal positions,” in real time, and then to increase opportunities for employees to actively apply for internal positions through internal job postings, or to make direct solicitations from internal positions.
Therefore, the “internal version of BizReach by HRMOS” aims to create a company where employees want to continue working by building a database that accumulates information such as “employee skills and experience” and “internal positions,” and providing employees with attractive options and possibilities.
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Generative AI technology is used to extract the data to be entered into such a database. The service is equipped with generative AI that has learned from data accumulated over 16 years by the job-hunting support service “BizReach,” and by using its own data and generative AI technology, it can automatically generate “internal resumes” and “internal position requirements” without the need for tedious manual work.
An “internal resume” is a written record of an employee’s achievements and experience over several years, and includes a career summary and skillset written in resume format based on the employee’s work history before joining the company, transfer history after joining the company, goals and achievements, etc.
On the other hand, for “internal position requirements,” the system automatically verbalizes and suggests position requirements by inputting the position name, job type, and skills. It also meets needs such as “I want to verbalize the position requirements for this employee,” and it is possible to create position requirements based on the work history data and skills of a specific employee.
Both the “internal resume” and “internal position requirements” utilize BizReach’s know-how, so the company says it can automatically create content that meets the standards required in the job market, without being biased towards the unique skills and expressions of each company.
In this way, by building a database of in-house personnel and positions, it is possible to monitor the status of positions and quickly place and assign the most suitable personnel. In addition to managing each position, the system can also visualize and manage personnel by department, job type, and position.
In addition, human resources and departments can search for matching employees using natural words such as “someone who is good at data analysis” or “someone like Mr. A” and similar characteristics. Employees who meet the conditions can be listed, and the matching skills and points can be displayed for each employee along with the degree of match. Since the search can be narrowed down by career plans, years of employment, rank, etc. accumulated in the database, it is possible to pinpoint and extract and discover talent. In addition, it is possible to automatically extract candidates based on position, and to send internal scouts to candidate employees to lead to matching.
