FOR BANKING INDUSTRY
Leverage data to attract and retain talents
Identify key factors to empower individuals and drive business by objectifying decisions through Talent Intelligence
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The new challenge in the banking sector:
Starting with Engagement & Experience to attract and retain the best talents
By leveraging data and analyzing the voice of talents, it is possible to gain a detailed understanding of talent behavior, engagement, performance, and trends within the organization. This information enables the identification of areas for improvement in both Candidate and Employee Experience, optimizing talent management strategies, and aligning HR initiatives with business objectives
Here are some of the key priorities concerning talent management and development for this industry:
Here are some of the key priorities concerning talent management and development for this industry:
- Engagement and motivation: The engagement of employees is crucial to ensuring an excellent customer experience and overall performance improvement. The challenge lies in creating a stimulating work environment, providing personal development opportunities, promoting a culture of recognition and reward, and addressing any talent satisfaction issues promptly to enable them to perform at their best.
- Talent and leadership management: With an aging workforce and the retirement of experienced colleagues, organizations need to plan for the future and ensure the availability of key talents to fill leadership roles. The challenge is to create talent development programs, identify internal potential leaders, and provide them with growth and career advancement opportunities.
- Compliance and regulation: Regulatory requirements are stringent and continually evolving in this industry. Organizations need to ensure compliance with laws and regulations, which can vary from country to country. The challenge for HR is to ensure that talents are consistently trained on regulations, and the organization maintains a shared and mapped culture of compliance.
Transforming data into concrete actions
Through technology, Glickon creates Talent Intelligence tools that can simplify processes, monitor and listen to the voice of every talent, objectify management perceptions, and promote a new data-driven culture within organizations.
Active data
Specific feedback can be collected, and the real collaboration network can be captured through surveys, engagement surveys, and Organizational Network Analysis.
Passive data
Corporate communication can be tracked both internally and externally by connecting Glickon to communication and collaboration tools (email, calendars, chats, etc.).
Predictive data
By leveraging the collected data, it is possible to evaluate organizational risk scenarios and predict phenomena such as turnover, attraction, or attrition.
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Why financial companies
choose us to optimize people management
By regularly conducting surveys to measure engagement and the quality of the candidate journey, leadership has the opportunity to listen to and visualize the so-called "vital signs" of individuals, especially the more hidden ones. With predictive analysis, they can understand and implement interventions to reduce resignation rates, hire or train new talents, and enhance overall business performance.
By leveraging data and analyzing the voice of talents, it is possible to gain a detailed understanding of talent behavior, engagement, performance, and trends within the organization. This information enables the identification of areas for improvement in both Candidate and Employee Experience, optimizing talent management strategies, and aligning HR initiatives with business objectives.
By leveraging data and analyzing the voice of talents, it is possible to gain a detailed understanding of talent behavior, engagement, performance, and trends within the organization. This information enables the identification of areas for improvement in both Candidate and Employee Experience, optimizing talent management strategies, and aligning HR initiatives with business objectives.
What Glickon does for you
Glickon collects information both actively (ONA surveys) and passively (emails, calendars, etc.) to provide leaders with a comprehensive view of colleague and candidate engagement, as well as productivity.
To understand, predict, and implement interventions to reduce turnover rates, develop new talents, and enhance company performance, the model is based on three elements: motivation, relationships, and skills, with four focal points: day-to-day (in everyday work), team (in relationships with colleagues), manager (in relationships with managers), and organization (in relationships with the company).
To understand, predict, and implement interventions to reduce turnover rates, develop new talents, and enhance company performance, the model is based on three elements: motivation, relationships, and skills, with four focal points: day-to-day (in everyday work), team (in relationships with colleagues), manager (in relationships with managers), and organization (in relationships with the company).
Active Surveys & Passive Data
Glickon aims to measure work and selection experience by utilizing recurring experience/engagement surveys and supporting the analysis of digital interactions through emails, chats, meetings, etc.
Platform & Insights
The platform allows for administering talent surveys autonomously and provides real-time results, analysis, and insights. Glickon is an integrated platform compatible with 170+ HR platforms (ATS and HCM).
Analytics and Reporting
Glickon combines survey data with digital traces from organizations to provide insights on attraction levers, engagement, and productivity. Our AI-based analysis can help establish a clear link between employees and revenue.
Concrete Actions
Transform human resources data into tangible improvements through designed paths to guide actions. You will be able to identify key factors to focus on, in order to develop better experiences throughout the entire talent journey.
Key statistics
-50%
Cost reduction in hiring
(Deloitte, 'HR Technology Disruption')
(Deloitte, 'HR Technology Disruption')
+15%
Increase in hiring effectiveness
(Talent Board, 'The CX Report')
(Talent Board, 'The CX Report')
+30%
Increase in talent retention
(Harvard Business Review)
(Harvard Business Review)
The voice of leadership
Giorgio De Donno
@ Banca Sella
@ Banca Sella
Vice CEO
When we conduct selection, we cannot focus on age. We need to rethink this approach in favor of a more multigenerational perspective. To do this, we need to analyze the relationships and engagement among individuals to predict the actions to be implemented.
Glickon White Paper: Uncover the Relationship between Employee Experience and Revenue
High turnover risk in high-performing teams, low trust in leadership, and financial performance. Discover the relationship between Employee Experience and company value in our research.
Listen to candidates and colleagues to define strategic actions
Help the organization achieve business goals by leveraging
people's talent through data
