How Schneider Electric Launched an AI-Powered Open Talent Marketplace

Case Study

Schneider Electric’s Open Talent Market

Background Schneider Electric is a global leader in energy management and automation providing digital solutions for efficiency and sustainability. Established in 1836, the company has over 150,000 employees with a presence in over 100 countries.

Schneider prides itself on the use of cutting-edge technology in the fields of Digital Transformation, Energy Management and Automation in homes, buildings and data centers. Olivier Blum, Schneider Electric’s CHRO and France’s 2019 CHRO of the year, views internal mobility, career development and employee satisfaction as key to the company’s future, which has been deeply ingrained in the company culture globally

Our mission at Schneider Electric is to ensure that Life Is On for everyone. This promise extends to our own employees, offering them various opportunities for growth within Schneider.”

Andrew Saidy,VP Talent Digitization

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Andrew Saidy, VP Talent Digitization

Our mission at Schneider Electric is to ensure that Life Is On for everyone. This promise extends to our own employees, offering them various opportunities for growth within Schneider.”

Schneider Electric’s Open Talent Market

The Challenge As Schneider Electric continues to grow, they strive to stay on the cusp of not only innovation in their domain of energy management and automation, but also in business productivity, human resources, and workplace happiness. The company’s mission is to ensure that “life is on” for everyone, everywhere, at every moment. This promise extends to their own employees so the challenge was to empower their employees to reach growth opportunities within the company at any moment, wherever they’re located. 

In recent years, around 50% of employees who left Schneider stated that their reason for leaving was a lack of visibility and access to career opportunities within the organization. Schneider Electric understood that internal talent mobility was one of the main challenges, driving talented individuals to embark upon their next endeavor outside of the company. 

The stakes are even higher considering the new demographics of the company, as well as today’s workforce. Millennials are now the largest generation in the workforce with Generation Z on the rise, and Schneider Electric is no exception. The need for more agility, career growth, and preventing stagnation in rigid roles is more important than ever. The company challenged themselves to streamline internal talent mobility, increase employee retention, and be a more attractive employer for external talent.

Schneider Electric’s Open Talent Market

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PERCEIVED LACK OFVISIBILITY AND ACCESSTO CAREER OPPORTUNITIES

MILLENNIALS CRAVEAGILITY, GROWTH,

AND LESS TIME IN A ROLE

+

Why Open Talent Market?

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NEW EXPERIENCES

Choosing a solution As a technology company, Schneider looked to Artificial Intelligence to match the supply and demand of talent in their organization. After evaluating various companies from small startups to large solution providers, Schneider chose Gloat’s InnerMobility solution, specifically because of its “agility, customizations, and strong, unbiased AI”, says Andrew Saidy, VP Talent Digitization.  “InnerMobility offered us future language capabilities that other solutions didn’t, not to mention a dedicated and engaged product and technology team supporting us each step of the way.”

The InnerMobility solution Gloat’s InnerMobility solution enabled Schneider Electric to launch an internal talent marketplace called Open Talent Market. 

InnerMobility uses Artificial Intelligence to identify highly personalized open opportunities across Schneider Electric for each employee in real time based on their unique skills, experiences, and ambitions. With only a 30 second time investment from employees, Gloat’s AI learns each individual’s unique professional profile and pairs it with a spectrum of available opportunities across the organization, from part-time projects to full-time positions and mentorships.

Schneider Electric’s Open Talent Market

Posted by William Kidd

HR Content Expert for Digital ExperiencesFlagship 2020

Positions

Posted by Marisa Dorothea

Finance Manager for project Future LeadersLeague 2019 Organising Team

Projects

Mentored by Marcelle MasaruBe a mentor for Janina Barbel

Mentorships

InnerMobility’s wide spectrum of career opportunities

How it works The platform is a two-sided talent marketplace. Managers can post open projects and positions and are then presented with diverse Schneider employees whose skills and interests could be a good fit for the opportunity. Simultaneously, employees fill out their profiles and add in their aspirations and professional interests. They then receive instant recommendations of career opportunities.

Employees gain on-the-job learning for specific skills of interest, helping them achieve their professional goals and design the career they want at Schneider Electric, while managers get a smart and diverse supply of internal candidates for all of their opportunities, saving them the time and effort of combing through hundreds of candidates, resulting in millions saved annually.

Schneider Electric’s Open Talent Market

Create profileEmployees create their profile in less than 30

seconds

AI kicks inInnerMobility pairs

employees with relevant career opportunities

It’s a match!Employees apply to their favorite opportunities and push their career forward

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AI and its data processing power provides full visibility to all opportunities across the global organization, providing unprecedented transparency across areas of business. This ultimately democratizes both access to opportunities as well as the way talent is developed at speed. “The InnerMobility solution finds matches for specific roles in 15 seconds or less compared to three or four weeks for human talent managers,” Andrew Saidy, VP Talent Digitization explains.

Results Achieved  The marketplace was rolled out gradually starting with 2,300 people in HR, then expanding to larger population of 15,000+ employees in United Kingdom, Ireland, Singapore and North America during 2019. 

After only two months, the platform already had a 65% adoption rate with 70% of all roles posted. Schneider Electric successfully assigned over 150 employees to new roles, unleashing 17,229 hours in hidden capacity in only just a few months. “Our employees love the process, and managers found someone they’ve never thought of”, says Saidy.

Schneider Electric’s Open Talent Market

15Seconds to get

personalized suggestions

81% Of employees would

recommend InnerMobility

+17,000Unlocked hours across

internal projects

65%Adoption rate in less

than 2 months

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Gloat Inc.120 E 23rd StNew York, NY 10010, USA

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Schneider Electric’s Open Talent Market