Skilltype partners with UCLA to identify and develop data expertise across the university. Read more.

Feature: Talent Strategy

  • Assess Current Needs to Prioritize Training Opportunities

    The problem Many organizations have a budget set aside for training opportunities. Yet, few libraries can accurately assess training needs to ensure that funds are allocated toward the areas of greatest potential impact for short or long-term skill development.   Given the comprehensive service portfolios of many library organizations, numerous competencies and tools are essential for…

  • Develop Committees or Communities of Practice

    The problem When clearly scoped and staffed with the right people, committees and project teams provide organizations with efficient methods to distribute work while creating opportunities for staff to deepen collaboration skills.  However, finding the experts with the right blend of relevant skills (technical, interpersonal, collections, or subject knowledge) to staff a new effort can…

  • Align Employees to Organizational Priorities

    The problem In today’s landscape, companies constantly introduce new digital tools, products, webinars, and training opportunities to the library community. Given this influx, it can be challenging. Libraries and staff often struggle to align their organizational strategies and hone key skills. When library departments reorganize to meet new user needs and make optimal use of…

  • Create a Skills Map of Employee Capabilities

    The problem Libraries are rapidly changing as people retire, services require new skills, and locations become hybrid. During periods of reorganization and strategic planning, prioritizing Identifying who is capable of doing what and who is interested in learning what is high. Most libraries lack the capacity to map skills across their organization, especially against a…

  • Offboarding Current Employees

    The problem Offboarding in libraries is often overlooked in the employee lifecycle, yet it plays a crucial role in maintaining an organization’s legacy. Each departing employee carries the potential to be a lifelong ambassador for the library. However, the current offboarding process is typically fragmented, spread across various emails, forms, and documents from supervisors, HR,…

  • Build Talent Pipeline

    The problem Finding the right talent for libraries is like searching for a rare book. The moment a job is posted, the clock starts ticking to fill the role quickly and efficiently. Often, library managers find themselves in a queue, waiting to fill multiple positions without a ready talent pipeline. The challenge intensifies when HR…

  • Identify Internal Expertise

    The problem An organization’s information about the current skills, interests, and prior experience of the staff is fragmented across documents, HR systems, and spreadsheets. This makes it difficult for libraries to make system-wide plans about priorities. Nor can they identify staff with the expertise or best suited to respond to new needs from the user…