Case Study: Queensland Gov

A future-focused, technology-based approach to total talent visibility and mobility in government

PSC’s challenge

The Queensland government was expanding rapidly and had an immediate need to review how existing talent was being mobilised to prevent escalation of short-term recruitment inefficiencies. They needed to address how the organisation understood what skills and resources were available within their existing Total Talent pool by developing a sector-wide view of all skills and resources present across the PSC network. The Talent Now tool needed to be easy to access, enabling employees to quickly onboard their profile and represent themselves as well as desired development opportunities to managers.

How Adepto is helping

PSC engaged Adepto in a 12-month engagement project to collaboratively design, deploy and iterate the Talent Now pilot. Partnering with the PSC, Adepto designed a phased roll-out approach to support the gradual uptake of users with a focus on driving innovation and change across the agency working group.

A qualitative and quantitative survey and reporting framework were created to gather evidence and data on embeddedness of the solution throughout the pilot followed by a review framework that was deployed across Talent Now and Adepto that routinely reviews uptake and iterates roll-out and internal marketing strategy.

Talent Now enables Queensland to locate and connect with talent efficiency, provide insight to job opportunities for short-term roles (under 12 months), and share internal resources.

Results and key developments

  • The visibility on employee’s future work preferences has led to increased cross-agency mobility for Administrative officers.
  • With the deployment of the Talent Now pilot to 10,000 Senior Executives, Specialists, and Administrative workers there have been 1041 profiles created in 2 months, with continued growth week-on-week.
  • The Public Service Commissions’ expectation is that the Talent Now solution will lead to a reduction in internal turnover as well as a reduction of recruitment time and costs; KPI’s that are being watched and measured closely as the pilot continues.
  • Over 2,300 profiles created in less than 2 years across 30 specialisations and 24 classifications