Intelligence · Skills intelligenceThe right people for the request.
What a request asks for next to what your people can do, so you see where the match is missing.
What you get
What it gives you.
Skills intelligence is the Dashly module that compares what a request asks for with what your people can do.
Match per request
Requests with suitable people, and the requests you don't have them for.
Certificates on time
You see what expires soon, and who is already scheduled with an expired mandatory certificate.
More widely deployable
Who you can redeploy, and which training adds the most extra deployability.
One example
From signal to action.
This is how one question runs through Dashly: you see what's shifting, why, and what to do about it.
You see it
Every system shows its own piece. Dashly puts them side by side, on your definitions.
You know why
The model exposes the cause, across your systems.
You act on it
A suggestion that fits the cause. You approve.
Why, and what next
Who fits where, and who doesn't.
Which requests do we have no suitable people for, and why not?
- Which skill or certificate is most often missing for the requests we don't fill?
- Who almost has that skill, or could get it with training?
- Where does targeted recruitment close the gap faster than training?
What you doTrain for the scarce skill or recruit specifically for the role, and record skills at intake.
- Skills intelligence
- Capacity intelligence
- Recruitment intelligence
Who can we redeploy when a placement ends?
- Which placements end within four weeks, with no decision?
- Which open vacancies match the skills and experience of those people?
- Would a short training course make someone more widely deployable?
What you doRedeploy before the current placement ends, or discuss an extension if that's a better fit.
- Skills intelligence
- Capacity intelligence
- Demand intelligence
Do we have the skills our strategy needs, and who is next in line for critical roles?
- Where is the gap between required and available skills, per department and job family?
- Which critical roles have no named successor?
- How many vacancies do we already fill internally?
What you doName and develop successors, and train or recruit for the skills with the biggest gap.
- Skills intelligence
- Capacity intelligence
- Recruitment intelligence
In the model
What it's made of.
Steering question: do I have the right people and certificates for the requests?
Match and scarcity
What a request asks for next to what your people can do. Which skills are becoming scarce, and which requests go unfilled because of it.
Certificates
Certificates such as VCA (Dutch safety certificate), driving licence and languages, with their expiry date. A mandatory certificate must be valid on the day of work.
Profiles and development
How complete profiles are, which skills are confirmed by work or reviews, and what training delivers.
From your systems, for example
ATS, scheduling, reviews and training records. For corporate, also your HR system and talent reviews.
- Job requirements per request
- Skills and certificates, such as VCA, driving licence and languages
- Worked shifts per role
- Reviews
- Certificate expiry dates
- Training
Steering
What you do with it.
Every number comes with something you can adjust. We set the threshold with you, based on a baseline measurement.
Train for scarcity
Training for the skills with the biggest shortage.
Renew certificates
Schedule renewal before the expiry date.
Block without a certificate
Don't schedule a shift without a valid mandatory certificate.
Redeploy
Find a new assignment before the current one ends.
Enrich profiles
Record skills at intake and after shifts.
Succession for critical roles
Name and develop successors.
Only for Corporate and enterprise
How we work
We set it up, you approve.
Dashly AGI, our digital colleagues, sets up each layer. A data manager reviews it with you if you want. Nothing goes live until you approve.
Connect
Your systems connected: flowing in automatically, with history, monitored.
Model
The model set up on your definitions: what counts as a placement, hire or worked hour.
Validate
We check the numbers against your own and explain the differences.
Live
Only once the numbers add up: in dashboards, in your own AI, or both.
Quick answers
Everyday questions.
From your own systems, on your definitions.
- Which requests do we have no suitable people for?
- Which skills and certificates are becoming scarce in our pool?
- Who can we redeploy when an assignment ends?
- Which training adds the most extra deployability?
- Do we have the skills our strategy needs, and who is next in line for critical roles?
Connected to
Everything connects.
All modules run on the same foundation and the same keys. That way you see how they affect each other.