Blue Crab Blog

The real value of a skills strategy is not the skill taxonomy. It is the experience the taxonomy creates. And in our practice, one of the clearest ways organizations have tried to realize that value over the past several years is through improved internal mobility. That is why one point matters most here: Growth Portfolio helps employees understand themselves. Opportunity Marketplace helps them move.

SAP SuccessFactors has crossed an important threshold. It’s no longer just enabling skills features. It’s enabling execution of a governed skills system.

Once an organization decides to begin a skills strategy, three foundational questions show up almost immediately: 1)Do we have a workable role architecture? 2) How are we going to map skills to roles? 3) How are we going to identify skills at the employee and candidate level?

Once an organization decides it wants to become more skills-driven, the real challenge is no longer whether the vision sounds compelling. The challenge is whether the architecture, governance, signals, and experiences fit together well enough to make the strategy real.

In Part 1 of Cracking the Skills Code, I make a simple argument: the next organizations to succeed will not be the ones with the most impressive skills taxonomy. They will be the ones that build the governance, alignment, and trust needed to make skills strategy actually work. Blue Crab lesson: moving sideways is fine. Standing still is not.

Recruiting top talent remains a critical challenge for many organizations. As companies seek faster, smarter ways to find and hire the right candidates, technology plays a key role. SAP SuccessFactors Recruiting (RCM) customers now have a powerful option to improve their recruiting processes by migrating to an AI-driven platform called SmartRecruiters. Blue Crab Consulting (BCC) is proud to announce that it has earned the SAP Certified – SmartRecruiters for SAP SuccessFactors

Hiring season has arrived and you’ve just been handed lofty hiring goals with an aggressive timeline. So, what’s next? Like many, you begin with a frantic call to your agency or media vendors. Typically, this is when questions begin swirling: Do billboards still work? Are there any hot new tools or job boards we can leverage? Which vendor should we partner with for hiring events? Is radio a viable channel? Programmatic, what is that? New phrases and technology are constantly

The typical job hunt is fraught with frustration, second guessing, and the monotony of reading one job description after another until they all seem to blend together. Job candidates are often too hard on themselves, doubting their credentials and qualifications. They may forget to dream about what job they want or ponder what job they could be qualified for, often just searching for the job they’ve always had. What if all that could change? What if the candidate experience

The last years in the HR tech space have been very exciting! Technology advances continue to positively impact employees, HR professionals and strategic objectives directed by CHROs. In many cases, HR systems for Talent Acquisition, Talent Management and Workforce Capabilities are being modernized and further integrated to create a seamless experience for HR, employees, and outside candidates. The team at Blue Crab Consulting has been part of the change for more than 15 years