The classical career path of a consultant usually starts upon graduation from university and, after a couple of years, leads from a “Junior” position to the level of a “Senior Consultant”. With increasing work experience, the attrition risk of an employee also increases – mostly due to a job transition to employers in other branches. Considering the cautious historical hiring schemes during and after the financial crisis, competency gaps in the “middle management” are now developing and the labor market is not able to supply suitable profiles.
To close these competency gaps and to prevent them in the future, EY has decided to utilize modern instruments for data analysis. At the same time, the strategic workforce planning process needs to be adopted to changing conditions, especially with arising diversity discussions.