This is your easiest everyone participates in the first 60 seconds win. Kick off with a location-based question, and StreamAlive plots answers live on a world map-so your room instantly feels real and social. How to use it in Talent Marketplaces training: - Icebreaker (classic, works every time): Where are you joining from today? - Make it topic-relevant: Where is your Talent Marketplace currently live (or planned)-which city/country? - Experience-based variation: Wheres your biggest internal talent pool located? - Future-focused: If you could hire or redeploy talent from anywhere on earth, where would you pick? Trainer tip: If youre running this for multiple cohorts, reset the map each session so every group gets their own were all here together moment.

Rating Polls are perfect when you want a quick pulse check without a long discussion. People just drop a number in chat, and you instantly see the distribution and average. Use it at the start to shape how you teach: - Rate your current Talent Marketplace knowledge from 1 (brand new) to 10 (I could teach it). - How mature is your internal mobility process today? 1 = chaotic, 10 = well-oiled machine. - How confident are you that managers will support internal moves? 110. Use it mid-session to keep attention: - After explaining matching/AI recommendations: How clear was that? 110. Use it at the end for instant feedback: - How confident are you to explain Talent Marketplace value to a stakeholder now? 110. Trainer tip: When you see a split (some 2s and some 9s), say it out loud. That contrast creates instant relevance: Cool-this means well keep it practical and not assume everyones already bought in.

Talent Marketplaces can trigger very different reactions-HR might be excited, managers might be nervous, employees might be skeptical. A word cloud lets you surface that honestly and quickly, using 12 word answers. Great prompts to use: - When you hear Talent Marketplace, whats the first word that pops into your mind? - Whats the biggest blocker in your org? One or two words. (Examples youll see: Managers, Time, Politics, Data, Trust) - What do employees want most from internal mobility? (Examples: Growth, Visibility, Fairness, Opportunity) - What does good matching mean to you? (Examples: Skills, Interests, Potential) Trainer tip: Use Combine Similar Answers so manager and managers dont split the vote. Then react to the biggest word: Okay, managers is huge-lets tackle that head-on with a rollout plan you can actually use.

Talking Tiles is where you go beyond one-word engagement. People type real thoughts in chat, and their responses drop onto the screen as tiles-super visual, super lively, and it feels like everyones contributing at once. Use it for real-world Talent Marketplace moments: - In one sentence: what impact could a Talent Marketplace have on your role or your clients programs? - Whats the biggest risk youre worried about if internal mobility increases? - Describe a time internal movement went wrong (or right). What happened? - If you had to sell this to managers in ONE line, what would you say? Trainer tip: After tiles come in, group them live: Im seeing themes: manager resistance, skills visibility, and fairness. Lets tackle each with a simple playbook. That I see you feeling keeps chat flowing.

Power Polls are your secret weapon for making ILT feel customized-even if youre teaching the same deck for the 10th time. Ask a multiple-choice question, show results live, and then teach to what the room actually cares about. Poll ideas for Talent Marketplaces training: - What do you want to focus on most today? 1) Business value + ROI 2) Skills framework + data 3) Adoption (employees + managers) 4) Governance + guardrails 5) Implementation roadmap - Whats your biggest adoption barrier right now? 1) Managers hoarding talent 2) Low employee trust 3) Weak skills data 4) No time/process 5) Unclear ownership - Which use case are you building first? 1) Internal gigs/projects 2) Mentorship 3) Internal roles 4) Learning-to-opportunity matching Trainer tip: Once the winning option shows up, say: Alright, you picked it-so were going to spend real time on this, not just a quick slide. People pay attention because they helped steer.

You know that moment when you ask for a volunteer and nothing. Winner Wheel fixes that by randomly selecting someone from people who participated (commented) during an interaction. How to use it in this training (and keep it friendly): - Drop ONE challenge youve seen with internal mobility in chat. Im going to spin the wheel and have someone expand for 20 seconds. - Type value if you want to share your pitch to leadership. Ill spin for a volunteer. - Share your rollout audience: HR, Managers, or Employees. Wheel decides who gives a quick example. Trainer tip: Make it low-pressure: If you get picked and youd rather pass, just say pass-no big deal. People are way more willing when they feel safe.

Quizzes are perfect for Talent Marketplace concepts because there are a few common myths youll want to correct. Set up multiple choice options, let people vote in chat, then reveal the correct answer. Quiz questions you can steal: - Whats the primary goal of a Talent Marketplace? A) Fill jobs faster B) Increase internal mobility and opportunity visibility C) Replace the LMS D) Track performance reviews - Which data is most critical for matching? A) Job titles only B) Skills (plus interests and aspirations) C) Office location D) Years at company - Whats the biggest reason Talent Marketplaces fail? A) Too many opportunities B) Lack of manager buy-in and adoption C) Too much learning content D) Employees are not interested Trainer tip: Use the wrong answers as teaching moments: If you chose A, youre not alone-many leaders start there. Lets talk about why opportunity visibility is the actual engine.

Rating Polls are perfect when you want a quick pulse check without a long discussion. People just drop a number in chat, and you instantly see the distribution and average. Use it at the start to shape how you teach: - Rate your current Talent Marketplace knowledge from 1 (brand new) to 10 (I could teach it). - How mature is your internal mobility process today? 1 = chaotic, 10 = well-oiled machine. - How confident are you that managers will support internal moves? 110. Use it mid-session to keep attention: - After explaining matching/AI recommendations: How clear was that? 110. Use it at the end for instant feedback: - How confident are you to explain Talent Marketplace value to a stakeholder now? 110. Trainer tip: When you see a split (some 2s and some 9s), say it out loud. That contrast creates instant relevance: Cool-this means well keep it practical and not assume everyones already bought in.

In Talent Marketplace sessions, questions come fast-and theyre usually important (policy, fairness, governance, change management). StreamAlives Q&A automatically detects questions from chat and organizes them so youre not scrolling and missing things. Ways to run it smoothly: - Park-and-answer: Drop questions anytime. Ill pause every 10 minutes and clear the list. - Theme-based: Ask your questions now-then Ill answer top ones under Adoption, Data, and Governance. - Objection handling round: What would a skeptical manager say? Put it in chat as a question. Trainer tip: When you answer, say the persons name and read the question out loud. People feel seen, and others are more likely to ask theirs too.

If youre a training agency, youre probably running this session more than once-so analytics is where you level up fast. StreamAlive shows you minute-by-minute engagement, interaction performance, chat replay, and who your most engaged participants were. How to use analytics after a Talent Marketplace ILT: - Find the drop-off minute: If engagement dips during governance slides, youll know to break it up next time with a poll or tiles. - Prove value to clients: Share interaction results (like top barriers, readiness ratings, chosen priorities) as a quick insights recap. - Identify champions: Your Fantastic Fans are often the people who could become internal advocates-flag them for follow-up. - Improve your Run of Show: Compare cohorts-did Quiz moments spike engagement more than lecture segments? Now youve got data, not guesses. Trainer tip: Send the report to your email and reuse it as a client-facing voice of the room summary. It makes your training feel measurable, not just delivered.