What is talent intelligence?

Talent intelligence is fast becoming a recruiter's trusted tool to increase recruiting efficiency. It helps fill in the gaps, so you spend less time finding quality candidates and more time attracting them.

Recruiters rely heavily on data and insights to identify patterns and what is and isn't working in their hiring strategy. For example, identifying skill gaps helps them determine the type of candidates they need to target. Managing employee churn determines why people leave the company. Recruiters need this data to make better hiring decisions.

But how do you use this data without hours of manual effort?

This is where talent intelligence comes in. Put simply, it's a scientific method for collecting, analyzing, and compiling a wealth of candidate data at every stage of the employee lifecycle into comprehensive reports to drive informed hiring decisions throughout the hiring process.

Why you should bake talent intelligence into your recruiting strategy

You're not the only company looking for high-caliber talent. You may be competing with big tech companies and high-growth startups. So how do you stand out from the crowd?

Opt for data-driven rather than instinct-driven recruitment and consciously engage with your employees. Prospective or existing employees alike will want to work for your company if they know you’re willing to invest in them. Talent intelligence allows you to do this.

Suppose you have the bandwidth to collect talent data in-house. You can use your existing candidate search tools, CRMs, Google Analytics, and salary comparison tools to collect relevant talent data, including:

• Skills gaps and talent shortage analysis
• Talent acquisition metrics
• Candidate experience metrics
• Diversity and inclusion metrics

How to use talent intelligence to drive value

Talent intelligence can shed light on difficult questions, such as why your company is prone to employee turnover and how to get your employees to stay. The deeper you dive into talent data, the better prospects you get.

It helps you analyze which parts of your hiring process need improvement and is working successfully. You can then start addressing talent shortages, internal policy changes, new employee retention activities, manager reviews, and more.

Here’s how to get started.

Predict your hiring needs

Finding skilled candidates in a planned hiring environment is challenging enough but almost impossible when a vacancy unexpectedly opens up. Your entire recruiting team has to work hard to fill this position. Rash decisions can make you end up hiring candidates without the needed skillset.

Read the full report here