Talent IntelligenceIn the first blog in this series, we laid out the various ways we examine and categorize data, the use of these categories, and the importance of — and benefits to — using that data to determine the key performance indicators (KPIs) of your talent acquisition process, as well as the metrics you use to determine the success of those KPIs. 

In this article, we’ll dive deeper into the specific tools we use to both analyze and showcase the data we uncover in ways that you can use to better attract the right talent to your organization. 

What Analytic Tools Does Talent Intelligence Offer to Clients? 

When it comes to data that’s relevant and important to your talent acquisition needs, we think it’s critical to analyze your data in comparison to the market as a whole, since this is the environment in which you’re competing for talent. A thorough, data-driven market analysis positions you to better understand your talent market and any issues you might be facing. It’s crucial to understand what the current labor market looks like within your industry, where the talent is located, who else is competing for this talent, and how they are going about attracting talent to their organizations. 

With that in mind, Talent Intelligence have several key tools we use to understand the talent market. 

  • Talent Dashboards. One of the most important tools we use is the Talent Dashboard. This data hub gives you real-time updates on your talent search, including key insights into candidates, detailed biographies for each candidate, and much more in-depth analysis into the individuals you’re considering for open positions. This tool is also completely customizable, meaning you can focus on specific criteria relevant to your search. Our Talent Dashboards also provide a dual level of transparency, in that they allow Talent Intelligence’s clients to gain insight and understanding into TI’s process while also showing the client potential roadblocks that could affect their talent acquisition process or successes. Check out a sample Talent Dashboard here. 
  • Succession Dashboards. These powerful dashboards help us map out where you are now from a talent perspective, where you want to be based on your goals, and where you could be based on the talent market. To do this, we analyze the data you have from your current workforce – performance ratings, competency ratings, assessment results, etc. – and help you develop your succession plans through either a retention or search strategy. This can dramatically cut down on lost time between when an individual leaves and the new employee begins, helping your company stay on track and continue moving in the right direction. 
  • Market Intelligence. Gaining an insight into your local labor market, as well as intelligence about any competitors that may have an influence on sourcing talent, gives you an incredible leg up in the hiring process. We’ll analyze your employer brand, giving you honest and critical feedback on how your organization is viewed by potential talent and how you compare to your key competitors. If needed, we will also perform customized research using a variety of outreach techniques to obtain data you need. For example, a fundamental question that comes up, either when a role opens up or you are expanding your business, is to should you buy (i.e. recruit) or build (i.e. develop) your talent? With our Market Intelligence analytics, we can discover what approach your competition has taken and how it’s worked for them. 
  • Job Description Analysis. Are your job descriptions effectively selling the position? Just as important, are they effectively selling your company as the right place for the right applicant? Are you portraying the key aspects or benefits of the role? How is your competition positioning themselves and their similar roles? Are the candidate qualifications, technologies and expectations for the role aligned with the talent market and/or competition? Are your job ads positioning your opening in the most attractive way, with positive and engaging, non-biased language? Understanding the answers to all of these questions, and adjusting your job postings with these in mind, can be key in not only catching the eye of key talent, but in convincing them throughout the application and interviewing process that your company is the right place for them. 

People AnalyticsMake Decisions Based on Real, Relevant Data 

Beyond these key tools, Talent Intelligence can create or utilize a wide variety of analytic resources, from data visualization software like Power BI that we use to make our dashboards easy to read and understand to text analytics and even artificial intelligence. Backed by these tools and the data they’ve unlocked, customers like you can make data-driven talent decisions to build your team to the absolute best of your abilities. 

What This Means for You 

This is just a quick introduction into tools we use at Talent Intelligence in order to help you make the best talent acquisition decisions possible. To learn more about how we can address your specific talent analytics or hiring needs or goals, contact us today. We offer a range of customized analytical and statistical services which you can learn about here. Otherwise, learn more about how our analytics team can give you key insights into your operations in our next blog.