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Talent Intelligence has never been more important for recruiting a team’s growth. Actions indicate that recruiting teams need to continue to be innovative and keep up with the pace of the forever-changing and competitive environment to achieve our recruiting goals. Today, companies see the power of data and how this information provides advantages. An instinct or a feeling is no longer enough in this time of change; there needs to be accurate and compelling data to back up decisions and strategies.

We as an industry, need to have the right skilled individuals, and this is where Talent Intelligence can be of considerable value. Applying external/internal data relating to people, skills, jobs, functions, competitors, and geographies drives our businesses to make solid decisions. Advantages of Talent Intelligence for recruiting to support strategies and decisions concerning geolocation, competitors’ insights, and talent landscape. Talent Intelligence is used based on the availability of data from various resources.

Despite all the best practices shared by our recruiting professionals, measuring success or even defining KPIs for recruiting strategies/hiring can be challenging. Talent Intelligence has evolved and will become more critical for companies and their recruiting departments, but it is still emerging. Due to the newer intelligence data platforms popping up, there will be a general upskilling amongst TA Leaders in how to interpret data and Talent Intelligence upskilling to become real experts. 

Creating trusting partnerships with corporate recruiting teams and business partners will become more critical. We are increasing the professional Talent Intelligence profession. Overall, the advantages of external market data related to our workforce will become increasingly essential for recruiting to prepare our strategies for the future of our work. 

What is talent data, and why should recruiting consider moving away from antiquated talent data practices? Talent Intelligence includes recruiting, discovering, compensation, mapping, geolocation, and workplace strategies. In today’s workplaces, this can consist of diversity and behavioral data associated with the talent. 

Talent Intelligence has been around for a long time; however, it’s just recently that this influential role is changing our recruiting playing field. Parts of Talent Intelligence have been around, but the key term is “parts” – however, a handful of us dedicated Talent Intelligence Strategists start and design strategies and help leaders and teams make a better choice when approaching hiring. With newer technologies, forever changing the talent pools, and more importantly, how challenging it to identify, to understand, how to share the narrative of talent data, and some of the significant issues we are facing some these issues:  

  • Inconsistent and irrelevant data can be overwhelming and create more confusion.
  • Analysis paralysis, then we tend to ignore and stick to what we know. 
  • Excessive or poorly organized data.  

We are looking beyond the typical metrics. Talent intelligence takes the various data collections and analytics to address and improve our talent quality, candidate experiences, and a key focus on objective recruiting metrics. In the last few years, Talent Intelligence has distinguished itself as a central aspect of intelligent recruiting. More and more recruiting teams utilize it faster and better for their talent management. Although, I still think it’s still too new to this role. Talent Intelligence isn’t a role that falls under sourcing or recruiting; this isn’t a junior role or a role that is just another source/recruiter to engage with talent. It’s time that our industry stops thinking that everyone needs to be on the phone. (That’s another blog post) 

Our leaders need to think beyond “butts in seats” (which we need to change that cliché’ and that everyone needs to be on the phone “wheeling and dealing.”  I have experienced the power of a true team rather than sharing the “competitive” within your team; I mean, what is the point of having a team if you hold everyone to the same metric and not allow the team to be successful as one? Think about it.

More and more recruiting teams are leveraging the knowledge of talent intelligence and building out 3 to 10 team members to perform such tasks, which produce in various ways, such as utilizing internal and external talent data to predict the future of market trends. Most teams use talent intelligence to identify emerging talent hotspots from where they can hire quality talent that is diverse and suits their needs. 

When making strategic decisions, talent intelligence is also helping our recruiting teams hire, manage, and create tomorrow’s recruiting profession. It shows us where our employees excel and need to improve; it maps out careers and prepares a path for future reskilling/upskilling needs. A carefully planned strategy helps boost our progress, and if the recruiting is left unchecked and hiring, firing becomes a routine that costs a lot and instills “reactive recruiting.” – yuck.    

Our industry has to understand our employee needs, matching their skills with their expertise within each department, and their ambitions with company vision and of their career paths, this is some of the best uses of talent intelligence, which we need to include. Talent intelligence is also helping talent acquisition by avoiding human error, hiring the right candidate, and avoiding high costs, which we tend to do when reacting to the needs of the growth of companies. 

These are only some of how organizations utilize talent intelligence, and the results of doing so are exceptional. Talent intelligence teams have so far helped to recruit 

  • Reduce recruitment agency.
  • Save on Job advertising. 
  • Reduce the cost of recruitment tools. 
  • Save time on manual tasks.
  • Minimize hiring time.

If that doesn’t get you all goose-bumpy, then I have nothing for you. 

 

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KayKel

Pronouns: She/Her/Them Principal Executive Researcher at Zillow BIO Dedicated and focused on Competitive Intelligence / Recruiting Trends / Research / Tools = Principal Executive Researcher. Currently, employed by one of the most amazing companies, Zillow. I believe all people should live in a world where they are valued, supported and feel they belong, that is and always will be the Zillow way! 
As a Principal Executive C.I. & Research – I have over 24 years of executive strategic research, social media and digital engagement / recruitment marketing / intelligence strategies / data analytics and insights / competitive research. manage and design training materials, social, research, tools. 
 I take pride as a servant mindset leader, have presented at numerous conferences, round-tables, webinars, (e.g., SourceCon, MRec, ShesGeeky, Talent42, etc.) Social Media Management: I can help you determine which platforms best suit your business model. Desire: 

 💻 Currently: Zillow 🏠 
 ⏮️ Previously: Microsoft | Groupon | Amazon | Wachovia | T-Mobile | Start-ups 

 Things I love: 
 🔍 Research All Things Internet 
 🕵️ Investigating all types of websites I visit in developer mode – uncover unicorns 
🤓 Learning about tools, new technology, breaking technology, testing technology.
 ✍️ 📃 Creating content for sourcers/recruiters to use in their outreach 
🎤 Speaking, Training, Mentoring at events, webinars, 1:1 


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