Defining and understanding the particular groupings of talent that are relevant for the Talent Acquisition efforts is absolutely key to building efficient Talent Acquisition functions.
An understanding of the talent pools can be built using historic recruitment data, large data suppliers, or several other sources of information, but without them, the opportunity to efficiently plan and execute Talent Acquisition strategies is severely hampered.
How many are there in any given Talent Pool in any given geography? Which push/pull effects can we identify? What is the actual salary banding within the same? What are our Talent Sourcing strategies based on this information? These are just a few examples of fundamental Talent Intelligence.
Talent Intelligence is also a way of keeping up to date with a constantly shifting market climate where there is a continuous change in the skills needed and wanted to impact companies’ success in the future. Understanding where the Talent market is going is a key component of being aware of how the workforce changes over time and being ready for the coming shifts in technology and skills available and sought after.
Being armed with a good understanding of the internal and external talent market, skills taxonomy, job architecture, and talent pool attributes can drastically lower costs and increase Talent Acquisition efficiency.
<aside> <img src="/icons/exclamation-mark_gray.svg" alt="/icons/exclamation-mark_gray.svg" width="40px" /> View our sections on Talent Sourcing, Diversity & Inclusion, Workforce Planning and Employer Branding, and Talent Profiles.
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TOPICS
MAPPING
(FUTURE) Mapping Workforce
<aside> 💡 The Deep Dive: Talent Intelligence explained
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Understanding Talent Intelligence: A Primer
Talent Intelligence: All You Need to Know to Get Started - Harver
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