If you ask Bard for the meaning of Talent Intelligence, he will provide you with the following answer: ‘Talent Intelligence is the use of data and analytics to gain insight into the talent market and the employees within an organisation. These insights can be used to support a great scale of activities, like recruitment, talent development and talent retainment.’
Right. So, you could say TI is the new kid on the block, and it is here to stay. In the current job market, finding the right talents is a challenge. The war for talent is in full swing and the competition is intense. How does your organisation attract and retain the right candidates? TI, or in other words, collecting, analysing and interpreting data to gain insight into the talents of an organisation, can play a big role in this. This data can come from different sources, like personnel files, job interviews, social media and market research.
From OSINT to GEOINT
We can talk about OSINT, Open Source Intelligence, but we also have HUMINT, TECHINT, SOCINT and GEOINT. All different forms of intelligence that can be used. I’ve learned that Talent Intelligence can add value to your talent acquisition. It may help you:
- Better understand the needs of the organisation
- Identify the right talents
- Optimize recruitment process
- Improve the retention of talent
By using Talent Intelligence, an organisation can better understand the needs of the organisation, and the role that needs to be filled. This way, organisations can create better matches between the candidate and the role.
Talent Intelligence can help you find the right talents a lot faster. By analyzing data, organisations can see which talents are available within the job market. This can help organisations shorten their time to hire.
By using Talent Intelligence, organisations can start making decisions about the recruitment of talents that are backed up by solid arguments. This can improve the success rate for an organisation.
My conclusion after these two days? Talent Intelligence can be a powerful tool to help successfully realize talent acquisition. By collecting, analysing, and interpreting data, organisations can better understand the needs of the company and the candidates. This can lead to better matches, a faster recruitment process and better decisions.
The best way to quickly see results while creating a base to integrate Talent Intelligence into your talent acquisition strategy is to combine data and location
The best way to quickly see results while creating a base to integrate Talent Intelligence into your talent acquisition strategy is to combine data and location. Practice shows that companies are more capable of choosing a new location when they make use of the right data. Numbers like the amount of existing target audience members (based on role and skill level), salary, competition, housing costs, but also things like tax burden and opportunities on the housing market. Information that can please both management as the recruiter.
Tips to implement Talent Intelligence:
In all, I see four tips for companies or individuals seeking to implement Talent Intelligence.
- Start with a clear strategy
- Involve all stakeholders
- Start small and continue building
- Measure the results
Talent Intelligence may be more rocket science than many recruiters (and managers) are used to. But if you shoot for the moon, you might end up among the stars.