The following is a summary of an episode of the So You Think You Can Talent podcast, featuring Censia Developer Derick Johnson.
In the modern talent acquisition landscape, data drives decisions. However, it’s not just about having data; it’s about having clean, organized, and insightful data. This was the essence of the recent episode of “So You Think You Can Talent,” where I had the pleasure of hosting Derick Johnson, a senior software engineer at Censia.
The Mess of Talent Data
At the outset, we acknowledged a shared sentiment: Talent data is quite chaotic. From different labeling conventions across platforms like LinkedIn and Indeed to discrepancies in spelling and terminology, data collection is just the first step. The real challenge lies in its cleaning and standardization. Derick elaborated on this with an amusing example: “chef” could be mistakenly entered as “chief”. It’s through the examination of surrounding data, like references to culinary arts, that correct interpretations are made.
The Beauty of Clean Data
But why is data normalization so essential? The answer is simple: insights. Derick stressed the value of pristine data in deducing patterns, especially concerning talent migration. Recognizing shifts in skills, job titles, and even industries can greatly benefit corporations, ensuring they’re always a step ahead in their recruitment.
And it’s not just about recognizing where the talent is moving. It’s about understanding where the talent is concentrated. If a company in California is seeking skills predominantly found on the East Coast, it might be time to reconsider its recruitment strategies, accommodating the geographical preferences of its desired talent pool.
Executives on the Move
The conversation took an interesting turn when we shifted our focus to executive data. The migration pattern of senior leaders is a spectacle in its own right. As Derick explained, when a senior executive shifts, the ripples can be felt across their former and new organizations. A single move might lead to a cascade of changes, including hiring spurts or reshuffling of roles.
Moreover, understanding the background and experiences of these leaders is paramount. Recognizing leaders who’ve played pivotal roles during crucial growth phases can give companies a unique advantage in hiring decisions.
The Talent Within
As we further delved into the topic, Derick passionately spoke about recognizing internal talents. Layoffs, often painted with broad strokes, might lead to losing hidden gems within an organization. Through Censia’s technology, companies can get a comprehensive view of their employees’ skills, ensuring that they’re not inadvertently letting go of the very talent they’re seeking to hire.
In Conclusion
Talent acquisition and management isn’t just about finding the right people; it’s about recognizing, valuing, and nurturing them. And in this data-driven age, having the right tools, like those provided by Censia, can make all the difference.
To learn more about Censia’s offerings or to connect with Derick, visit www.Censia.com.
And for more enlightening discussions on the talent landscape, stay tuned for the next episode of “So You Think You Can Talent.”
