HCM Software

Break free of keyword constraints and supercharge your recruiting team. Get in-depth and insightful candidate data to instantly source, score, and rank top talent.

Censia Talent Intelligence Are AI-powered Superteams the Solution Your Company Has Been Waiting For

Supercharge Your Talent Acquisition Strategy

Automate redundant and unproductive recruiting tasks. Free up recruiter time to connect with and secure top talent instantly.

Time to Hire

Cut time to hire by 50%

Be the recruiting hero hiring managers dream of

Team ROI

Reduce TA costs up to 75%

Boost your recruiting ROI

Diversity, Equity & Inclusion

Triple the diversity of your talent pipeline

Eliminate unconscious bias in sourcing

Sourcing

Reduce candidate sourcing time by over 90%

Instantly discover high-quality passive candidates

Screening

Accelerate time to interview 
by 85%

Spend time connecting, not screening

Expert & Executive Search

Pinpoint talent with specialized hard to find skills

Uncover Hidden Gems

Time to Hire

Cut time to hire by 50%

Be the recruiting hero hiring managers dream of

Sourcing

Reduce candidate sourcing time by over 90%

Instantly discover high-quality passive candidates

Screening

Accelerate time to interview 
by 85%

Spend time connecting, not screening

Expert & Executive Search

Pinpoint talent with specialized hard to find skills

Uncover Hidden Gems

Diversity, Equity & Inclusion

Triple the diversity of your talent pipeline

Eliminate unconscious bias in sourcing

Team ROI

Reduce TA costs up to 75%

Boost your recruiting ROI

Unleash The Power of Talent Intelligence

Eliminate unconscious bias and power efficient and effective recruiting decisions with high-quality data and deep system intelligence.

Discover the best talent

Passive Candidate Sourcing

Get instant access and deep insight into more than 500 million highly-skilled professionals from around the world to consolidate passive sourcing efforts.

Clone top performers

Ideal Candidate Modeling

Choose top employees and model the skills you seek based on their profiles. Censia then maps out related skills and analyzes dozens of career factors to develop a candidate model creating a ranked slate of similar talent profiles.

Woman asking herself "what is talent intelligence?"

Automate candidate comparisons

Predictive Analysis

Save hundreds of hours screening resumes and instantly develop a shortlist of best-fit candidates. Machine learning and predictive analytics process candidate information, compare it to millions of other profiles and ranks suitability for open roles.

Unlock existing employee potential

Internal Mobility Matching

Limited resources often cause internal mobility to take a back seat to new hires. Our Talent Intelligence Platform instantly sources internal candidates and compares them to external talent, allowing you to promote from within and extend the average employee lifespan by 25%.

Reignite previous candidate interest

Candidate Rediscovery

Instantly find qualified previous applicants inside your applicant tracking software (ATS), match them to new openings, and compare them to your current employees and new candidate pipeline.

Put blinders on bias

Anonymous Mode

Mitigate unconscious bias in candidate sourcing by masking bias identifiers like gender, ethnicity, age, race through anonymous mode to ensure recruiter focus on talent, skill, and fit first and foremost to uncover qualified diverse talent previously overlooked.

The Censia Advantage

What makes our Talent Intelligence Platform Stand Out?

Up-to-date data sources

We continuously map billions of data points on both people and companies across the entire talent landscape to provide the most relevant and up-to-date information available.

Single source of truth

Censia centralizes, standardizes, deduplicates, enriches, and contextualizes candidate profiles from across multiple sources to provide what we call a Golden Record. The Golden Record acts as a single source of truth providing a 360-degree professional view of an individual for high-quality data you can count on.

In-depth analysis

Take a talent-centric approach to hiring. The Talent Genome leverages a proprietary taxonomy to cluster skills and experience revealing hidden insights and capabilities to predict if an individual will thrive in a given role and determine who could be your best candidate fit.

Seamless ATS integration

Censia integrates natively with many leading ATS solutions and as a completely headless solution. Insights and intelligence are delivered through our robust and highly secure API to power your data-driven hiring decisions.

“We had been searching for a tool to help our Talent Acquisition Team find quality candidates in less time and that’s why we chose to work with Censia. The ideal candidate model is what sold us. Finding quality people within minutes versus sorting through resumes for hours is a game-changer. Censia’s Talent Intelligence Platform was a great addition to our Talent Acquisition strategy!”

Lorie Bryce
Talent Acquisition and Management Leader, Gerdau North America

“Censia helped us find hidden talent for hard-to-fill roles. We weren’t having much luck finding candidates and Talent Intelligence surfaced high-quality people for us.”

Ed Sayson
Talent Acquisition Leader, Human Resources, ARC Document Solutions

“We’ve had a very strong response with building models and reaching out. We have an extensive agreement with another platform, but more and more of my recruiters are using their Censia solution first to get in there and get some results, so there’s a bit of an irony there that one is taking over the other. These talent networks have a lot of data but Censia understands the data with greater accuracy.”

Dennis Wilson
National – Director, Talent Attraction & Acquisition, American Heart Association

HCM Software

HCM software is a human capital management software that creates a common infrastructure for human resources information. HCM Software can be considered an HR tool that provides human resource professionals with various options depending on the size and number of employees they manage and how much customization is required.

HCM software also offers human resources professionals the ability to track their human resources information in one system, regardless of the human resources software they are using or if they are using human resources software at all.

Many human capital management systems are on the market today, which makes it easy for human resource professionals to manage their employee information and run reports on their data. But what sets apart HCM software from competitor products is its ability to provide human resource professionals with options that best fit their company’s needs.

HCM software can be used to track human resources information on employees, such as their personal and payroll data, benefits enrollment and accrual details, training history, and more. This human capital management software creates a standard infrastructure for human resource information. It allows human resource professionals to run reports on the data set they need while all held in one location.

Many human capital management software packages have limitations based on how many employees are being tracked or don’t offer what an organization may be looking for in a human resource management solution. These limitations can cause organizations to find other solutions outside of human capital management software to fulfill the needs required by the company.

HCM Software Implementation

The human capital management software implementation is a complicated process that should be carefully planned and executed. Implementing human capital management software will change how the HR departments manage data and force other departments to rethink their workflows and day-to-day operations. Many things must be considered when implementing human capital management software with no room for error. When human capital management software is implemented correctly, success can be achieved in no time.

For human capital management software implementation to go as expected, certain things need to be taken into consideration:

  1. The Business Case: One of the most critical steps to take before choosing and implementing a human capital management system is building a solid business case. The human capital management software implementation will change the human resources department and influence the human resource department’s relationship with other departments in the organization. By building a solid business case, human resources can show their co-workers how the human capital management system will improve productivity, enhance performance, reduce costs and increase customer satisfaction. A well-written business plan outlining human capital management goals should be developed before implementing human capital management software into an organization.
  2. Business process mapping: Like many different types of software available on the market, there are many different ways to implement them. There are several different ways to map out a company’s existing processes even before looking at human capital management systems options. There are several ways to accomplish this: using a non-disclosure agreement, interviewing human resources department employees, and even looking at the human resource management systems available on the market. This is a great way to see human capital management software in action without making any commitments.
  3. Researching available human capital management systems: Once human resources understand their needs, it is time to research human capital management systems on the market. By researching human capital management software available human resources can create business requirements for human resource management system needed. The HR department will also be able to set aside funds that will allow them to purchase new equipment or update existing systems that would benefit the implementation of HCM software. The amount of time spent researching human talent management software is well worth it in the long run.
  4. Create human capital management system requirements: Once HR understands the human capital management goals of the organization, human resources can then create human capital management system requirements. This will include creating a list of desired features needed for the human resource management system. The HR department will also need to identify how employees use human resource management software daily and managers responsible for reviewing performance data at the end of each business quarter or year. The more information the HR department puts together before selecting an HCM software, the easier they will have working with the vendor during the implementation phase.
  5. Make a final decision on the human capital management system: After considering all pros and cons, the human resources department will decide on the human capital management system. Once HR decides on human talent management software, they need to sit down with the vendor and implement it. This is when human resources can tell vendors what training sessions are needed, how many employees will need human resource management training, and how long it will take to implement human capital management software. It is also imperative that human resources build contingency plans into the program if difficulties arise during HCM software implementation.

By following these steps, the human resources department can ensure the successful implementation of human capital management software. When the human capital management system is appropriately implemented, it can increase employee performance and enhance both internally and externally customer satisfaction.

Human Capital Management Solutions

Human Capital Management solutions are tools used by human resources departments to manage their employees’ human capital. There are numerous human resource management solutions on the market today, and new human capital management solutions are continually being developed.

HCM solutions can be implemented on-premise, requiring an initial investment into hardware and software needed for implementation and ongoing maintenance costs. Cloud-based human capital management solutions allow human resource managers to access human capital management applications without installing software. Instead, all data is stored through secure web services on remote servers providing cloud computing. Both on-premise and cloud-based human capital management solutions benefit businesses in cost savings, ease of use, and human capital management.

Typically human resource management solutions provide human resource professionals with abilities to manage payroll, recruitment and employee retention, benefits management, absence management, electronic document signing for HR documents including contracts, location tracking of employees through GIS mapping software, performance reviews, training records, professional development profiles or certification management for human resources departments to track employee skillsets. Some human capital systems include modules that can manage budgets or generate reports that managers can use in their work. Human resources software may also include features that allow human resources professionals to communicate more efficiently with employees. These functions can help human resources collaborate better with other business units within an organization.

HCM solutions are designed to improve the effectiveness of human resources departments in an organization. When human resources management solutions are implemented correctly in an organization, departments can become more productive by simplifying human resources processes and accessing human capital data.

HCM solutions allow human resources professionals to enhance the productivity of their department through improved communication with employees, collaboration with other business units within an organization, managing human capital effectively, and utilizing human resources data to make effective human resources decisions. These human resources solutions are crucial for human resources professionals to meet business objectives in today’s competitive market.

HCM Software Vendors

The HCM software market is expected to recover in the coming years. This recovery is attributed to improved organizational performance due to continuous investments in human capital and talent management strategy.

Several human capital management vendors include Oracle Corporation, IBM Corporation, Microsoft Corporation, SAP SE, SuccessFactors Inc., BambooHR LLC, Cornerstone OnDemand Inc., Workday Inc., and Ultimate Software Group Inc.

The human capital management software market is estimated to grow at a CAGR of 12.89% from 2014-2019, according to Technavio’s recent report.

The human capital management vendors are mainly focusing on the following business areas:

• Talent Management

Talent management helps companies attract, retain, and engage talented employees

• Workforce Management

Workforce management helps professionals manage human capital effectively by optimizing the human resources department budget and scheduling employees. Human resource management software components include recruitment, onboarding, administrative support, time & attendance tracking, payroll processing, talent management apps, etc.

HCM Software Comparison

There’s a lot you need to consider when settling on human capital management (HCM) software. First and foremost, you’ll want to determine what kind of management style will work best for your company: top-down, bottom-up, or strictly hands-on. Then reflect on what your human resources department lacks in human capital management.

You’ll also need to find the HCM software that’s right for you by considering what kind of company you are, your human resources department size, how complex your human resources processes are, and what applications are available on the market.

While there is no “perfect” human capital management solution that works well in all scenarios, this human capital management software comparison will help get you started on the right foot.

Top-Down vs. Bottoms-Up Management

First and foremost, you need to determine what kind of human resources management style will work best for your company: top-down or bottom-up? Human resource management is a top priority for executives and managers in a top-down human resources management style. In contrast, bottoms-up human capital management means that employees who sit at the bottom rung of the corporate ladder are in charge of their own human resources management.

The human resources department size and human resources process complexity will determine whether human resources management is a top priority for your company. For example, human resource management might be a top priority if you have employees from many departments or divisions with varying human resources needs. On the other hand, human resources management might not be a top priority if human resources processes are incredibly streamlined and the human resources department size is small.

Suppose human resources management is a top priority in your company. In that case, you may want to consider human capital management software that provides customizable human resources applications and the ability for executives or managers to monitor human resources processes through an online dashboard. Suppose human resources management isn’t a top priority in your company. In that case, human capital management software with automated human resources applications that are ready-made for human resources beginners may be the best fit.

Want to see Talent Intelligence in action?