HR Talent Acquisition

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 The Best Sources of Talent

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

HR Talent Acquisition

They say that employers are not just looking for someone with the proper skill set to get the job done. They’re also looking for people who can fit into their corporate culture. Talent Acquisition is a rapidly growing industry since companies need to hire quickly and correctly to stay afloat. Talent Acquisition professionals work closely with hiring managers to understand what kind of person is necessary for the job. Talent Acquisition specialists play an essential role in this process by working with hiring managers to develop new sources of talent, manage recruitment campaigns, coordinate interviews, assess candidate credentials, negotiate contracts, and even close deals. Whether it’s in-house HR or a digital marketing agency contracting with different, there are always opportunities out there.

HR Talent Acquisition has grown exponentially in the past few decades. Talent acquisition, or human resource supply chain management, is the process of finding people with the right skills to fill open positions within an organization. Talent acquisition uses screening methods, experience requirements, and lists of educational institutions to match candidates’ resumes against job postings. Talent Acquisition leaders are making substantial investments in automating many Talent Acquisition processes. Talent acquisition leaders are working hard to make Talent Acquisition a vital part of the Talent Management strategy and philosophy. Talent Acquisition professionals identify sources for potential hires such as job boards, social media, universities and colleges, and corporate Career sites.

Talent Acquisition professionals also help companies create compelling job ads to attract the best talent. Talent Acquisition is becoming increasingly crucial for recruiting success because of the war for talent and the increasing need for organizations to find high-quality talent quickly. Talent acquisition leaders are expected to be experts at advertising jobs on social media, trade shows, conferences, and internal communication channels. Talent Acquisition professionals also help make Talent Acquisition part of the Talent Management strategy and philosophy within organizations. Talent Acquisition leaders are expected to be experts at advertising jobs through social media, trade shows, conferences, and internal communication channels. Talent acquisition leaders are making substantial investments in automating Talent Acquisition processes. Talent Acquisition is becoming increasingly important for recruiting success because of the war for talent and the increasing need for organizations to find high-quality talent quickly.

The Talent Acquisition function is increasing for many organizations. It is important to look at the different job roles within HR Recruitment to make sure you choose one that fits your skillset and interests.

What is Talent Acquisition

Talent Acquisition is responsible for finding new employees. They are looking for the perfect person to work at your company. Recruitment Recruiters work with Human Resources Recruitment Recruiting to fill open positions within the company. Recruiters also ensure that new employees are appropriately trained once they join your team. Recruiters should be strong communicators and interested in learning more about the needs of organizations. Recruiters keep up to date with trends and best practices in the Recruitment industry. Talent Acquisition is responsible for finding new employees. They are looking for the perfect person to work at your company. Talent Acquisition usually works autonomously, but many recruiters interact with hiring managers and other HR professionals daily.

Most Talent Acquisition positions require some amount of experience, almost always within some hiring capacity. Talent Acquisition is responsible for finding new employees. They are looking for the perfect person to work at your company. Talent Acquisition usually works autonomously, but many recruiters interact with hiring managers and other HR professionals daily.

Talent Acquisition can be a great career choice for people who enjoy working with people and cheering them on. Many talent acquisition leaders work autonomously, but recruiters interact daily with hiring managers and other HR professionals.

The talent acquisition in the talent management process is recruiting in talent management, which means acquiring and retaining employees for an organization by promoting their development and growth. The talent management strategy includes talent acquisition which begins with talent identification and selection.

Talent management is responsible for attracting, developing, engaging, and retaining talent in an organization. Talent acquisition is part of talent management; talent strategies are designed to attract, develop, engage, and maintain the company’s talent. Talent Acquisition is responsible for finding new employees. They are looking for the perfect person.

Talent Acquisition is responsible for finding new employees. They are looking for the perfect person to work at your company. Talent Acquisition usually works autonomously, but many recruiters interact with hiring managers and other HR professionals daily.

You get talent by talent acquisition. It helps to have a talent pool where you can fish when the time comes for an open position. Most companies have a talent acquisition department responsible for finding and attracting new talent in the marketplace. The role of talent acquisition professionals has evolved from finding talent to scouting talent. Talent acquisition is defined as the process of finding, attracting, and hiring talent into an organization on a temporary or permanent basis.

The talent pool is also the talent acquisition team. The talent Acquisition team has evolved from just bringing people on board into full-cycle recruiting. They often work with HR to create more transparency around talent and talent development.

Recruitment talent acquisition is a talent management process. The talent acquisition in the talent management process is recruiting in talent management, which means acquiring and retaining employees for an organization by promoting their development and growth.

The talent acquisition strategy includes talent identification and selection, talent attraction and retention, and the processes that support them.

Talent Acquisition Strategies

Talent Acquisition professionals are in charge of determining the best Talent Acquisition strategies. Talent acquisition leaders believe that talent is a critical element in an organization’s success. Talent acquisition strategies are becoming more comprehensive and practical with the increasing use of data analytics for Talent markets, operations, processes, and sources. Talent Acquisition managers are responsible for identifying talent through social media platforms, universities, and offline talent pools and talent acquisition strategies. Talent Acquisition managers determine which Talent Acquisition strategies would be most appropriate for the organization based on the organization’s budget, industry, and competitors. Workforce Talent Acquisition is a rapidly growing sector of HR Recruitment.

Talent Acquisition leaders manage Talent Acquisition strategies, including Talent Acquisition sourcing, Talent pools, and Talent management. Talent acquisition leaders often use Talent Acquisition metrics to measure Talent acquisition performance and success. Talent Management and Talent Acquisition can be difficult for organizations that don’t have the right resources or experience.

Companies that want their Talent Acquisition strategy to succeed need a workforce committed to Talent Acquisition and Talent Management. Talent Acquisition has become a significant function within HR recruitment because of the war for talent and the increased need for organizations that can quickly find high-quality talent. Talent Acquisition professionals work with Talent Acquisition managers and Talent acquisition leaders to identify Talent, Talent pools, and Talent management strategies.

The various roles within Human Resources play an essential part in Talent Acquisition and Talent Management. Talent Acquisition and Talent Management can be difficult for organizations that lack the right resources and experience. Talent acquisition strategies are becoming more comprehensive and practical with the increasing use of Talent Acquisition data analytics for Talent markets, Talent operations, Talent processes, and Talent sources. Workforce Talent Acquisition is a rapidly growing sector within HR Recruitment.

Talent Acquisition Process

The Talent Acquisition process can be complicated for HR recruitment agencies with the right resources or experience. Talent Acquisition professionals work together with Talent acquisition leaders and Talent Acquisition Managers to identify Talent, Talent pools, and Talent management strategies.

Critical components of a Talent acquisition strategy include talent inventory planning, sourcing for talent, external sources of talent, including universities and social media platforms, and internal sources such as talent acquisition employees. Talent acquisition sources are talent pools, talent marketplaces, and talent communities. Talent acquisition professionals must create strategies that integrate all talent acquisition elements, including talent sourcing, talent inventory planning, talent management, and talent development.

The best place to find talent is through internal talent pools or external talent markets. Many organizations have an internal job board Talent pool to find talent for specific job openings. A Talent Inventory plan includes both external talent acquisition sources and internal talent Acquisition pools.

The most important functions of a talent inventory plan are talent sourcing, talent management, and talent development. There are both in-house talent acquisition teams and outsourced talent acquisition projects operating in most organizations today.

Talent Acquisition Job Titles

The variations in Talent Acquisition job titles and responsibilities can be confusing. Talent Acquisition managers plan Talent pools which Talent acquisition leaders present to Talent Inventory planners, who then use Talent sources to Find talent. There are three types of Talent pools, including active, passive, and emerging talent pools.

A lot of today’s high-quality talent is found through social media platforms and talent acquisition sources. Talent Acquisition managers plan Talent pools which Talent Acquisition analysts present to Talent Inventory planners who then use Talent sources to Find talent. Social media Talent acquisition is becoming a significant part of most Talent acquisition strategies.

There are several job titles for a Talent Acquisition manager, including Talent Acquisition Manager, Talent Acquisition leader, Talent Inventory planner, and Talent Acquisition specialist. Talent acquisition managers plan Talent pools which Talent Acquisition analysts present to Talent Inventory planners, who then use Talent sources to Find talent. Social media Talent acquisition is becoming a significant part of most Talent acquisition strategies.

Talent Acquisition professionals need to be multi-skilled Talent managers with the ability to analyze Talent inventory data. Talent Acquisition leaders take over Talent development and Talent management roles. Talent sources are both passive Talent pools that include internal Talent acquisitions employees and active Talent acquisition sources such as universities, social media platforms, and other external Talent pools, including alumni networks of large corporations.

Talent Acquisition job titles include Talent Acquisition Manager, Talent Acquisition Specialist, Talent Inventory Planner, and Talent Acquisition Leader. Today’s talent acquisition team must be multi-skilled, including knowledge of talent sourcing, talent management, and talent development. The best place to find talent is through internal Talent pools or external Talent markets. Social media Talent acquisition is becoming a significant part of most Talent acquisition strategies. Talent Acquisition managers plan Talent pools which Talent Acquisition analysts present to Talent Inventory planners who then use Talent sources to Find talent.

Every organization has its unique Talent acquisition strategies that include external Talent pools, internal Talent Pools, social media platforms, universities, and other external sources and the factors that influence Talent Acquisition. Talent Acquisition managers plan Talent pools which Talent Acquisition analysts present to Talent Inventory planners who then use Talent sources to Find talent. The best place to find talent is through internal Talent pools or external Talent markets.

Talent Acquisition Specialist vs. Recruiter

When looking at Talent Acquisition specialist job titles, job descriptions, and responsibilities, it is essential to be aware of the differences between a recruiter, head hunter, and specialist. A specialist offers specific tactical support to the time-constrained recruitment function, while a recruiter provides strategic support on an ongoing basis. The specialist must be able to engage with recruiters, specialists, and hiring managers.

Recruiters search for talent by posting jobs and sourcing and screening c candidates. A specialist offers specific tactical support to the time-constrained recruitment function, while a recruiter provides strategic support on an ongoing basis. Head Hunters post-professional job openings to help match talent with opportunities. They only represent the candidate, not the role. Head hunters are typically specialists in one field (i.e., creative, media) and work on commission or salary.

The specialist must be able to engage with recruiters, specialists, and hiring managers. Working at different levels of recruitment, including working directly with specialists and recruiters, often has the most significant impact by sharing practical advances in recruitment with specialists and specialists to increase. Recruiters search for talent by posting jobs and sourcing and screening candidates.

Head Hunters post-professional job openings to help match talent with opportunities. They only represent the candidate, not the role. Head Hunters are typically specialists in one field (i.e., creative, media) and work on commission or salary.

The specialist must be able to engage with recruiters, specialists s and hiring managers. Working at different levels of recruitment, including working directly with specialists and specialists, recruiter s often have the most significant impact by sharing practical advances in recruitment with specialists and specialists to increase.

Recruiters search for talent by posting jobs and sourcing and screening candidates. A specialist offers specific tactical support to the time-constrained recruitment function, while a recruiter provides strategic support on an ongoing basis. Head Hunters post-professional job openings to help match talent with opportunities. They only represent the candidate, not the role.

Talent Acquisition Skills of the Future

There are three types of Talent pools, including active, passive, and emerging talent pools. Talent Acquisition managers plan Talent pools which Talent Acquisition analysts present to Talent Inventory planners who then use Talent sources to Find talent. Social media Talent acquisition is becoming a significant part of most Talent acquisition strategies. There are both in-house Talent Acquisition teams and talent acquisition boutique firms that focus on talent acquisition.

Future-focused enterprises need future-focused talent acquisition strategies. There are three types of future-oriented Talent flow pools, including future, passive, and emerging future Talent pools. Future-oriented managers plan future-oriented Talent flow pools, which future-oriented analysts present to future planners who then use future-oriented sources to find the future.

As organizations grow in size and scale, future-oriented Talent Acquisition strategies become vital. There are future-oriented future teams and future-focused future roles as well as future-focused managers.

As organizations grow in size and scale, we must plan for the future as it is important to implement future-focused talent acquisition strategies. There will be both in-house future talent acquisition teams and talent acquisition boutique firms that focus on talent acquisition. To be successful in talent acquisition, we must plan for the future as organizations grow in size and scale.

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