HR Talent Management

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.

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 Management

A few key things must be in place to ensure that a company has the best HR talent management system possible. The first is a process for identifying high potential employees (HiPos). These individuals can move up within the company and contribute to its success. Once these employees have been identified, it is important to create a development plan to help them reach their full potential.

Another critical component of HR talent management is succession planning. This involves creating a plan for employee turnover and ensuring adequate replacements ready to take on new roles when necessary. Finally, it is important to have an effective retention strategy in place. This includes offering employees competitive benefits and incentives and creating a positive work environment. HR talent management is a continuous process. HR professionals must continually assess their staff’s people and needs to develop new talent while developing current employees.

HR talent management has a significant impact on the organization, and HR professionals who create effective HR talent management systems can ensure their company’s overall success.

While HR talent management is always critical, companies need to profit. High potential employees will be especially vital to the success of these companies, and HR talent management must be designed with them in mind. Growing companies should also prioritize succession planning not to lose staff when turnover occurs. Finally, new staff should infrequently be brought enough to replace those who leave and ensure no gaps in the HR system.

By implementing an HR talent management plan, HR professionals can ensure that organizations run smoothly by ensuring they have the right people in the right places. HR talent management is a critical part of any business and should be taken seriously by HR professionals everywhere.

What is Talent Management in HR?

HR talent management is the HR function at an organization, company, agency, or other entity that focuses on developing people’s skills and abilities to meet organizational goals. Talent management is a growing HR specialization within HR because HR professionals are recognizing that having talented individuals in their organizations makes it easier for HR to perform its functions.

A talent manager needs strong HR skills, including recruiting, training, performance management, and employee relations. It’s also helpful for talent managers to have the project management ability because they are responsible for keeping track of multiple projects within an organization. Lastly, HR talent managers need awareness of employment law issues related to employees’ behavior toward one another and data analysis skills to extract meaningful information from large amounts of data related to HR.

HR talent management includes identifying high-potential employees, assessing their skills, and developing a plan to help them grow. It also includes succession planning, ensuring that an organization has a ready replacement for key roles if someone leaves the company. Another key function of HR talent management is creating and managing employee career paths. This includes designing job descriptions, determining what training and development opportunities are available, and setting up guidelines for promotions.

By implementing HR talent management initiatives, organizations can expect to see several benefits, including:

  • Improved employee retention rates
  • Higher productivity levels
  • Greater innovation and creativity
  • Increased customer satisfaction
  • Reduced HR costs

HR talent management can be challenging because it requires HR professionals to think beyond their day-to-day tasks and consider the big picture. They need to identify talented employees, assess their skills, and develop a plan for helping them grow. HR talent managers also need to effectively manage employees’ careers by creating job descriptions, determining training needs, and setting up guidelines for promotions. Lastly, HR talent managers must stay up-to-date on employment law issues to develop policies that comply with the law.

Job Descriptions and Talent Management

When it comes to talent management, job descriptions are essential. They help outline the responsibilities and requirements and can be valuable for recruiting and screening candidates. It is essential to understand the basics of talent management to create compelling job descriptions.

Talent management is the process of identifying and developing the skills and talent needed for an organization to achieve its goals. It involves assessing needs, recruiting and selecting qualified employees, developing their skills, and retaining them over time.

One of the first steps in talent management is creating job descriptions. Job descriptions should be clear and concise, outlining a position’s essential duties and responsibilities. They should also specify the required skills and qualifications for the role. When writing job descriptions, it is helpful to know the difference between standard and specialized positions.

Talent Management Objectives

Talent management is the process of acquiring, developing, and retaining the talent necessary to achieve an organization’s objectives. The objectives of talent management are to ensure that the right people are in the right places at the correct times to execute the organization’s strategy. Talent management goals are to improve organizational performance by ensuring that employees have the skills and abilities to meet current and future business needs.

There are several steps in talent management:

  1. Assessing needs – first, you need to assess what skills and abilities are required to achieve your objectives. This includes understanding the current and future business needs and the available talent within and outside the organization.
  2. Developing a strategy – talent management is about talent development and talent acquisition. This includes leveraging internal talent (i.e., employees) and external talent (i.e., contractors, vendors, and consultants). It also provides an understanding of preferred ways of acquiring talent (i.e., training new hires vs. recruiting experienced talent).
  3. Implementing and managing – after understanding how talent should be developed and acquired to support the organization’s goals, talent management strategies must be implemented effectively, with a solid plan for evaluating performance throughout the process.
  4. Measuring results – now that you have planned your strategy for acquiring talent, it is vital to measure your results to determine if they meet business objectives and yield value for the organization.

Talent management is a critical part of organizational success and should be aligned with overall business objectives. By assessing needs, developing a strategy, and then measuring results, talent management can help organizations achieve their goals and improve performance.

Talent Placement and Retention

It is no secret that businesses are always looking to improve talent placement and retention. After all, the better a company can identify and keep its top talent, the more successful it will be. There are a number of different factors that go into making a company’s talent management strategy successful.

One crucial factor is the use of talent management software. This software helps businesses identify and assess the skills of their employees. It also helps match employees with the right jobs and develop training and career development plans.

Another factor is how businesses communicate with their employees. Communication should be open and honest, with clear goals and expectations set for employees and managers. Employees should feel like they are part of the team and that their contributions are valued.

How businesses reward employees is also essential. Employees should be rewarded for meeting or exceeding goals and exhibiting qualities valuable to the company. Rewards can come in many forms, such as cash bonuses, time off, and special privileges.

Businesses can create a productive and satisfied workforce by focusing on talent placement and retention. With the help of talent management software and a well-defined strategy, businesses can improve their bottom line and compete in today’s economy.

Benefits of Talent Management

When it comes to talent management, there are many benefits that organizations can reap. One of the most important is identifying and developing talent early on. By doing so, you create a bench of talent that can be called upon when needed. This also allows for succession planning, which is critical for any organization.

Talent management also helps better align employees with the company’s goals and objectives. When employees understand how their role contributes to their overall success, they are more likely to be motivated and productive. Furthermore, talent management can help reduce turnover rates and improve employee retention.

The bottom line is that talent management is a crucial component of any successful organization. It enables you to identify and develop talent early on, ensure proper succession planning and alignment with organizational goals. By having a talent management strategy in place, you can help improve the overall success of your company.

Talent Management Strategies of Leading Companies

The talent management process is being recognized as an integral part of the talent strategy by many leading companies. Talent strategy involves learning how talent management can improve talent availability, readiness, and capability through talent supply chain modeling. Understanding talent capability gaps on a global basis allows for informed participation in strategic planning sessions that help companies determine where future talent will come from. This knowledge also enables HR leaders to understand the value of various recruiting channels, decrease time-to-fill, which helps reduce financial costs associated with turnover, and decrease overall costs related to recruitment.

Leading companies are creating strategies for external hiring variables, including talent supply chain, talent acquisition, talent selection, talent development, talent management, talent succession planning (TSP), and talent measurement. Talent professionals work to increase the value of their organizations by aligning talent needs with a strategy to create a competitive advantage. For example, for companies to be flexible to change, they must have leadership prepared for both current and future challenges. The ability to see the changes before the competition allows leading firms to have the edge over others who are less aware or not prepared.

Leading companies integrate talent acquisition strategies into their overall business strategies to help drive revenue growth through innovation. These strategies include proactive sourcing strategies that allow companies to find talent before it is posted externally, talent branding, which involves creating a positive image of the company to potential candidates and talent communities that provide a forum for talent exchanges.

Leading companies are also taking advantage of talent development strategies to improve retention rates. Development activities can include formal or informal learning experiences, stretch assignments, rotations, job shadowing, and mentorships. To be successful with talent development, leading organizations are taking a holistic approach that includes training and education programs and tools and resources that help employees learn on the job. A developmental approach to talent management helps build a bench of future leaders, reducing the need for future talent acquisition activities.

Leading companies understand that to be successful. They need to take a holistic approach to talent management. This includes integrating talent management strategies into their overall business strategy, proactive sourcing approaches, talent branding, talent communities, talent.

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