Human Capital Management 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-Pride-Month

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

Human Capital Management Software

Human capital management (HCM) software allows organizations to manage their human resources (HR) functions. The software allows organizations to collect and store employee data, including contact information, job history, and performance reviews. Additionally, HCM software can help organizations identify and track employee engagement and turnover rates and manage payroll and benefits.

HCM software is often used with other HR software applications, such as payroll and benefits management software. When used together, these applications can help organizations automate many of their HR processes, improving efficiency and reducing the chance for human error.

Many HCM software providers are on the market, each with its own set of features. When choosing an HCM software platform, it is important to consider your organization’s specific needs. Some factors include the size of your organization, the complexity of your HR processes, and whether you need to integrate the software with other applications.

HCM software can be expensive, so looking at the return on investment (ROI) is essential. If you are looking to upgrade or replace your current human capital management platform, it may be worth considering a vendor that provides software as a service (SaaS) options.

Human Capital Management Examples

While human capital management is a relatively new term, the concept of managing employee resources has been around for centuries. In fact, some of the earliest examples of human capital management can be found in ancient civilizations. One of the most notable examples is the Inca empire, which amassed a large army, managed human resources, and built impressive infrastructure.

The human capital management example of the Inca empire is fascinating since they used it to bring about their collapse. As more human resources were required for their growing army and infrastructure, the Inca leaders demanded that each community contribute more human resources to the empire. This led to a division between those who had contributed to the empire and those who had not and eventually led to the empire’s downfall.

While human capital management can often be used for nefarious purposes, it can also be used for good. A modern example of human capital management being used for good is Google. Google was able to become a global powerhouse by managing human resources effectively. They were able to do this by creating a workplace that was attractive to top talent and offering employees great benefits and opportunities for growth.

Human capital management is not just for large companies like Google, however. Any company can benefit from human capital management software. This software can help businesses manage employee data, track employee performance, and create custom human capital reports. These human capital management tools can help businesses maximize human resource potential without overspending on human resources.

Human capital management software has become very popular in many countries worldwide, including the United States of America, Canada, Australia, and the Philippines. Even though these countries have different cultures and languages, human capital management is a common denominator in human resources. One of the reasons human capital management software has become so popular is because it is an effective way to manage employee performance, which is a key to a successful business.

Human Capital Management Strategies

When it comes to human capital management, a successful strategy is key. A well-executed human capital strategy can help your business improve productivity, optimize workforce planning and boost organizational performance. But crafting a human capital management strategy that works for your organization can be tricky. There are many different factors to consider, such as the size and structure of your company, the particular challenges you face, and what’s going on in the more excellent economy. For this reason, human capital management strategies vary from company to company.

However, there are a few human capital elements that businesses of all sizes can incorporate into their human capital strategy as they work toward better organizational performance. We’ve come up with four human capital strategy tips that can help you put together a human capital plan customized for your organization.

1. Make human capital planning a priority

Human capital management strategies vary from company to company. However, human capital planning is an element that all human capital strategies have in common. By prioritizing human capital planning, you’re taking the first step in creating a human capital management strategy that will work for your organization.

2. Assess your needs

Before you can begin to address your human capital needs, you first need to assess them. This means taking a close look at your company’s size, structure, workforce, and business goals. Only by understanding your specific needs can you create a human capital management strategy tailored to your company’s unique situation.

3. Develop a human capital plan

Once you have assessed your needs, it’s time to develop a human capital plan. This plan should lay out how to meet your human capital goals and objectives. It should also spell out the steps you will take to achieve these goals.

4. Execute human capital management strategy elements and tactics

Now that you have a human capital plan in place, it’s time to execute your human capital management strategy and tactics. These human capital management elements will help you carry out your human capital plan and achieve your human capital goals and objectives. For example, if one of your human capital goals is to increase workforce diversity, human capital strategy elements and tactics might include training managers on unconscious bias, providing support groups for underrepresented employees, or choosing suppliers with solid supplier diversity programs.

Human Resources Information System

Human Resources Information System (HRIS) is a human resources software system that, in an organization, tracks pertinent human resource information about employees. This information is typically stored within a relational database and is accessible by both human resources personnel and managers.

Human Resource Information System (HRIS) leaves human resources professionals to manage human resource-related functions from one location. It automates human resources-related tasks, which can be especially important to professionals with large numbers of employees spread out at multiple locations. Information collected by human resource information systems typically includes employee job descriptions and classifications, payroll data, benefits information, training records, and performance reviews. It permits human resources managers to access reports, providing a bird’s-eye view of employee data.

There are different types of human resources information systems, but all HRIS share the same goal: to automate human resources processes and tasks. While they may differ in terms of their features, all human resources information systems allow human resources professionals to manage employee data electronically.

Human Resources Management System

A human resources management system (HRMS) is an information technology-based system used by human resources departments to manage their processes. Human resources management systems aim to improve the efficiency of the human resource department’s activities while reporting critical human capital data to executive management and other departments within the organization.

There are several different human resources management system types, but most can be classified into two categories: on-premises HRMS or cloud-based HRMS. An on-premises HRMS is installed on the user’s computer, while a cloud-based HRMS is accessed through the internet. When looking for a human resources management system, it is vital to consider the features that are important to your organization.

Choosing the right human resources management system can be a daunting task, but by considering your organization’s needs and doing your research, you can find the system that is right for you.

Types of Human Capital Management Software

There are different types of human capital management software available on the market. The most common type is an HRIS, or human resources information system. This system stores employee data such as contact information, job titles, and salaries. It also tracks leaves of absence, performance reviews, and other HR-related tasks.

Another common type of human capital management software is a talent management system. A talent management system helps organizations identify and develop their top employees. It can track employee skills, assess training needs, and create career paths for employees.

A third type of human capital management software is a workforce planning tool. A workforce planning tool helps organizations forecast future staffing needs based on current and projected business conditions. It can also help identify areas of human capital risk.

Rounding out the human capital management software category are performance management systems. Performance management systems allow organizations to track employees’ performance, set goals, and determine compensation.

Want to see Talent Intelligence in action?