Talent Acquisition Process

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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

Talent Acquisition Process

Talent acquisition is how companies find, attract and hire individuals, usually with specific skill sets. Talent Acquisition Specialists are responsible for finding new hires that fit a company’s culture and candidate pool. Talent Acquisition Managers will then work to develop a strategy on properly presenting opportunities to this talent pool and what positions and requirements they will need to fill. Talent Acquisition Leaders will be responsible for setting the process and ensuring that it is followed by all Talent Acquisition Specialists and Talent Acquisition Managers.

Talent Acquisition Specialists are responsible for finding new hires that fit a company’s culture and candidate pool. Talent Acquisition Managers will then work to develop a strategy on properly presenting opportunities to this talent pool and what positions and requirements they will need to fill. Talent Acquisition Leaders will be responsible for setting the process and ensuring that all Talent Acquisition Specialists follow it.

Talent Acquisition Strategists will keep up with the trends and changes that happen internally and externally to Talent Acquisition, such as legislative actions or technological advancements relevant to Talent Acquisition Processes.

This Talent Acquisition Strategy will focus on what is being done now and any future goals that Talent Acquisition Leaders would like to accomplish. Talent Acquisition Strategies are most effective when they have a clear plan and the right talent with the necessary skills to execute it.

Components of Talent Acquisition

The Talent Acquisition Process is comprised of many different components. The first step in Talent Acquisition is to define the job description for a position that needs to be filled. Talent Acquisition Specialists will then work on sourcing which includes identifying, researching, and targeting potential candidates. Talent Acquisition Managers will then develop an outreach plan to reach out to these candidates and a Talent Acquisition Strategy. The Talent Acquisition Leader will be responsible for overseeing the Talent Acquisition Specialist, Talent Acquisition Managers, and Talent Acquisition Strategists make sure that everything is running smoothly and efficiently throughout the talent acquisition process.

Other components include candidate pre-screening, which includes reviewing resumes submitted by candidates and contacting them to set up interviews, assessment, which provides for testing, and offer negotiations. Talent acquisition offers are negotiated between hiring companies and candidates to determine what each party offers in compensation, benefits, relocation assistance, etc.

Once all of the components are completed, the Talent acquisition leaders will finalize everything by ensuring that there are no gaps in areas of talent need.

Talent Acquisition Process

A company’s talent acquisition process is the way that employees get hired. It can be tough to find someone who will work well for the company, but hiring people who will help out with tasks is vital. Talent acquisition specialists are responsible for finding new hires that fit a company’s culture and candidate pool. Talent acquisition managers will then develop a strategy for properly presenting opportunities to this talent pool and what positions and requirements they will need to fill.

Talent acquisition leaders will be responsible for setting the strategy and ensuring that it is followed by all Talent Acquisition Specialists and Talent Acquisition Managers. Talent Acquisition Strategists will keep up with the trends and changes that happen internally and externally to Talent Acquisition, such as legislative actions or technological advancements relevant to Talent Acquisition Processes.

The Talent Acquisition Process is comprised of many different components. The first step in Talent Acquisition is to define the job description for a position that needs to be filled. Once this is done, the next step in the process would be for Talent Acquisition Specialists to work on sourcing, including identifying, researching, and targeting potential candidates. Talent Acquisition Managers will then develop an outreach plan to reach out to these candidates and a Talent Acquisition Process. The Talent Acquisition Leader will be responsible for overseeing the Talent Acquisition Specialists, Talent Acquisition Managers, and strategists make sure that everything is running smoothly throughout the talent acquisition process.

Talent Acquisition Strategies

A Talent Acquisition Strategy is a plan to acquire talent. It includes where to go, what methods to use, and ensuring that the company gets the best talent possible. Strategies can consist of keywords Talent Acquisition Specialists use in resumes. They also have Talent Acquisition Managers use Talent Acquisition Assessment tools or testing samples.

These strategies help employees find the right talent for open positions and establish a Talent Acquisition process that includes end-to-end recruiting methods. Talent Acquisition Leaders will be responsible for setting the Talent Acquisition Strategy and ensuring that it is being followed by all Talent Acquisition Specialists and Talent Acquisition Managers.

Talent acquisition strategy teams develop Talent acquisition strategies that establish the best candidate experience possible. These strategies help employees find the right talent for open positions and select a Talent Acquisition process, including end-to-end recruiting methods. Talent acquisition leaders will be responsible for setting Talent Acquisition Strategies and ensuring they are followed by all Talent Acquisition Specialists, Talent Acquisition Managers, and strategists.

Talent Acquisition Team

The Talent Acquisition Team is responsible for implementing Talent Acquisition processes. These processes are typically built off of Talent Acquisition Strategies that Talent Acquisition leaders have created. Talent Acquisition Managers are accountable for training Talent Acquisition Specialists to implement Talent Acquisition strategies properly, so they will need to understand the talent acquisition process. All the Talent Acquisition team members will work together to ensure that everything runs smoothly throughout the entire Talent Acquisition Process.

Team Building requires hiring managers who understand their company’s business drivers to collaborate with recruiters/Talent Acquisition Specialists to determine where future talent will come from. The recruiting leader must also train Talent Acquisition Managers to use Talent Acquisition Strategies, Talent Acquisition tools, and Talent Acquisition Systems. With this Talent Acquisition Team in place, they will work together to implement Talent acquisition processes built off of Talent acquisition strategies implemented by Talent acquisition leaders.

The Talent Acquisition Team is responsible for implementing talent acquisition processes typically built on talent acquisition strategies created by talent acquisition leaders. Talent Acquisition managers are accountable for training talent acquisition specialists to properly implement talent acquisition strategies, so they will need to understand the talent acquisition process and the talent acquisition strategy. Once this is done, then all members of the talent acquisition team work together to make sure everything runs smoothly throughout the entire talent acquirement process.

Talent Acquisition Strategy Framework

There are three main components to Talent Acquisition strategy:

I. Talent Acquisition Strategy
II. Talent Acquisition Process
III. Talent Acquisition Systems

A Talent Acquisition process comprises four main steps that should be included in all Talent acquisition strategies regardless of the company’s industry or business model. They are as follows:

  • Hiring Manager Engagement – Implementing hiring managers who understand their company’s business drivers to collaborate with recruiters/talent acquisition specialists to determine where future talent will come from. Talent acquisition leaders must develop guidelines for making this an effective process and train managers to do it correctly. This first step should include all stakeholders, including sales leadership, operations leadership, legal teams, and executive management.
  • Talent Identification – Talent Acquisition professionals must explore multiple sources and implement strategies to find candidates who meet the qualifications developed by hiring managers for open roles within the organization. Talent Acquisition leaders must create a Talent Pool for each currently available position with detailed job descriptions outlining the essential requirements, skills, and experience necessary to succeed at this new company. Once they have done this, Talent acquisition managers will begin recruiting top talent from their Talent pool to increase candidate volume and generate interest within their network. This process can be complicated, so the Talent Acquisition team must work together as a cohesive unit throughout this step to make sure nothing falls through the cracks and all responsibilities are adequately managed/follow-up on.
  • Talent Screening – Talent Acquisition managers must ensure that all talent is screened before it moves forward to be interviewed by hiring managers within the organization. This step should include phone screenings, testing (i.e., skills tests, personality tests), background screenings depending on the industry of the business, and talent availability. This step must be performed efficiently because talent will become discouraged if they feel their time has been wasted due to unnecessary steps within the talent screen process.
  • Candidate Onboarding – The final step in Talent acquisition strategies includes properly onboarding new hires so they can begin working as soon as possible with enough knowledge about how things are done at your company so they will be able to hit the ground running. Talent Acquisition leaders should include an orientation period for new hires, ensuring that all Talent acquisition steps have been successfully completed before this step begins, and creating a Talent Acquisition strategy that incorporates effective Talent Acquisitions Systems/processes that are scalable to increase Talent acquisition productivity.

When you first start working on Talent Acquisition strategies, there will likely be some roadblocks, so it is vital to keep an open mind throughout the process so hiring can implement flexibility as necessary. It takes time to find out what works best in your current situation. Still, if everyone is willing to try something different without being too attached, there should not be any problems getting through this step of the Talent Acquisition process.

How to Improve Talent Acquisition

Talent Acquisition leadership should identify the Talent acquisition areas that need to be improved upon and assess which Talent Acquisition strategies are currently being used. This step requires active listening, critical thinking, and an open mind. It will be necessary for Talent Acquisition professionals to meet with multiple individuals to find out what they believe needs improvement. It is essential not to make assumptions about what Talent Acquisition areas need improvement. To get the most accurate feedback, managers should complete this survey with the people closest to Talent acquisition strategies (i.e., hiring managers, Talent screening team members).

Once Talent Acquisition leaders have heard all of the problems/issues that immediate stakeholders in Talent acquisition processes see, they can begin developing Talent Acquisition strategies that align with Talent Acquisition vision and mission. This part of the process is all about compromising, so Talent Acquisition leaders should use the feedback they receive from stakeholders when constructing Talent acquisition strategies to create a path forward that works best for everyone involved.

Talent Acquisition managers must then follow up with stakeholders who gave them feedback and see if their concerns have been addressed/strategies have been implemented correctly. It is important to note here that there may always be something to improve upon within Talent Acquisition processes. Still, this step in Talent acquisition strategies focuses on ensuring immediate needs are met and eliminating any problems Talent Acquisition professionals heard during the survey process.

Once everything has been implemented’s time for Talent Acquisition managers to start promoting Talent Acquisition strategies to all Talent Acquisition team members. Talent Acquisition professionals should provide incentives for Talent Acquisition team member participation and ensure that everything is getting done with talent acquisition strategy implementation in mind so there will always be a system of accountability.

Talent Acquisition leaders must then start evaluating the effects of these Talent Acquisition strategies on their company’s long-term goals and objectives. It will take some time before the full effects of the new Talent Acquisition processes are realized. Still, it is essential to note here that any real talent acquisition strategy change effort includes a plan for measuring success from beginning to end. This step is not meant only to help measure results but also to remind everyone involved in Talent acquisition strategies why they started making changes in the first place.

Talent Acquisition managers should follow up with Talent acquisition team members and other stakeholders involved in Talent Acquisition strategies to see if anything else needs to be improved upon within Talent acquisition processes. After all, Talent Acquisition professionals should always seek ways to optimize Talent Acquisition strategy implementation even when everything seems to be going well, so it will be necessary for Talent Acquisition teams to improve themselves constantly.

When it is time for Talent Acquisition managers and Talent Acquisition professionals to measure the effects of these changes on business goals and objectives, this step in Talent acquisition strategies requires looking at long-term goals and seeing how they were affected by change efforts made during this process. If possible, managers should compare results from Talent Acquisition strategies to those from previous Talent acquisition strategy efforts to maximize comparisons.

Once again, Talent Acquisition managers need to address issues brought up by Talent Acquisition team members during the follow-up process to make sure everyone involved is on board with Talent Acquisition strategies and understands how it will affect them. It is essential here that Talent Acquisition managers do not lose sight of why they are making these changes in Talent acquisition processes; instead, Talent Acquisition professionals must identify ways that Talent acquisition strategies will help their business achieve long-term goals.

Once everyone has been given a chance to provide feedback, Talent Acquisition leaders must then start assessing the results of Talent Acquisition strategies and see if they have been effective in helping Talent Acquisition professionals meet Talent acquisition strategy goals and objectives. Talent Acquisition professionals must also start thinking about how to improve Talent acquisition strategies moving forward as there is always room for improvement, even if Talent Acquisition strategies prove successful.

Talent Acquisition managers should then take that information they have received through Talent Acquisition strategies and put it into a Talent Acquisition process that everyone can follow. Hence, the whole organization knows what they are supposed to be doing at all times. It will help establish consistency among Talent Acquisition team members, which is necessary for working effectively.

Once everything has been implemented’s time for Talent Acquisition managers to prioritize things within Talent Acquisition processes so everyone knows what role is in optimizing Talent Acquisition strategy results. Talent Acquisition managers must also ensure that Talent Acquisition strategies are not becoming too complicated or challenging to implement within Talent acquisition processes.

Talent Acquisition professionals will then need to repeat the process for any other Talent Acquisition strategies introduced earlier in Talent acquisition processes, ensuring that they continue to meet business goals and objectives. Once these steps have been completed, Talent Acquisition professionals should be able to move on with their Talent acquisition strategies knowing they are working towards short-term and long-term Talent acquisition strategy goals successfully.

If this final step is performed well, it can help make sure Talent Acquisition strategies work for everyone involved by taking into account all opinions of people involved in various aspects of Acquisition process improvement efforts. It is essential Talent Acquisition managers do not lose sight of Talent Acquisition strategy goals. Still, it is also vital that Talent Acquisition team members understand the reasons behind Talent acquisition processes. Talent Acquisition professionals must keep in mind that Talent Acquisition strategies are meant to benefit everyone involved.

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