Talent Acquisition ROI

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.

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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 ROI

Recruitment and talent acquisition are two terms that are often used interchangeably, but talent acquisition is only one part of the broader talent management process. The talent acquisition processes encompass all activities to ensure an organization can find, attract, select, onboard and retain the talent needed now and in the future. These processes will build a strong business advantage over competitors who have not invested or fully leveraged their talent to drive business results. Talent Acquisition ROI reflects the impact of talent acquisition practices on short-term performance metrics and long-term organizational growth.

Recruiting has evolved into an ongoing strategic function that helps compete more effectively for quality hires. It is not just about hiring talent for the sake of filling vacancies – talent acquisition professionals need to align with business goals and objectives, so hiring decisions reflect the business needs. Talent Acquisition ROI is an approach talent acquisition leaders use to formalize this concept.

The talent acquisition team needs to be seen as an essential partner by the business, who brings value to the organization. This includes developing talent (both internal and external), leading talent management activities, driving business results through talent decisions, and ensuring that recruiting supports other business needs like sales or operations (Smith & Ruisi, 2014). The talent acquisition team should justify its existence by contributing towards competitive differentiation; it is not just about minimizing costs (Cappelli & Neumark, 2010). With this partnership mindset in place, talent acquisition professionals will receive the support needed to make strategic talent-related decisions in a fast-changing environment.

From a return on investment perspective, talent acquisition has evolved beyond its traditional role of responding to urgent recruitment requests. There is growing evidence that talent acquisition can contribute strategically to overall organization performance (Levering & Fournier, 2008). This means talent acquisition leaders are now in positions where they can influence talent-related business decisions.

Talent Acquisition Strategies

Various talent acquisition strategies are available, each with its own set of benefits. Some strategies work well in certain situations but not so well in others. Understanding your business goals and the talent acquisition strategy you intend to implement before engaging an external talent acquisition partner is essential.

Here are some insights into talent acquisition strategy, best practices for talent recruitment, talent sourcing tips to attract talent faster, talent management processes after hiring new employees, and how technology plays a vital role in successful talent acquisition strategies.

1. What talent acquisition strategy is best for your business?

The talent acquisition strategy chosen by a company depends on the talent available in the open market, business goals and objectives, budget allocated towards talent acquisition activities, etc. Following are some talent acquisition strategies commonly used globally:

  • Employer branding: Create an employer brand to generate talent interest. Attract talent through the employment branding process by showcasing your organization’s philosophy, culture, benefits, and perks, along with job opportunity information. A strong employer brand attracts passive and active job seekers within proximity of your target areas.
  • Social media recruitment: Implement social media recruitment programs to use LinkedIn groups or Facebook pages devoted to specific industries or professions where hiring managers can post jobs explicitly related to talent requirements.
  • Internal talent acquisition: If you have an effective workforce planning process, you can quickly identify the gaps and implement talent acquisition strategies to fill those talent shortage areas.
  • Executive search firms: These agencies specialize in identifying talent with a specific set of skills and expertise required for a particular job opening. They also provide cost-effective talent acquisition services as they charge a one-time fee from the hiring company if they eventually hire the candidate.

The right talent acquisition strategy will help your business attract, engage and hire top talent quickly.

2. Talent Acquisition Best Practices for Employers & Recruiters

Following are some essential practices that recruiters should follow when engaging external talent providers: – Define roles and talent requirements in a way that talent acquisition providers can easily understand talent gaps – Create talent profiles, talent personas, and talent buyer personas to make the talent acquisition process more efficient – Prepare well-defined RFPs for interested talent providers to ensure quality talent acquisition services

3. Talent Acquisition Process for Hiring Managers

After receiving the resumes from external agencies, here are some critical practices hiring managers must follow during the interview process: – Thoroughly review submitted resumes before calling candidates for interviews. This will help you build a list of potential candidates quickly. Moreover, it also ensures that you do not waste time with irrelevant resumes. – Make a note of points discussed during the initial call so you have an understanding of the candidate’s abilities before meeting candidates. This will help you plan talent acquisition activities during the interview process efficiently. – Meet candidates in person as soon as possible, especially if it is a face-to-face meeting or an on-site talent acquisition event. It is critical to meet potential talent quickly because talent interest may expire over time, and hiring managers must make the right talent judgments at the first interaction itself.

4. Tips for Successful Talent Acquisition Strategies

As talent acquisition strategies are constantly evolving with technology, here are some tips helpful in finding global talent more effectively: – Leverage technological resources like social media platforms, mobile apps, etc., to attract top talent – Analyze company’s existing workforce strategy instead of blindly following external talent providers’ talent acquisition practices – Discuss talent requirements with industry peers to understand talent shortage areas – Research talent interest by using talent analytics tools. This will help you identify potential talent pockets that can be tapped into

The right talent acquisition strategy is essential to engage top talent within the desired timeframe efficiently. With effective talent acquisition strategies, staffing managers can quickly fill talent gaps and build the workforce of tomorrow. Those interested in learning more about building future-focused workforce planning strategies should attend WFM’s Workforce Planning for Tomorrow conference on October 5-6, 2016.

5. About Workforce Management

Workforce management (WFM) is a technology-driven performance improvement partner for large-scale enterprises across industries like retail & consumer goods, & transportation, financial services, and pharmaceuticals.

Measuring the ROI of Talent Management

As talent management grows across all functions, talent acquisition will play an increasingly important role within organizations. It will be vital that talent leaders create business cases that demonstrate their value to their businesses.

When employers do not see tangible outcomes from talent initiatives can result in talent acquisition projects being put on hold or altogether scrapped, with dire consequences for organizations, which are set to lose out on valuable talent when struggling with a lack of skills.

By demonstrating talent management ROIs, companies have secured investment in long-term projects. The most significant barrier has been changing mindset to talent as an investment rather than talent as a cost.

To justify the spending on talent acquisition, leaders need to implement talent management strategies that can be measured and assessed to bring value to organizations’ business goals and objectives.

Measuring talent initiatives is instrumental in ensuring long-term business value is achieved. Still, talent acquisition professionals must ensure they choose the right metrics and benchmarks which accurately measure their talent acquisition ROI.

Measurement tools such as objective guidelines help talent managers benchmark themselves against industry best practices and demonstrate.

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