Talent Hiring Strategy

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

Talent Hiring Strategy

When it comes to talent hiring, having a strategy in place is vital. By developing a process and sticking to it, you can ensure that you find the best talent for your organization. Here are some steps to follow when creating your talent-hiring strategy:

1. Define your needs

Before you can start looking for candidates, you need to know what type of talent you are looking for. What skills and experience are essential for the position? What type of personality would be a good fit for your company culture? Once you have a clear idea of what you need, you can target candidates that match those requirements.

2. Source potential candidates

There are many ways to find potential candidates for your organization. You can find talent by posting jobs online, looking for referrals from current employees, or attending local networking events where you can meet potential talent.

3. Shortlist talent for an interview

Once you have found your potential talent, make a shortlist of individuals that best fit the position’s requirements and conduct interviews with these candidates to determine who is the best candidate for the job.

4. Make hiring decision

After narrowing down a shortlist to one candidate, it’s time to see if they are suitable for your organization. Conduct several reference checks with past employers before making a final decision on who you want to hire. After making your selection, remember to celebrate successfully finding talent!

Hiring Strategy Plan

A strategic hiring plan is important for every company, especially small businesses. Having a specific plan makes the hiring process less daunting and more organized. Not only will you be able to assess your needs better, but you’ll also be able to develop a strategy for sourcing candidates that meets those needs.

The first step in creating your hiring strategy is to analyze your current staffing situation and determine what positions need to be filled. Once you have a good idea of what types of roles need to be filled, you can begin planning how to fill them. This may include hiring from within your company or reaching out to specialized recruiting firms.

Another key part of any hiring strategy is identifying the specific qualities and skills required for the roles. You can then identify the key traits that you’re looking for in candidates and build a hiring plan to attract the right people. Once your hiring strategy is complete, you’ll be better equipped to bring on team members who will help grow your company and meet its goals.

Examples of Recruitment Strategies

When it comes to sourcing and recruiting the best talent, there are a variety of strategies businesses can use. One example is a contingency recruitment plan. With this type of plan, companies reach out to pre-selected agencies or recruiters with a specific list of qualified candidates already in their database. If these agencies or recruiters cannot find a suitable candidate for the position, the business covers all associated fees.

Another example of a recruitment strategy is known as passive recruitment. This strategy focuses on identifying potential employees who are not currently looking for new jobs. Businesses will reach out to these individuals through social media, networking events, or even referrals from current employees. The goal is to identify top talent before becoming available to other employers. Although this recruitment strategy is more time-consuming than different strategies, the return on investment can be extremely high when successful.

A third example of a recruitment strategy is known as active recruitment—this type of sourcing and recruiting focuses on identifying potential employees who are currently looking for new jobs. Businesses will post job descriptions and conduct interviews to find the best candidate for the position before they even go out and hire additional staff. Recruiting top talent while still employed helps businesses save money by not paying recruiter fees or offering higher salaries.

Recruiting Ideas Outside the Box

The recruiting process can be a real drag. And it doesn’t have to be that way. Turn the recruiting routine on its head by giving some creative recruiting ideas a try.

Branded Luggage Tags as Rewards

Incorporate branded luggage tags as rewards for referrals and recruiting events. Incentives like these will help build employee morale and strengthen your employer brand with each new hire you make through recruiting efforts. Have fun describing your company’s job position, company culture, or other unique profile in an upbeat message printed on a luggage tag, so every person who signs up is excited about what they’ve discovered! It will leave a lasting impression, and they’ll feel more invested in telling others about their experience at your company.

Donate Your Unused Office Supplies

Your office space can be the recruiting event. Set up your supplies and equipment to entice other companies rather than hoard them for yourself. With an open-door policy, you’ll find visitors interested in recruiting opportunities. Keep brochures and snack bars on hand for anyone who stops by-you never know when a recruiting opportunity will arise! And it certainly doesn’t hurt to have a few packages of donuts or bagels around to sweeten the deal when talking with potential hires. Throw in a bit of break room humor, staplers printed with encouraging recruiting messages, and pens sporting graphics that fit your company culture-you’ll have people lining up at your recruiting tables in no time!

Give Gifts for Number of Referrals

Everyone likes to be rewarded for their efforts, so why not give gifts for many recruiting referrals? It works just like your car insurance rewards program-the more people you refer, the bigger the prize. Ask your recruiting team for creative recruiting ideas and incorporate a little incentive into your recruiting routine. You’ll see an increase in recruiting numbers as soon as word gets out about this fun policy!

Successful Recruiting Strategy

Recruiters can implement several successful recruiting strategies to find the best talent for your company. One such strategy is to target specific universities and colleges. By focusing on specific schools, you can target candidates with the desired skills and qualifications.

Another successful strategy is to use social media platforms to attract potential candidates. Platforms like LinkedIn and Twitter offer a great way to reach out to potential candidates and showcase your company’s culture and values. Additionally, using online job boards is an effective way to attract top talent.

Whatever recruiting strategy you choose, it is important to be flexible and adaptable to find the best possible candidates for your company. Remember, the goal is to find the best talent, not just fill a position. By implementing a successful recruiting strategy, you can find the perfect candidate for your company and ensure that your team is successful.

It is crucial to implement a successful recruiting strategy to find the best talent for your company. Many methods can target specific universities and colleges, social media platforms, and online job boards. It is important to be flexible and adaptable to find the best candidates for your company. The goal is to find the best talent, not just fill a position. By implementing a successful recruiting strategy, you can find the perfect candidate for your company and ensure that your team is successful.

Build A Talent Community

You can’t find good talent by throwing your net into the talent pool and hoping they come. Develop talent communities, like LinkedIn Groups, where you can post opportunities with your company to build awareness of what you do. Let them get to know who you are and what you want; they’ll come looking for more information when they decide it’s time to look for a new opportunity.

It’s easy not only for talent but also for talent communities to become echo chambers of like-minded people. Be sure to spark conversations with others in the community about issues beyond talent topics; it will keep talent engaged even after their initial enthusiasm about working at your company fades (which is most likely around four months). You want talent to see your company as a community they want to be a part of, not just a place where they can find a job.

Don’t overlook the wealth of talent internally. Particularly for small businesses, talented people often don’t want to leave a company. Identify and reach out to these individuals, which helps you find talent near you.

Reach Passive Candidates

Companies make outreach efforts to engage passive candidates in an open job search, using a variety of approaches, including LinkedIn outreach and employee referral programs.

Developing an outreach strategy can be daunting, but luckily, a few tips can help make the process a bit smoother.

First, it’s important to identify the types of passive candidates you want to target. This can be done by looking at your hiring needs and determining which skills or qualifications are in high demand. Once you have a list of desired traits, you can research which companies have employees who fit that profile.

LinkedIn is an excellent resource for finding passive candidates. You can use the site’s advanced search function to find professionals who meet your criteria and then outreach to them directly. It’s also important to remember that many passive candidates aren’t actively looking for new jobs, so it may take some time before they respond to your message.

Employee referral programs are another great way to reach passive candidates. These programs incentivize employees to refer friends or family members for open positions. Not only do employee referral programs help you find qualified candidates, but they can also help reduce hiring costs and improve employee retention rates.

Hiring passive candidates can be a challenge, but it’s worth the effort. You can connect with talented workers who may be a perfect fit for your company using the right tactics.

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