Talent Sourcing Technology

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 Sourcing Technology

The talent acquisition process has become increasingly complex as businesses compete for the best and brightest employees in recent years. Technology has played a crucial role in this process, with various tools and platforms available to help recruiters find suitable candidates.

One such tool is talent sourcing technology. This software helps talent recruitment teams to think and act more strategically and spend more time with candidates. Traditional message boards may not be effective in finding technical talent.

Recruiters need to find (and attract) great candidates for their open positions. In this way, the recruiting and recruiting teams that master the sourcing of candidates will lead the competitive talent market. The right hiring tools mean more top candidates in your pipeline and more efficient hiring cycles from sourcing to screening. By providing the right tools to all team members and backing your existing technical team, you will be in great shape to find highly qualified technicians.

Recruiting is the process of finding, identifying, and connecting with potential candidates for positions for which you are recruiting or will be hiring in the future. Direct search of candidates is one of the main priorities in selecting personnel for organizations. Optimize your hiring strategy to suit your company’s needs and start looking for talent for open technical positions to hire the best.

Technologies Recruiters Use

Below we will discuss talent sourcing technologies that talent acquisition professionals rely on to find, screen, and select talent more efficiently. We will also describe the features of these products and their benefits. A talent sourcing tool can get your team more organized than ever before, making it more effective in the recruitment process.

A talent sourcing tool can help your team find the best talent for your talent pool and optimize your talent acquisition strategy. Recruiters can use talent sourcing tools to find talent on various platforms, including LinkedIn, Monster, CareerBuilder, and Indeed.

Many talent sourcing technology vendors can provide talent acquisition talent to help with your talent mapping and talent inventory strategies.

Daniel Michelini, a technical recruiter at Google, says having the right tools in your company is essential to successfully sourcing tech candidates. Finding technical talent is even more difficult for your non-tech recruiters and employees because the skills sought after can often seem foreign to someone with a non-technical background, making it difficult to distinguish between a mediocre candidate and someone highly skilled in their field.

Recruiting Software

Finding technical talent is often the most challenging job for recruiters and talent acquisition professionals. If recruiting candidates for regular positions hasn’t been challenging enough, sourcing talent for technical candidates is another challenge. While LinkedIn is one of the most popular buying channels for recruiters, driving meaningful engagement with tech talent is challenging due to the sheer volume of candidates and recruiters on the platform. LinkedIn is a popular talent search channel for both candidates and recruiters as you can join industry groups for up-to-date information.

Most tech candidates don’t advertise on traditional job sites. You, as a recruiter, need to expand your search experience. Automated sourcing uses recruiting technology to find online candidates that match the requirements of your position.

Modern candidate search technologies can be a massive tool for this. Advanced supplier sourcing (some AI-enabled) and candidate relationship management (CRM) tools continue to gain traction in the marketplace, allowing organizations to hire future workforce by engaging all potential customers and candidates. Organizations use these tools to implement their internal staffing model, connect to an external office or talent pool, and more.

Technologies like Visage exist to help suppliers be more productive and allow recruiters to do their inventory, but the way these tools are evaluated has traditionally not been very successful. Busy HR and talent professionals today are well aware of the power that technology can provide to their organizations at many stages of talent acquisition. Every Human Resource and Technical Assistance Leader incorporates technology into their strategy, understanding the benefits of a technology-driven hiring process.

Talent Sourcing Strategy

When considering the talent acquisition process, recruiters and hiring managers focus on recruiters. As a result, efforts to create new and more effective technologies have focused on this part of the process. This technology helped automate the process and freed up time for talent acquisition specialists to focus on more strategic business areas. Today, however, even these sources are overshadowed by more advanced technologies that use artificial intelligence and predictive analytics to help find and connect with job candidates. Their platform is based on a predictive element that helps recruiters identify suitable candidates for their company and make smarter hiring decisions.

You can facilitate this process by comparing your current talent pool with future candidates and determining the type of candidate you need. When developing a talent sourcing strategy for technical jobs, it is crucial to measure the impact of each decision or process on the hiring plan.

The best way to define a talent sourcing strategy is to talk to functional and hiring managers about the problems they face in the hiring process and make decisions based on your goals. Finally, recruiters must understand what tech talent wants – they want challenges, engaging work environments and projects that push their boundaries, and using software that will entertain and excite them. One of the best ways to find talent is to challenge the candidate, as they love opportunities to explore and showcase their skills.

Creative Sourcing Strategies

Creative talent sourcing strategies are necessary today, as creative hiring needs to be personalized for each candidate. The creative industry is unique in that it requires creative thinking and problem-solving skills at every step of the way—from strategy development to production. With innovative recruiting, brands can do more than just source creative talent; they can source creative thinkers.

Companies are looking for ways to streamline the process and find the best talent faster for talent acquisition. One way to do this is through technology. Talent sourcing technology can help identify qualified candidates and make the recruitment process more efficient. It can also help companies target

Tech talent can tell quickly if the recruiter doesn’t know what they’re talking about. There is also a lot of talk about how important it is for recruiters to communicate with technology talents and speak their language.

Train the team on how to provide mentorship, experience, collaboration, and partnership to work with their global hiring managers/recruiters to recruit the best talent. Manage technologies, processes, and weekly schedule for team members to improve recruitment.

Advanced Sourcing Techniques 

As the talent acquisition process has continued to evolve, so too has the technology used to support it. Recruiters and hiring managers have long relied on technology to automate the sourcing and screening of candidates. Still, in recent years they have begun to employ more sophisticated tools that use artificial intelligence (AI) and predictive analytics to identify potential job candidates.

These technologies help recruiters automate routine sourcing tasks and free up talent acquisition professionals’ time to focus on the strategic business areas.

However, even these tools have been overshadowed by a new generation of talent platforms that use AI and predictive analytics to find and connect job candidates with employers. A talent platform allows recruiters to compare their current talent pool with potential future candidates and determine the talent they need for their organization.

When developing a talent sourcing strategy, it is essential to talk to functional and hiring managers about their problems in the hiring process. Based on these conversations, you can decide the type of talent you need and how you should source talent.

The talent sourcing strategy is essentially about communication – talent wants to know that the recruiter understands their needs and has taken them into account when developing a talent acquisition program. Managers should communicate these needs to talent acquisition professionals to build talent sourcing strategies accordingly.

This will allow recruiters to determine which technology talent platforms they should prioritize and invest their time and resources. There is a lot of talk about talent platforms, not least because talent wants to know what it can do for them. After all, talent wants jobs where they are challenged and given exciting projects so that the job is both intellectually stimulating and personally fulfilling.

Recruitment Platforms

Recruitment platforms are a way to find a job. You can type in what you want, and it will show you places with jobs. If you want a job, you can go there and look for one. The site will show you the jobs available in your area. You apply, and if it seems like a good fit, the company might call you to set up an interview.

There are recruitment platforms on the internet. People use recruitment platforms to look for jobs. You can find recruitment platforms by doing a google search or googling recruitment platforms.

Several recruitment platforms are available that can help make the sourcing process easier. Some of these platforms include Indeed, Monster, and LinkedIn. These platforms allow you to search for candidates based on their skills, experience, and qualifications.

Technology has also made it easier to source talent. Numerous recruitment tools can help you find the best candidates for your organization, but the best ones help find the right talent fast.

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