Workforce Analysis

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

Workforce Analysis

Workforce Analysis is the process of studying and understanding the workforce requirements to make informed decisions about workforce planning. It involves looking at workforce size, skills, and composition to identify potential gaps and shortages. Workforce Analysis is an integral part of HRM, and it can be used to plan for future growth or address any workforce issues that may arise.

Many different techniques can be used in workforce analysis. One popular technique is to use HRM software to create workforce models. These models can predict how the workforce will change in the future and identify any potential gaps or shortages. Other techniques include job analysis, which involves studying the duties and responsibilities of jobs to identify skill requirements, and workforce planning, which involves forecasting future workforce needs and developing strategies to meet those needs.

Workforce Analysis is an essential tool for HR professionals, and it can be used to make informed decisions about workforce planning. By understanding the workforce requirements and using appropriate analysis techniques, HR professionals can ensure that their organization has the right workforce to achieve its goals.

Different methods can be used for workforce analysis. One common approach is to use job analysis tools to assess the skills and knowledge required for specific jobs. This can help identify gaps between the current workforce and the workforce needed to achieve strategic objectives. Another common approach is to use workforce planning tools to model future workforce requirements. This can help to identify any potential shortages or surpluses in the workforce.

Workforce Analysis is a tool for HR professionals. Understanding the workforce requirements can make informed decisions about workforce planning and ensure that the organization has the right workforce to achieve its strategic objectives.

Workforce Planning Model for HRM

Workforce planning is an essential role of HR management. The HR Planning process includes activities like workforce analysis, forecasting, planning, recruitment, and selection of human resources to meet the requirement of workforce planning. HR planners use various models for HR planning like the experience curve model, growth-share matrix, etc.

The most popular workforce modeling technique used by HR management is the Experience Curve Modeling approach based on research work done by Philip B. Crosby in the 1960s. This model can be applied at the organization or functional levels to forecast future demand. The basic idea behind this model is that people “learn” how to do their jobs better, resulting in increased efficiency over time. According to the experience curve, HR planners can expect an improvement of 20 percent in performance for every doubling of the workforce. In this model, the HR planner aims to achieve the target number of years at a particular production level by ensuring optimum allocation and distribution of the workforce across levels.

The second most popular method is the Growth-Share Matrix used for HR planning. HR planners use this matrix to compare growth potentials, market shares, cash flows, etc. This analysis may also include comparing different HR projects or plans concerning development plans. The company’s business portfolio is divided into cash cows, stars, question marks, and dogs based on growth rate and market share. HR planners ensure that maximum resources are devoted to Stars which are high growth and high market share businesses with good cash flow potential. HR planners also put resources into Cash Cows which are low growth, high market share businesses with good cash flow potential. Resources are not put into Dogs with low growth, low market share, and negative cash flows.

Workforce planning plays a vital role in HR management. The HR planning process includes workforce analysis, forecasting, planning, and recruitment activities.

Workforce Diversity in HRM

The workforce diversity in HRM is a critical aspect to consider when looking at the effectiveness of an organization. HRM must manage a diverse workforce by ensuring that all individuals are treated fairly and respectfully. Diversity can be defined as the differences between people regarding age, ethnicity, gender, physical abilities, sexual orientation, and social class.

Diversity is becoming increasingly important in the workplace as organizations strive to reflect the communities they serve. A diverse workforce can provide new perspectives and ideas to help an organization be more innovative and successful. However, managing a diverse workforce can also be challenging as it requires HRM to address different needs and preferences.

There are many strategies that HRM can use to manage a diverse workforce. These include:

  • HRM policies and procedures to ensure that all employees are treated fairly and with respect.
  • HRM that is representative of the community it serves helps reinforce credibility and trust with its organization by demonstrating that it understands the different needs of stakeholders in the community. HRM can achieve this by recruiting a workforce from various backgrounds. This can be achieved by implementing recruitment processes such as targeted advertising, offering flexible work arrangements, conducting awareness programs about diversity issues, holding information sessions on cultural sensitivity, or managing performance by providing feedback.
  • HRM objectives should reflect organizational values and meet business needs related to achieving competitive advantage in innovation, productivity, quality output. HRM should set objectives for workforce diversity that are realistic, measurable, and achievable. For example, HRM may want to increase the percentage of women in management positions by 5% over the next three years or ensure that 20% of employees attend cultural awareness training. HRM should also monitor progress against these objectives to determine whether the strategies used are effective.
  • The introduction of HRM policies is only half the battle in managing a diverse workforce. Organizations will need their managers to be fully aware of their responsibilities in promoting fairness and respect when managing people with different backgrounds. This requires HRM to provide managers with training to recognize diversity issues within their workgroup and address them. HRM managers should have specific roles when it comes to workforce diversity. HRM can also develop training modules on diversity for all employees to ensure that everyone in the organization understands and values the benefits of a diverse workforce.

The workplace is constantly changing, and HRM must continually adapt its strategies to meet the needs of a diverse workforce. HRM can create a more inclusive and prosperous workplace by implementing the strategies mentioned.

Strategic Workforce Planning

Strategic Workforce planning is the process of forecasting future workforce needs and aligning the organization’s resources to meet those needs. A key component of Strategic Workforce Planning is workforce analysis, which identifies and assesses factors that affect the size and composition of the workforce.

Various factors can impact workforce planning, including demographics, economic conditions, technological advances, and social changes. The most critical factor in workforce analysis is the organization’s current and future business needs.

Organizations must constantly adapt to changes in the business environment, and the composition of the workforce must also change to meet the demands of the business. A workforce analysis can help an organization identify its current and future workforce needs to adapt its resources accordingly.

Various methods can be used in workforce analysis, including trend analysis, labor market analysis, and job analysis. Trend analysis looks at past data to identify patterns that can help predict future trends. Labor market analysis looks at the supply and demand for labor in a specific geographic area or industry. Job analysis looks at the tasks and responsibilities of a job to determine the skills and knowledge required for the job.

The results of a workforce analysis can be used to make many decisions, including hiring decisions, training and development decisions, and succession planning decisions. A workforce analysis can also help an organization identify areas where it may lack inventory or shortages for particular skill sets, which can help guide staffing decisions.

Workforce Planning Gap Analysis

A workforce gap analysis is a process that identifies the areas in which an organization’s workforce does not have the skills or competencies needed to achieve its strategic objectives. The analysis can help identify any potential threats to the organization’s ability to meet its goals and objectives. Additionally, it can help identify opportunities to improve performance by filling any identified gaps.

Several steps can be taken to conduct a workforce gap analysis. The first step is to gather data about the workforce. This includes data on the skills and competencies of the workforce and data on the needs of the organization. The next step is to identify gaps between the workforce and the organization’s needs. This can be done by examining data on the skills and competencies of the workforce and data on the needs of the organization. Once gaps have been identified, the next step is to develop strategies to fill those gaps.

A workforce gap analysis can be a tool for organizations looking to improve their performance. By filling any gaps in the workforce, organizations can improve their ability to achieve their strategic objectives. Additionally, a workforce gap analysis can help organizations identify potential threats to their success and develop strategies to address those threats.

Benefits of Workforce Analytics

There are several benefits of workforce analytics. The first is that it can help organizations identify and assess their current and future talent needs. With this information, businesses can create a plan to fill any gaps in their workforce. Another benefit is that workforce analytics can help organizations improve employee productivity. By understanding which skills employees need and how they work best, businesses can create a work environment that is best suited for them.

Additionally, workforce analytics can help organizations identify and address any potential risk areas. By understanding where their vulnerabilities are, businesses can take steps to mitigate any potential damage. Lastly, workforce analytics can help organizations improve employee engagement. By understanding what motivates employees and what makes them happy at work, businesses can create a work environment that is more satisfying for everyone.

All of these benefits can be extremely valuable to organizations. By implementing workforce analytics, businesses can improve their bottom line and become more efficient and productive. Additionally, they can reduce the risk of negative impacts on their business and improve employee engagement. Overall, workforce analytics is a powerful tool that can help achieve optimal success for any organization.

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