Workforce Intelligence Planning

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 Intelligence Planning

Workforce intelligence planning is used to help companies make decisions about hiring and managing employees. Workforce Intelligence is also called workforce analytics or talent analytics. The workforce intelligence process combines workforce data from multiple sources to create one unified source for analysis. Components of workforce intelligence include workforce planning (also called workforce analytics), recruitment, and workforce data management. Different companies use workforce intelligence to make different decisions about hiring employees. Some companies use workforce intelligence to identify skills gaps in their workforce. Other businesses use workforce intelligence to track changes in workforce talent. The workforce intelligence process helps companies make better hiring decisions. The workforce intelligence process can include:
  • Recruitment
  • Services provided by recruiting agencies
  • HRIS information about existing employees (e.g., job titles)
  • Workload analysis of current employees
  • Employee onboarding solutions
  • Talent acquisition reports

Workforce Planning Model

Workforce planning is part of workforce intelligence. Workforce planning uses workforce data to make workforce management strategies. Companies use workforce planning models to estimate workforce needs. The workforce planning process can include: Companies use workforce Intelligence, workforce analytics, and workforce data analysis throughout the hiring process, including job postings and recruitment. A robust model of workforce planning can help workforce planners answer important workforce questions such as:
  • How many people will we need in five years?
  • What jobs will these employees work in?
  • Who is the best candidate for this job opening?
  • Are we missing any skills or talent areas that we should be focusing our workforce planning on now and in the future?
Workforce Intelligence can provide insights into workforce data and workforce analytics which can help employers and human resources professionals make informed workforce management strategies now and into the future to ensure their organizations are ready for current & future business challenges.

Employee Data, Behavior, and Patterns

Employee data can be beneficial to companies. It’s used for various things, including workforce management, recruitment and selection, and workforce analytics. This type of data is collected from multiple sources such as workforce surveys, employee performance reviews, exit interviews, and even social media interactions, such as the number of times an employee liked a company post or retweeted a company tweet. The workforce patterns identified by analyzing this information include workforce morale, attrition rates, talent retention rates, and workforce demographics like gender and ethnicity. Employee data is essential to everyone in the organization to identify workforce problems and improve ROI (Return On Investment). For example:
  • High turnover rate: If someone is leaving your company too often, it might indicate you are not paying your employees enough. If the workforce data shows that you pay well above average and yet people still leave, which means their reasons for leaving are personal and situational. For example, a salesperson might want to live closer to their family in another city, or a recent college graduate wants to work from home, but commute time is too long to allow them to do that.
  • Low workforce morale: This can be an indication of a few things as well. Suppose your workforce is unhappy with your company’s leadership. This could be due to upper management being extremely critical, which would make others feel intimidated by them or if the workforce perceives a lack of communication across departments because each department has different goals and little synergy between groups.
  • Talent retention: If you want to increase workforce productivity and workforce analytics show that your employees are leaving faster than those in other companies, and those staying might be those who aren’t as talented.
Workforce analytics can also identify if certain groups of people lack representation. Looking at the data can locate hiring practices that exclude applicants from these groups, which will improve workforce diversity. It could also indicate why these groups are underrepresented, such as women or minorities not feeling like they fit in with current employees. Recruitment efforts such as using targeted ads on social media platforms like Facebook and workforce analytics help determine if the workforce is becoming more diverse. Organizations use workforce data for a variety of purposes. Still, workforce analytics can be instrumental in workforce management, recruitment, and selection. It helps you identify the best workers to hire or at least those who will stick around longer than others. It’s also helpful in workforce planning, including succession planning, crisis staffing plans, and strategic workforce plans. Workforce patterns that indicate a need for workforce planning include if your company is increasing, such as an up-and-coming startup, or if your industry changes quickly like it does in technology or pharmaceutical companies.

Control Talent-Related Risks

Workforce analytics is a great way to manage talent risks that could affect your company, such as workforce retention or morale. When workforce data is analyzed with workforce analytics, it can help the organization identify where problems lie and address them before a large-scale crisis occurs. This data analysis allows organizations to make plans for when a large-scale problem occurs. Workforce data is an excellent way for organizations to assess workforce risks that could lead to problems. It can show workforce patterns and give insight into why issues might be occurring. By addressing workforce issues as soon as they arise, organizations will prevent larger-scale problems from happening. Suppose workforce data shows a need for workforce planning due to a rapidly growing workforce or a workforce with fluctuating job functions. In that case, it’s better to address these issues early before you’re forced to rather than waiting until the company has a problem. The use of data analytics in behavioral sciences allows having a better understanding of human behavior and thus shaping better strategies to achieve success in the workplace, i.e., by promoting employee engagement or successful succession planning. In other words, workforce analytics is the application of workforce data in making decisions about workforce management, workforce planning, or workforce retention. Workforce analytics can identify workforce patterns, for example, when workforce turnover is high in a specific geographical location, gender, or department. This insight might indicate why this pattern exists, allowing you to make changes that will cause the workforce to stay longer with your company. Companies can also use workforce analytics for risk assessment. Helping organizations understand their workforce readiness to meet particular challenges presented by external factors such as an increasingly competitive landscape around their industry or specific skills they need to succeed in their core business processes. For instance, if your organization is experiencing competitive pressure recruiting talent for various engineering roles, it might be time to review the core training programs.

Informed Decisions on Hiring Practices

Making informed decisions on workforce data helps you identify the best workforce patterns to hire more people who are just as talented as those currently in your workforce. You can also use workforce analytics to compare workforce attrition rates of specific groups or departments within your workforce, so you know which ones need better retention strategies. For example, suppose one department has a higher workforce attrition rate than other departments. In that case, it might be time to re-evaluate what’s going on in that particular department because something could have happened that caused an increase in workforce attrition. Workforce data can also show you staffing levels by role and location, so you know how many workers are needed for specific positions across certain areas at different times of the year. Workforce allows organizations to address known workforce needs before workforce problems arise, even if Companies can’t always predict workforce issues. Workforce data analytics helps you identify workforce patterns that show how the workforce is changing over time. For instance, workforce data might show that there has been an increased workforce turnover rate in one of your geographical locations, which indicates a new challenge for workforce management. Suppose workforce data shows that workforce planning would benefit this location. In that case, workforce planning can address these needs, so you don’t have to start looking for new workers again during a busy time when it’s harder to find employees because everyone else is also trying to hire people during this busy season. Additionally, suppose too many of the best people leave the organization. In that case, you might consider raising wages because when they offer better pay, other companies will have a more challenging time competing for these workforce specialists. Having workforce data available early on will allow you to make informed decisions to be proactive in dealing with workforce challenges rather than waiting until workforce problems occur and then scrambling to deal with workforce issues. Workforce intelligence is a tool that allows organizations to better understand their workforce patterns, risks, and opportunities over time, allowing them to be more effective at workforce management, which in turn increases success for the organization as a whole. Workforce intelligence indicates excellent workforce health because it shows that people are confident enough in an organization’s future that they don’t want to leave it even when other companies offer them better pay or working conditions.

Workforce Development Strategies

Workforce data can help organizations form workforce strategies by showing workforce patterns, workforce gaps, and workforce risks. For example, if a specific role is in high demand, you don’t have the critical skills needed to fill that role. Workforce intelligence will show this workforce gap allowing you to take action and find people who already have these skills or provide training programs for the existing workforce. Suppose one department has minimal turnover, but another department has a lot of turnovers. In that case, it might be time to identify what’s going on in each department to create better retention strategies for the employees in one department while looking at what’s happening in another department so you can do better recruitment practices. When workforce data shows workforce risks, it’s time to take action before workforce problems occur because workforce challenges such as churn and workforce shortages affect the entire organization. If one department has more churn, then workload will be left behind, impacting productivity for departments that rely on those employees, causing them to deal with more work or look for new people. When workforce intelligence indicates that an organization is at risk of having a workforce shortage, you need to improve recruiting methods to avoid a deficit in your workforce and no way to meet workload requirements. The most important thing about workforce intelligence is that it can help organizations make decisions early on when they have enough time to change course if they need to change course. By allowing workforce data to help guide workforce decisions, you can avoid workforce challenges and achieve workforce success. Workforce intelligence is a workforce management tool that allows organizations to track workforce patterns, workforce gaps, and workforce risks over time to be proactive about workforce issues rather than remaining reactive until workforce problems occur. When workforce analytics show increased turnover rates in one geographical location organizations, need to act quickly with a workforce plan dedicated to this specific location. Suppose too many of the best people are leaving the organization. In that case, the company will face a more challenging time finding replacements during a busy season, causing them to lose money or risk not meeting customer demands which could damage relationships with customers. Workforce data also helps show what roles have.

Workforce Intelligence Network

The workforce intelligence network is a network that connects workforce data to workforce analytics. Companies are gathering more workforce data than ever before, allowing them to identify workforce patterns, gaps, and workforce risks over time, taking the necessary steps to avoid workforce problems or create strategies for workforce successes. With so much workforce data gathered every day, organizations need a way to sort through it all and take action. Whenever an organization uses workforce analytics, they can better understand their workforce, which means workforce data will help guide workforce strategies. Workforce analytics includes action-oriented workforce planning, talent acquisition, talent management, workforce development, succession planning, among others. The business benefits of using workforce intelligence increase the speed of response times to an ever-changing market.

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