The talent analytics route to engaging passive talent

This incident about how Google uses analytics to hire top talent makes interesting reading. When Max Rosett googled the keywords ‘python lambda function list comprehension’ he was taken to another interface and presented with a programming challenge to solve within 48 hours. He did, and subsequently had a recruiter from Google approach him. A few phone interviews a challenging onsite interview befitting his skills followed. The irony of this incident was that Max Rosett was the typical passive candidate, who was not even contemplating a change. How then was he persuaded to interview multiple rounds with Google?

Locating passive talent with algorithms and analytics

This, they say, is how Google uses analytics to source top passive talent. In Max’s case, Google’s algorithms were possibly leveraging big data and volumes of information to predict his potential as a candidate for Google.

This is the strength of talent analytics in discovering and engaging with passive talent. It sifts through huge data with incredible speed to identify characteristics and behaviour trends that companies look for. Simultaneously, it uses these very insights to create the right candidate experience that attracts the discerning passive talent. It computes, in real-time, the impact of talent availability, market forces and candidate research to provide sharp insights for the right decisions.

Talent analytics enhances the power of storytelling

If data, as they say, is the currency of talent acquisition, talent analytics is the brilliant portfolio adviser. It narrates a compelling story of its brand to the passive candidate who looks not for opportunities but for avenues to make a difference.

It guides talent acquisition teams to strategise the ideal approach to identify top candidates. It computes scenarios to improve the candidate experience (resulting in high offer and acceptance rates). And it leverages its expertise to effectively partner with internal and external stakeholders through the hiring process.

Building a strong employer brand

A strong employer brand is pivotal to attracting and engaging passive talent. How can companies get the most out of their employer brand building efforts and budgets? Significant time, effort and costs go into strategising and executing an employer brand strategy. How well does it engage the top tier and passive talent? Are your social media posts, blogs, videos and testimonials driving talent closer to exploring your company and possible opportunities with you?

Talent analytics tool shows you the impact in multi-dimensional ways. It enables intelligent segmentation of passive talent. It reveals the content that interests specific segments and enables you customise actions to nurture and increase their involvement. It also provides predictive insights into the next steps based on what is actually pushing passive talent towards your organisation. For example, Hershey used talent analytics to determine viable sources of talent traffic and push recruiting spend in the right talent channels to maximise ROI.

Used smartly, talent analytics enables companies to engage with passive candidates long before they apply. It can be integrated with other HR systems to present a single source of truth for candidate relationships. It can track, measure and analyse every candidate touch-point to build on strengths and fix imperfections.

Ultimately data is a fine storyteller. The more you know your data, the better the story it can narrate to top talent to make them want to belong to your company. And that would be the crowning achievement of engaging passive talent.

Learn the 7 secrets of effective employer branding

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