Talent Pool Assessments Help You Make Informed HR Strategic Decisions

In the 2011 movie Moneyball, Brad Pitt plays Billy Beane, the Oakland Athletics baseball team’s general manager, who with Yale economics whiz Peter Brand (played by Jonah Hill) uses a sophisticated empirical analysis of baseball statistics when scouting players. Beane didn’t have the kind of budget that teams like the New York Yankees did, so he had to recruit smarter — using research and analytics. He caught a lot of flack for this from baseball traditionalists, but when the A’s broke the record for the longest winning streak in American League history by winning 20 games in a row, his approach was vindicated.

This kind of methodical approach to recruiting and keeping talent is the approach businesses also need to take. Much better to have vetted candidates “on deck” than having to start from scratch every time you need to fill a vacancy. It not only saves time, but it drastically reduces costly recruiting errors.

HR Competitive Intelligence

There is a lot of talk these days about artificial intelligence, big data, and machine learning. But how do you take a resume and put analytics around that? There is a lot of hype in this area and we’re just starting to scratch the surface on this.

And how do you get in front of your talent needs — that is, be proactive in recruiting and nurturing talent, as opposed to reactive (and possibly panicky) when you suddenly need to fill a strategic positions?

Billy Beane didn’t have the kind of budget that teams like the
New York Yankees did, so he had to recruit smarter — using
research and analysis.

This is where a data-driven research methodology and knowing how to put the pieces of the puzzle together can help your organisation gain a competitive advantage. You want the best people in your industry working for you. But first you have to figure out who they are, where they are, what they look like and how they tick.

Talent Analytics Save the Day

There’s no one magic bullet to talent analytics. At Intellidig, our methodology is a combination of common sense, elbow grease, and a meticulous approach to uncovering talent related info, real-time market and industry insights that you won’t find anywhere else.

Of course, first we do our homework to identify what exactly it is our clients are looking for. Most organisations know very little about the talent pools they are trying to attract. Intellidig gathers the people intelligence info to help companies make more informed and validated decisions about their talent strategies. It’s not just about uncovering the data; it’s knowing what to do with it. Whether it be for improved attraction and retention, labour or locational analysis, employer branding, succession planning, diversity analysis, competitive intel, etc., the answer is the same – knowledge is power.

Come on Into Our Talent Pool — the Water’s Fine

To truly have an understanding of your talent landscape, as well as issues and challenges relating to your business or industry, you need to get inside the walls of where the talent live and work. This kind of detailed analysis can paint a meaningful picture of the talent landscape providing unparalleled strategic insights to help businesses make better, more informed talent related decisions. Now that is being proactive.

Want to Be More Like Billy Beane?

To find out more about Intellidig’s proven methodology to finding and attracting top talent and our customized approach to talent analytics, request our whitepaper: How Research Makes Hiring Better.