Get Contextual Talent Analytics to Impact Business Outcomes

Jun 26, 2016

89% of Glassdoor users are either actively looking for jobs or would consider better opportunities.


- Glassdoor U.S. Site Survey, January 2016.


How do companies and candidates find out how relevant they are to each other in today’s competitive environment?

In today’s digitally-driven, connected devices and uber-driven era, decisions are taken at a faster rate than ever before. There is no doubt that companies which are performing are using intelligent analytics and data-driven enterprise solutions. However, this is not possible without identifying the context of the data, without extracting the real meaning of data which is used to run the human resources function. Context adds true value, it is what understands data of any format and puts it in form. A contextually intelligent system extrapolates complex unstructured HR data types into decision-worthy analytics.

Therefore, in order to find best-fit talent for an organization, recruiters must be equipped with an intelligent platform that selects talent contextual to the business. This saves time and money. It not only implies enriched talent data, but also critical decisions, predictive analytics and strategic planning for HR.

Below are 7 reasons why your organization should be using a contextual intelligence platform, enabling HR to impact bottom line and strike operational excellence.

1) Source Only Relevant Talent from the Internet

Talent data is scattered all over the internet in various formats that one could imagine. A contextual talent social platform has the capability to search the entire world wide web and curate candidate data in an intelligent manner. It locates, validates profiles and brings them into an enterprise social ecosystem which recruiters could use further to engage with both active and passive job seekers in social style. One could easily guess the benefits of such a system. Build an on-tap qualified talent pool which is especially useful in on-demand hiring situations, resulting in reduced time-to-hire.

2) Predictive Analytics

Predictive models can track employee behaviors and desired traits; and identify patterns that indicate organizational strengths and weaknesses. For example, contextual analytics can identify the key traits required in top employees in Sales, measure existing skills proficiency levels and design training programs to fill skills gap.

3) Leverage Talent Data for Strategy

Contextual analytics empowers HR to have a seat in boardroom meetings when it comes to making decisions related to core business strategy. Contextual analytics contain a host of comprehensive insights that concern the relationship between existing talent output vis-à-vis investment decisions and business goals. Get key performance indicators of the entire organization and correlate them with strategic priorities; or assess the readiness of existing talent pool for planned initiatives.

4) Map Talent Needs Accurately

Imagine there's a critical project requiring specialized engineering skills for deployment at sites in South America. With contextual talent mapping, the concerned company can readily analyze which existing engineers have the proper skill set, which employees are fluent in Spanish, and whether contingent employees could be deployed on a contractual basis to complete the project? Contextual Search & Match maps skills to job requirements by qualifying skills on the basis of their richness and gaps. Such insights speed up decision making for efficient talent deployment

5) Create Qualified Talent Pipeline

Is your organization prepared to handle departures or retirements of significant high-level employees? Is there internal talent which has to be identified, groomed and challenged to assume senior roles in the future? With contextual analytics companies can identify next generation leaders, tailor the right training programs and develop organizational succession plans in real-time.

6) Efficient Recruitment

With contextual search and match, recruiters can search through hundreds of documents in minutes, not hours or days. The system pinpoints only the most relevant candidates based on skills metrics. It also ranks candidates in the order of their skills proficiency levels and work experience, also suggesting where else a candidate could be ‘Hired As’. Time-to-hire drops and better candidates get vetted, interviewed and hired.

7) Engage Potential Candidates Proactively

Contextual analytics allows companies to attract and personally engage with potential candidates who might or might not be in an active job search mode, in a social ecosystem of their own. A contextual social network drills through social media profiles and social footprint data giving richer insights about candidates. Recruiters get to engage with them, provide career advice, familiarize them with the company and send vacant job notifications. Forging relationships with these future employees shortens the recruiting process, saves time and builds employer brand.

HR data is meaningful only when it is interpreted and incorporated contextually to an organization in such a manner that it gives measurable outcomes and enhances business. Those HR leaders who understand the importance of context, enable their CEOs to make informed decisions. As the world forays into the IoE era and generates mind-blowing amount of data, the time is right to unleash the power of contextual intelligence analytics!