Effective talent strategies for recruitment and engagement has never been harder to achieve. 

A recent survey, for example, showed that a staggering 68% of HR professionals are having difficulty filling positions from their current talent market. What’s more, 84% report that applicants simply don’t have the skills they’re looking for. 

Talent analytics is an exceptionally useful solution for piecing together the puzzle of finding, hiring, and retaining new talent. It provides highly valuable insights into worker performance, and allows an organization to learn exactly what skills are needed in a new hire to maximize business performance.

However, even though talent analytics can help the bottom line of your business, the truth is that many organizations have yet to harness its power. Some leaders may be afraid of data overload, or don’t understand how to strategically review the data to make decisions. The good news is that talent analytics can be easily absorbed and understood by using the right HR technology and asking the right questions.

When it comes to workforce planning, HR and procurement typically take different approaches. The disconnect between HR and procurement can also create a disconnect in the way that talent needed is found, hired, and retained, and the competition for finding top talent is tougher than ever before. In order to understand your ideal workforce, companies must consider integrating innovative HR technology, workforce analytics, and talent analytics to unleash your ideal workforce.

CEOs once again express concerns about access to skills as competition for talent heats up.

In our 2016 Talent Trends Survey, 72% of respondents said talent scarcity has negatively affected their business, with 53% of those saying they need additional talent acquisition resources. Disruption to leadership continuity and succession was the
second-most cited result of talent scarcity, mentioned by 45% of participants. In third place was disruption to existing business.