A Practical Guide To Implementing a Talent Intelligence Platform: The Recap

Our co-founder Shon Burton and Vice President of Customer Success Jill Stutzman-Deaner recently joined David Francis from Talent Tech Labs to go over the practical side of Talent Intelligence. Jill and Shon dove into everything that recruiters need to know before they embark on implementing a platform solution.

If you missed it live, no need to stress! We’ve compiled the key takeaways just for you.

Want even more about implementing a Talent Intelligence platform?
Talent Tech Labs also created a coordinating report to give you all of the information you need!

What Is Talent Intelligence?

Before we dive into the takeaways, let’s define Talent Intelligence.

Talent Intelligence combines the vast amount of candidate data that organizations have with Artificial Intelligence to help teams make better decisions when it comes to talent.

Talent Intelligence is often used to:

  • Match internal and external candidates to open roles
  • Understand and contextualize skills and job market trends
  • Perform strategic workforce planning
  • Proactively source passive candidates
  • And more!

Key Takeaways From A Practical Guide To Implementing a Talent Intelligence Platform

While the hour was jam-packed with helpful insight, there were a few takeaways that are worth noting before embarking on your journey.

You Don’t Have to Rip and Replace Your Entire Tech Stack

When implementing Talent Intelligence, it’s possible to go the “rip and replace” route. Some teams choose to undergo an entire tech stack transformation. This will often require significantly more time, budget, and resources to happen.

For many teams, that’s just not possible.

There are platforms out there that will allow you to use Talent Intelligence as a system enhancer rather than a replacement (shameless plug for HiringSolved here). It’s significantly more cost-effective, takes less time to implement, and still provides quality talent intelligence access.

At the End of the Day, It Comes Down to Data

As Jill said in the webinar, “You’re only as good as good as your data.”

Too many teams are dealing with inaccurate or unhelpful candidate data. In fact, after a review of over 63 million candidate records, we found:

Overview of candidate data health in graphic icons:
51% of candidate records were missing resumes
37% of records were missing educational data
1 in 4 records were missing work experience
5% of records were missing contact information

The problem comes when you add automation or Artificial Intelligence to ineffective data. When you apply automation to insufficient data, you’ll get bad decisions. But it’s not necessarily the fault of the automation; it’s the fault of the data. When implementing a Talent Intelligence platform, you should work with your vendor to shine a light on the gaps in your data. Together you can build a plan to fix them so that you can get the most out of your investments.

Talent Intelligence Can Move the Needle on Diversity…If You Use It Right

The need for diversity feels like it has finally hit center stage. The conversation is no longer around, “Do we need diverse teams?” but it has transitioned into, “How do we build diverse teams?”

While technology is complementary to diversity initiatives, you need to focus on a more holistic approach that includes technology, people, goals, and beyond. Talent Intelligence tools like our Diversity Prediction can help you to visualize what you’re working with, but it can’t be the whole of your diversity recruiting strategy.

After defining your goals, work with experts to determine where Talent Intelligence fits into those goals.

Visible and Transparent Artificial Intelligence Is the Way Forward

When AI just sits in the background of your systems and processes, that can be scary. You’re not sure why it’s doing what it’s doing, you’re not sure what to trust, and you can feel like you’re not in control of the process. 

Blue and white image with a quote from Shon Burton, "There's no replacement for the human element when you're communicating about a stressful thing like a job."

While you don’t need to be a machine learning expert to use AI in your recruiting or staffing process, you should understand what the AI is doing and why it’s making the decisions it is. That way, you can remain in control of the situation. Increasing visibility and transparency around the functioning of AI in platforms also leads to increased trust amongst the team.

Here at HiringSolved, there are times that we have even fallen back to less complex automation systems because they’re more transparent. You get the same quality results, but we’ve made it easier to understand how the AI got to that point to better live up to our values of transparency in technology.

AI Shouldn’t Replace Your Entire Process

We say this a lot, but let’s repeat it: AI and technology should be used as a complement to your human processes, not as a replacement. Shon said it best, “There’s no replacement for the human element when you’re communicating about a stressful thing like a job.”

Tools like Talent Intelligence and automation should be used to give your team more time to do the human parts they’re so skilled at. After all, automation alone doesn’t always innovate, but it does give you the time you need to innovate.

It’s essential to understand what technology can and can’t do when you implement a tool like Talent Intelligence and adjust your goals and KPIs accordingly.

Overall, this webinar gave an excellent overview of the role of Talent Intelligence and the most practical way to implement it. But there’s always more to learn! If you want to learn more, we are always happy to chat!

Don't stop now. Keep reading!

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