5 signs you need to invest in Intelligence
Not your IQ kind of intelligence, but business related intelligence. Intelligence about what’s going on in your talent market. Market being geography, industry, products, services etc. Do you know how your competitors are hiring great people? Have you lost anyone you were trying to hire to another offer? If any of those things have occurred you may need to invest in intelligence. Let me take that a step further.
In a review of global companies we’ve spoken with in the past year, most HR Teams Recruiting function has been forced to work in a reactive, tactical way. Hiring managers are constantly adjusting the types and number of candidates they want to hire.
How many times, as a recruiter, have you been sitting in your office when a manager comes and knocks on the door, sticks their head in and says, “oh, hey, I need ten java developers as soon as possible!”. So you drop everything and jump on it! You rush through your database and make a ton of calls and as the candidates start coming in, you run into the manager in the hallway, excited to tell them that there are a bunch of candidates on the way. At that point, they nonchalantly mention, “Wha? Oh, that project got pushed. We’re on hold for that project.” At which point you pull your hair out and curse under your breath. Two weeks of work wasted, and now you have to tell those candidates that there is no need here, that’ll help your employment brand. My point is that Recruiting doesn’t have time to be more strategic. BUT, the more data you have about the talent in your market, the more you can guide your organization in making better decisions.
By gathering and consistently updating information specifically about the talent in your market (what we refer to as intelligence), you can drive conversations towards strategy, aligning the reactive nature of your hiring managers to the strategy of what is needed to hire great people. So what are the signs to look for? Signs that you should invest in intelligence…
- You have lost a candidate in your offer stage to another company’s offer
- You don’t know how many of a given skill set exist within a geography you’re recruiting in
- When you talk to potential candidates, they don’t know who your company is
- Your hiring managers ask you to recruit for roles that don’t exist in the market, and you can’t convince them that those roles don’t exist
- You don’t have a pipeline of candidates, for each role you hire for, that you stay in touch with consistently to keep your brand in front of them
Staying ahead of intelligence (what we call Talent Intelligence) can be a large undertaking. Getting processes and methods in place up front is the hardest part. Having an outside partner complete a thorough audit of your current situation can be the most effective way of integrating Talent Intelligence into your HR practices. Talent Intelligence makes your HR organization strategic and allows your company to make better informed decisions throughout the enterprise.