Horsefly Talent Analytics Insights

So far, we've explored various aspects of modern talent acquisition, from AI-driven recruitment to talent experience. Today, we're diving deep into the world of talent pools and uncovering the hidden gems that can supercharge your hiring strategy. And guess what? We have a game-changer on our side – Horsefly Analytics. We'll take a closer look at how Horsefly Analytics can help you discover untapped talent sources and expand your recruitment horizons. We'll also identify specific locations with rich talent pools and highlight competitor companies that are harnessing these hidden treasures.

In this third installment  of the series, we'll be diving deep into the origins of an innovative tool that's making waves in the HR and recruitment industry – Horsefly Analytics.

Imagine a world where recruiting and talent acquisition was as easy as some hiring managers seem to think it is.  Well, maybe not that easy, but certainly more efficient and data-driven. Horsefly Talent Analytics promises just that – a revolution in the way we approach finding and acquiring top talent. So, join me as we unravel the story behind this groundbreaking tool, how it came into existence, and the problems we aim to solve.

Welcome back to the second installment of our journey into the world of labor market data. In our first blog in this series, we scratched the surface of what labor market data is and why it matters to talent acquisition professionals. Today, we're going to dive deeper, unravel the data web, and answer some burning questions about this invaluable resource. So, grab your detective hat, because we're about to uncover the secrets of labor market data!

I'm excited to author this blog series to explore labor market insights. Data, and how to use it, is one of the most talked about topics among talent leaders. We have access to more data than ever before, so much that navigating what is useful and important has become a full time job. The purpose of this blog is to share my thoughts on the headlines about what should be the core considerations. Its not meant to be the definitive guide.

A Call for Change

2021 emerged as a pivotal year, compelling organizations to take diversity seriously. Driven by societal demands—think Black Lives Matter—coupled with commercial pressures centered on E.S.G (environmental, social and intelligence) criteria, the call for change reverberated louder than ever. Coupled with an acute talent scarcity pushing organizations to cast their recruitment nets wider, the impetus was clear: we needed to do better, to be better.

In the second of the series of blog posts covering the topics I spoke about at Recfest, I have been asked to expand on skills based hiring. In doing this, we need to start by looking at the assumptions we make in our hiring process now, in order to understand the changes we may need to adopt, and the part talent market insights will play in this.

Stormy Waters Ahead for Recruitment

What is the "Complexity to Fill" score and how is it calculated? 

There is a lot of talk about the latest phase of recovery from the covid period. Have you noticed how everything is preceded by “Great.” Currently, the most popular term and discussion point goes under the label of “the great resignation”. It was where they were moved to post “the great rehire”, which followed “the great lock down.” Everything, it seems, has to be great, but is this great resignation really what it seems, or is it best described as “hyperbole.”