Horsefly Talent Analytics Insights

In today's fast-paced and highly competitive market, the tech industry is facing several challenges, such as talent shortages, skill gaps, high turnover rates, and the need for a diverse and agile workforce.

Workforce analytics has become an essential tool for businesses looking to optimize their talent management processes and stay ahead of the rapidly changing job market. With access to accurate and comprehensive data from various sources, companies can identify issues related to recruitment, retention, diversity, engagement, and skills development.

The workforce landscape has undergone significant changes over the years, and so has the way companies manage their employees. Workforce analytics has emerged over time as a critical tool for organizations looking to optimize talent management strategies.

The modern talent market is primarily defined by scarcity, uncertainty, and constant change. While Human Resources teams may be faced with such challenges, their counterparts within the business are still relying upon them to develop and deliver the talent necessary to execute business-critical objectives.

In today's rapidly-evolving business landscape, companies must have a deep understanding of the talent market to make informed hiring and workforce planning decisions. Accurate and timely data is crucial for both daily operations and long-term growth and companies that fail to take a data-driven approach to workforce planning risk falling behind their competitors.

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.

I have been working with data companies like Horsefly's CEO, Will Crandle, over the last three months to try to properly understand labor market insights, and what is actually useful to recruiters when it comes to filling roles. I know that there continues to be a lot of talk about how recruiters are, or could use data to perform better, beyond adopting a rinse and repeat approach to hiring. We understand and acknowledge that data in decision making is important, as we try to move from reliance on “gut feel” based on experience, to something a bit more provable.