TALENT INTELLIGENCE
Know the Talent Market Before You Make the Hiring Decision.
Before committing to a hiring plan, understand whether the talent exists, where it is located, which companies employ it, what the market expects and what could make the search difficult.
Better information before the search can lead to better decisions about the role, location, compensation, target companies and hiring strategy.
TALENT MARKET VIEW
01
Talent Availability
02
Target Companies
03
Location
04
Compensation
05
Competition
06
Hiring Risk
WHAT IS A TALENT MARKET STUDY?
A Focused View of the Market Behind a Hiring Decision.
A Talent Market Study is a focused analysis of the talent relevant to a specific hiring or workforce decision. It can examine talent availability, target companies, location, experience, skills, compensation, competition and hiring risks before you commit to a search strategy.
The scope is defined by the business question — not by a standard research template.
BEFORE YOU START SEARCHING
What Do You Need to Know Before You Start Hiring?
A hiring requirement often contains assumptions about talent availability, location, compensation and competition. Talent intelligence helps test those assumptions before significant time is invested in the search.
Talent Availability
How large and accessible is the relevant talent pool?
Target Companies
Which organisations employ the skills and experience you need?
Talent Location
Where is the relevant talent concentrated?
Compensation
What compensation expectations are we likely to encounter?
Competition for Talent
Who else is competing for this talent and what could make hiring difficult?
Requirement Reality
Is the combination of skills, experience, location and compensation realistic?
“A JD tells you what you want. Market intelligence tells you what is realistically available.”
WHAT WE ANALYSE
Build a Clearer View of the Talent Market.
The analysis is defined by the business question. Depending on the requirement, we can examine the talent market from multiple perspectives.
Talent Pool
Potentially relevant talent
Target Companies
Where relevant talent works
Location
Where talent is concentrated
Experience
Relevant experience distribution
Skills
Alignment with the requirement
Compensation
Market expectations
Competition
Competing employers/opportunities
Hiring Risk
Constraints to closing the requirement
DELIVERABLES
What a Talent Market Study Can Deliver.
The objective is not to produce research for its own sake. The analysis should help the business decide what to do next.
INTELLIGENCE OUTPUTS
Talent pool analysis
Target-company map
Talent location and distribution
Experience and skill distribution
Compensation intelligence
Competitor talent view
Hiring difficulty and risks
Recommended hiring approach
DECISIONS THIS CAN SUPPORT
Should we hire in this location?
Is the requirement realistic?
Which companies should we target?
Do we need to reconsider compensation?
Should we broaden or narrow the talent profile?
How difficult is this search likely to be?
What sourcing or hiring strategy should we use?
“The objective isn’t more data. It’s a better hiring decision.”
HOW WE APPROACH IT
Start With the Business Question.
Talent intelligence should begin with the decision the organisation is trying to make—not with collecting data for the sake of it.
01
Define the Business Question
02
Define the Talent Market
03
Gather & Analyse Intelligence
04
Identify Constraints & Opportunities
05
Recommend the Hiring Approach
The scope, data points and depth of analysis depend on the business question, role complexity and market being evaluated.
USE CASES
When Should You Use Talent Intelligence?
Entering a New Location
Understand whether the required talent exists locally before committing to a hiring plan.
Building a New Technology Capability
Identify where relevant skills sit in the market and which companies employ them.
Planning a GCC or New Business Unit
Understand talent availability, location considerations, target organisations and potential hiring constraints.
Leadership Team Build
Map relevant leadership talent and the organisations most likely to produce suitable profiles.
Difficult or Long-Open Positions
Understand whether the problem is sourcing, availability, compensation, location, requirement design or another market constraint.
Compensation Validation
Build market context before deciding whether compensation expectations need to change.
Specialist or Niche Hiring
Understand small talent pools before launching a broad search.
Workforce / Hiring Planning
Use talent-market evidence to support decisions about where and how capabilities should be built.
FROM INSIGHT TO ACTION
Intelligence First. Execution When You Need It.
Sometimes the analysis is the engagement. Sometimes it identifies the hiring strategy and we continue into search or recruitment execution. The support depends on what the business actually needs.
TALENT INTELLIGENCE
HIRING STRATEGY
TARGETED SEARCH / HIRING EXECUTION
OPTIONAL — WHEN THE BUSINESS NEEDS EXECUTION SUPPORT
The market analysis may indicate that the original requirement is viable, needs adjustment or requires a different search strategy. The next step should follow the evidence.
START WITH THE MARKET
Before You Start Searching, Understand the Market.
Tell us what you’re planning to hire and the business decision you’re trying to make. We can help determine what market intelligence would be useful before the search begins.