To attract top performers, companies are focusing more on theirbrand, and turning to talent analytic tools and data to screen forcandidate fit. And for many employers, that combination isworking.


This is but one of the highlights of The Randstad Sourceright 2015 Talent TrendsReport, developed by asking a series of questions aboutrecruiting and employment trends of350 hiring professionals from global companies.


Branding stood out as a powerful tool to support talentacquisition. When asked whether building a brand in the marketplaceled to top talent acquisition, 57 percent of respondents said thatwas the case. A strong brand was identified as one of the top threefactors in acquiring the right people for thejob, along with a strong compensation package and“industry appeal.”


To identify talent, more companies are turning to analytic toolsto assist them — 56 percent said they use such tools. That may beone reason why workforce planning, for better or worse, is stilldone on a relatively short timeline. Nearly 80 percent said theyplan a year or less in advance for their talent needs.


This short timeline may not be a negative, however, because ofthe availability of talent analytics tools. When asked how suchtools augmented talent acquisition, Randstad got theseresponses:

  • 73 percent said the data facilitates more efficient workforceplanning;

  • 69 percent said the tools help them map and address talentgaps;

  • 65 percent said the data produces a stronger candidate list;

  • 64 percent said it delivers a better alignment betweencandidates and company strategy;

  • 55 percent said it helps them align performance withcompensation.

With the economy now healthy again, employersare boldly going after coveted talent employed elsewhere ratherthan looking within for tomorrow’s leaders. When asked if they werehiring more for mid-and-top-level talent from outside than they didfive years ago, 62 percent responded in the affirmative.

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