Talent intelligence enables organizations to collect and process data of current and past employees, prospective candidates and competitors. Organizations then can build a realistic picture of the job market, identify trends, create an optimal employee experience and hire the best talent.

After a year of addressing the skills gap, quiet quitting and the spread of hybrid work models, HR leaders need to remain focused on HR technology trends and employee demands in the coming year. After all, innovation and the demand for new policies and solutions never stops, even as HR professionals and the IT teams that support them continue to address the challenges around talent acquisition and retention, employee experience, DEI and the ethical use of AI-powered tools, among other issues.

Today’s HR leaders must become more adept at gathering, analyzing and sharing people data with not only the C-suite but also with managers and supervisors to improve employee experience and to attract, retain and develop valuable talent. The demands of the current work climate require that employers use a more informed approach to meet heightened expectations around EX, DE&I, hiring, compensation and other vexing HR issues.

If you see an employee is losing zest for their job that would be an oblivious sign, but many times the warning signs are less obvious. Creating an action plan to deal with the potential exit of top employees is something every HR professional, manager, and business owner will need to anticipate. A strong preference is to meet it head-on and have a conversation with the employee as soon as possible. The following will outline a few steps and actions to consider when there are warning signs an employee is about to quit.

When employers are looking for candidates they are not only looking at the resume but a candidates personality as well. It is important for them to know that the person they hire has a great attitude and communication skills. As a candidate, do you have the right attitude to attract the best employees? The following are what the best employers are looking for from a candidate...

A culture of learning and improvement is about values, motivations, practices and processes. It’s a focus on continuous improvement for each individual and the team as a whole. I’ve heard this before, “if you want to go fast, go alone, but if you want to go far, go together”. Encourage employees to develop knowledge and competence. These are the true currency throughout a career. Organizations that encourage continuous learning will elevate their people professionally and personally, creating more opportunities internally and externally.

"There’s not enough talent out there!” We all hear this constantly. Sure, in super niche (outlier) roles there is definitely a supply issue, but that’s a small percentage of the market. For basically every other open position, there are plenty of talented people who could do that job. The following will help you to find the talent you are looking for...

You can never control other people, but you can control your thoughts and actions so take pride in your day to day tasks, master your craft, take risks from time to time and be great!

Venture X locations in North and South Carolina collaborate with local company, Scoutr, to empower talent platforms in support of growing business needs.

When you fail, look at the reason why you failed and understand that it’s all part of the process of achievement and growth.

Are You A Forward-Thinking Leader And What Does That Mean?

The More Things Change, The More They Stay The Same

A powerful initiative to connect NC State's Entrepreneurship students with growing teams in the triangle.

A move to empower U.S. Military veterans to find meaningful work post-service.

The war for talent is a real thing, and the access to data is incredible. The data and the way it’s presented is part of the “problem” in talent acquisition.

Scoutr, a new tech company formed in Raleigh, announced today the launch of their new platform for recruiters and hiring managers to help improve relationships and shorten the time to hire.

Dr. Gabe explores 3 strategies to stop managers from ghosting on you after a candidate submittal!

In this series, we explore the intersection of I/O Psychology, UX, and recruiting expertise informing the Scoutr methodology and the software that supports it. In this volume, we explore the “interface” with which managers make hiring decisions how that interface relates to the psychology of decision-making.

A successful marketing plan relies heavily on the pulling-power of advertising copy. Writing result-oriented ad copy is difficult, as it must appeal to, entice, and convince consumers to take action.

Talking with the Ndustrial.io team helped me realize building a great culture boils down to being a human-centered organization. Helping people become the best versions of themselves is what good leaders do, and it’s no easy task. Leadership is about understanding people.

Each day, the Scoutr team is engaging with talent across the country, as well as hiring managers with companies of all sizes. Regardless of slow growth or a full-blown recession, acquiring and retaining will continue to be difficult.

Without a strong team backing it, a good product will struggle. Invest wisely.

How to Win the Job Seeker Battle

Understanding the true cost of a bad hire, and how to avoid/mitigate its effect within your company.