Explore key talent intelligence HR and people analytics terms.
Built for HR pros, hiring managers, and curious minds alike.
The use of data, AI, and predictive analytics to forecast a candidate’s likelihood of succeeding in a role.
AI-driven evaluation of a candidate’s experience, skills, and traits to recommend the most suitable roles.
A curated model of traits, skills, values, and experiences that define top performers in a role.
Standardized tests measuring personality, cognitive ability, and behavioral traits relevant to workplace performance.
An interview format where all candidates are asked the same pre-determined, competency-based questions.
A document or dashboard providing AI-powered candidate insights, fit scores, and interview recommendations.
Digital systems that trigger recruitment tasks like interview scheduling or status updates automatically.
Tests or exercises candidates complete before being hired to evaluate job-relevant abilities and potential.
A strategic process of identifying, tracking, and analyzing the strengths, gaps, and potential of talent.
A proactive strategy for identifying and developing future leaders within an organization.
Moving employees into new roles or projects within the organization.
Spotting employees who demonstrate leadership potential and readiness for critical future roles.
Analyzing current talent resources, forecasting future needs, and planning actions to close workforce gaps.
The emotional commitment and enthusiasm employees have towards their organization and its goals.
Creating structured, personalized plans to help employees advance within an organization.
A multi-source review process gathering feedback from peers, managers, and direct reports.
A pre-identified group of candidates considered for future roles.
A system for developing employees to ensure a steady stream of capable leaders for key positions.
A bespoke development plan aligned to an employee’s career goals and strengths.
The process of identifying the difference between current employee skills and those needed.
A systematic process of identifying what training is required.
An ongoing commitment to learning and professional growth.
Training existing employees with new skills to stay relevant.
Teaching employees entirely new skills to transition into different roles.
A personalized action plan created to help employees achieve specific development goals.
A structured list of skills required for different job families.
Data-driven insights into workforce trends and performance to inform talent decisions.
Using historical and current data, combined with AI, to forecast future people outcomes.
The application of AI technologies to improve HR processes.
AI systems that learn from hiring, performance, and behavioral data to improve decision-making.
Making recruitment decisions based on quantifiable, evidence-based data.
AI-generated reports offering insights into a candidate’s strengths, gaps, preferences, and potential.
Comparing assessment results to internal or external benchmarks.
A test measuring problem-solving, reasoning, and critical thinking abilities.
Prioritizing candidates based on skills and potential over traditional factors.
The shared values, beliefs, and behaviors that shape how people work together.
The degree to which a candidate or employee’s values align with an organization’s culture.
The overall journey an employee has with a company, from hiring to exit.
Factors that intrinsically or extrinsically drive an individual’s work performance.
The degree to which an employee’s personal values match those of the organization.
Surveys designed to measure employee satisfaction and engagement.
A review method gathering input from multiple people, not just the employee’s manager.
The study of human behavior in organizational settings.
The interpersonal relationships and working patterns within a team.
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