In a new report, The Talent Pipeline, The Economist Intelligence Unit (EIU) has identified the world’s best talent pipeline for talent retention and growth.
The report has been based on the EIU’s Talent Management Intelligence Platform (TMP), a software tool that aggregates and analyzes data from more than 30,000 global employers.
The Talent Platform analyzes job postings and interviews and then predicts the likelihood that an applicant will be retained, with the aim of recruiting and retaining talent for a particular position or project.
The project’s goal is to identify the key factors that lead to retention and productivity, while also providing a set of performance indicators that can help employers and employees understand what is happening in the recruitment and retention of talent.
The platform also provides an in-depth view of the work being done by companies across a range of industries, from financial services to healthcare and technology.
“This is not a one-size-fits-all talent management solution,” said EIU Director of Talent Management and Talent Retention Michael Cavanagh.
“We’re looking at the whole picture and seeing the whole business, not just one sector.”
Cavanah said the project is based on a broad range of data from over 500 employers across a number of industries.
For example, in the case of the financial services industry, the platform identifies which industries are most likely to retain and grow their talent.
But it also identifies companies that have more flexible hiring policies and fewer attrition processes.
And it looks at how employers in the healthcare industry manage talent.
“The talent pipeline is more than just talent.
It’s the business model of the company,” Cavanach said.
The team has identified key elements that make up a good talent pipeline: people with strong skills, people who are comfortable with data, and people who can work in teams.
“People who can handle the data are more likely to be able to work in a team,” Cavenagh said.
“You don’t need a PhD to do that.
They can do it.”
And the more people you can bring into a team, the better.
The average number of interviews an employer conducts per month is now at 6.8, up from 4.6 at the same time last year.
But Cavanag said it is important to take into account the size of the companies and the type of business they are in.
“It’s important to recognise that you don’t have to hire a huge team,” he said.
For instance, a small company with a few employees might have 10 people, but the average number interview per month has increased from 6.2 to 7.6.
“If you’re a smaller company, it might be a little bit more difficult to get the same level of talent,” he explained.
For a more complete list of the best talent pipelines across industries, see the report here.
For more information on the project, click here.