What are the best sources of competitive intelligence for recruiting?

Below are the possible ways to gather competitive intelligence: ? Job Boards & Linkedin - helps us to draw insights about a skill/role, pool availability, compensation analysis etc., (Yes, we get raw data, we have to sort out) ? Paid Platforms: Few platforms like Draup, HireEZ, SeekOut etc., can help us with ready made talent insights, but at the cost and time. If you are looking to understand the hires data, below could be a great option: ? Existing ATS Data- could be a great option to understand & read the old data, which can help us to drive insights. These could be your hiring data, diversity, hired companies, role wise split etc.,

Best Hiring Practices for Comprehending the Job Market and competitor's Talent: Job Boards and Aggregators: LinkedIn: Offers insights into job postings, company hiring trends, and employee profiles. Use it to track competitor job postings and company growth. Indeed, and Glassdoor: Useful for tracking job listings and understanding employee reviews which can give insights into company culture and hiring practices. Industry Reports and Surveys: Bureau of Labor Statistics and Industry Associations: Offer data on employment trends, salary benchmarks, and industry-specific hiring practices. Recruitment Industry Reports: Reports from firms like Gartner, Forrester, or staffing agencies provide insights into recruitment trends and strategies.

Utilizing platforms like LinkedIn offers insights into competitors' talent pools, hiring trends, and organizational culture. Attending industry events allows networking with professionals from competing organizations, identifying potential talent. Employee referrals provide insider knowledge about competitors' top performers. Professional networks yield insights into competitors' hiring practices. Partnering with agencies grants access to candidate databases and market intelligence. Studying market research reports provides insights into talent supply, salary benchmarks, and emerging skill trends. These strategies help recruiters stay competitive in the talent market.

There are multiple sources are available in today's market to analyze and gather competitive intelligence in recruiting. Internal sources : sTakeholder interviews, Employee reviews and feedbacks, Employee alumni network External Sources: social media sites like glassdoor, industry reports and studies, professional networking and events, recruiting agencies.

For competitive intelligence in recruiting, LinkedIn provides rich insights into talent pools and competitor strategies. Industry forums and conferences are gold mines for real-time market trends and networking. Glassdoor offers candid employee reviews, shedding light on competitors' workplace cultures. Additionally, leveraging recruitment software with AI can analyze job postings across the web, giving a comprehensive view of hiring trends and required skill sets. These sources combined offer a strategic edge in attracting top talent.

To gather competitive intelligence for recruiting, consider exploring industry reports, professional networks like LinkedIn, company websites, employee reviews on platforms like Glassdoor, and industry conferences. Analyzing social media activity of competitors' employees can also provide insights.

Social media, especially with the rising generation in the workforce, is arguably one of the best sources for competitive intelligence. It offers real-time updates, insights into talent-attracting strategies, employer branding, employee engagement, salary benchmarks... It's a crucial tool for staying informed, engaging with candidates, and maintaining a competitive edge in talent acquisition.

The Data Analysing with every aspects and the way of discussion on this are more important for recruiters (TA)as it gives you the insight about interest of candidates. Also e competitors salary/perks trends in the hiring should be tabled in front of decisive person. These information gives you a platform to sell yourself/your organization in better way!!

Monitor competitors' social media channels, including LinkedIn, Twitter, and Facebook, to track their employer branding efforts, recruitment campaigns, and engagement with potential candidates. Analyze the content they share and the interactions they have with their audience.

Company Websites: Reviewing the career pages of competitor companies can provide insights into their job openings, hiring processes, employee benefits, and company culture. Social Media Platforms: Monitor competitors' social media accounts, especially LinkedIn, for updates on their hiring activities, employee testimonials, and employer branding campaigns.

- Extract valuable insights from industry-specific reports and analyses. - Regularly review industry publications for the latest trends and benchmarks. - Analyze job postings from competitors for role and compensation insights. - Scrutinize employee reviews on platforms to understand company culture and perks. - Attend industry events to gather information on competitors' talent strategies. - Study competitors' LinkedIn profiles and job postings for talent acquisition strategies. - Leverage professional networks to gather intel on competitors' hiring practices. - Utilize survey data from third parties to benchmark against industry standards. - Track competitors' social media for recruitment-related announcements and strategies.

The reports and publications is super important for recruiters (TA)as it gives you the insight from the competitors and the trends in the market,be it skill,technology or fitment,perks &benefits. These information gives you a platform to sell /market yourself better!!

Monitor industry news, trends, and analyses to understand the talent landscape. Leverage professional networks like LinkedIn for insights into competitors' talent acquisitions and employee profiles. Analyzing job postings from rival companies can provide valuable information on the skills and qualifications they prioritize.

All evidence, particular provided by third parties should be critically analysed. Industry reports and publications provide a lot of data from large sample sizes which is great for getting a general view of the industry at large but when you start to drill down how applicable that data is to you as a small or niche business it may not be applicable. For example, I have worked with small biotech clients who have used industry reports to set salary budgets. The difficulty they faced was that their benchmarks were spot on for the industry at large but when started to seek candidates with specific therapeutic area experience and experience working in similar biotech environments, they found they were behind the competition.

In today's data-driven world, the value of genuine human interaction cannot be overstated. While algorithms and analytics have their place, nothing quite compares to the depth of insights gained from real conversations. It's akin to the distinction between reading about pizza and actually sharing a slice with the Ninja Turtles – there's an irreplaceable richness to the experience. By engaging in meaningful discussions, we uncover unfiltered insights and cultivate relationships that go beyond mere data points. These connections not only provide valuable intelligence but also foster collaboration and trust.

Networking events and industry gatherings are fantastic sources of competitive intelligence for recruiters. These events provide opportunities to connect with professionals from other companies, allowing recruiters to learn about their competitors' strategies, company cultures, and talent acquisition methods. Engaging in conversations and building relationships at these events can reveal insights into the strengths and weaknesses of competing organizations, as well as emerging trends in the industry.

Professional Networks and Events: Networking with professionals in your industry or attending industry events and conferences can provide valuable insider information about competitor companies' talent acquisition strategies, key hires, or recruitment challenges.

Actually I strongly agree and it's a great approach to give an interdependent exposure to the employees - Internal Job Opportunity(IJO) keeps the talent churning and keep the learning and growing prospect high within the organization or cross boundaries. Like wise Alumni connect is a great concept of attracting or can be called a gateway for lost Talent to bring back home! The Best part of IJO or Alumni is that we Don't Loose Employee, at the same time New Learning platforms are offered . Alumni connects creates an opportunity to bring back people because of open culture,Work life balance and work ethics. These methods are effective on controlling attrition & minimizing hiring cycle time ,selling the opportunities !!

Not only referrals and alumni… but current teammates of the competition! Conversations with people who currently work for the direct competition is one of the best ways to get insider knowledge, gain an understanding of the major differences in company culture or leadership, what’s important to them as an organization or a team… and this enables you to have educated conversations with your prospective hires. Chances are they may be interested in both companies if it’s a niche field, so understanding the candidates drive and motivation can help you formulate your conversation based on your knowledge of BOTH companies.

LinkedIn Talent Insights can also provide valuable data and insights about talent pools, job markets, and competitor organizations. With features like talent demand and supply analytics, one can gain a better understanding of the talent landscape and make informed decisions regarding recruitment strategies. You can also benchmark your organization against competitors in terms of talent acquisition and retention to stay competitive!

Recruitment Agencies and Headhunters: Engaging with recruitment agencies or headhunters who work with competitor companies can offer insights into their hiring needs, talent pools, and recruitment tactics. Online Forums and Communities: Participate in online forums, industry-specific communities, or social media groups where professionals discuss job opportunities, share experiences, and provide insights into competitor companies' hiring practices. Employee LinkedIn Profiles: Examine the LinkedIn profiles of employees who have recently joined or left competitor companies to understand their hiring patterns, talent mobility, and potential recruitment strategies.

Colete feedback de candidatos que participaram dos processos de sele??o das empresas concorrentes para entender as percep??es sobre suas experiências de recrutamento.

Engaging with a well respected and knowledgeable recruitment business/ agency across any sector can add invaluable intel on the market and competitors as well as salaries.

Other than the above one can also get insights from: - News articles - Blogs - Web content - Surveys But important to remember is to make sure that you Verify the information that you have gathered.