Once we had that feedback, we analysed job postings based on our geographies, and the roles and skills we hire for, to identify which companies have similar hiring to us to make sure we didn’ t miss any companies that we had not been previously aware of, regardless of industries.
Setting peer company lists by each business unit and market has allowed us to align recruiting, compensation and other talent and business teams on who our peers are.
When you take that approach, you are then able to better understand the talent markets you operate in and identify trends, which allows you to be proactive.
As part of the business planning process, you can then bring even more insights into discussions. For example, you can identify which capabilities or skills are key to achieving the growth goals of each business unit or market
If you’ re doing talent intelligence right, it should go beyond analytics and insights
Sam Fletcher Head of Research & Talent Intelligence Coca-Cola HBC
to then track signals that show if those capabilities or skills are increasing or decreasing in demand, and which industries or companies are competing for those capabilities and skills. That level of analysis can be used to identify what talent planning should look like, where you might need to prioritise effort and resources, and gives more lead-time to recruiting teams. coca-colahellenic. com 15