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5 Ways Workforce Logiq’s Acquisition of ENGAGE Talent Disrupts the Workforce Management Market

Tuesday, December 3, 2019

To celebrate the addition of ENGAGE Talent to our Workforce Logiq family, today we kick off a new “5 for 5” blog series. Over the next five weeks, we’ll share five takeaways each week on how the ENGAGE acquisition transforms hiring and retention strategies for global organizations.

Today we look at the five ways ENGAGE is already disrupting the workforce management market.

1. Recruiting and Retention: Predict More, React Less.

The workforce management industry is inherently reactive. The cycle is constant: talent leaves, managers express shock, the team stresses, and HR scrambles to hire. This cycle isn’t sustainable. That’s why there’s an urgent need for employers to become more proactive. ENGAGE’s predictive and validated insights enable recruitment and HR leaders to get ahead. How? By using proven, AI-based algorithms to anticipate future skill gaps, project employee churn, predict new talent availability – and most importantly – proactively act before the cycle kicks in yet again.

2. Stop Spamming and Start Engaging.

How many recruiting emails do you receive that are completely unrelated to your career? How many unread job opportunity messages do you have in your LinkedIn inbox?  The current model is broken. And if you think the candidate experience is frustrating, imagine what it’s like for hiring leaders.

ENGAGE’s predictive models offer a fresh, data-based solution – with intelligence and AI that can identify, with accuracy, which candidates are most likely to be open to new contingent and full-time opportunities.

In fact, a recent Harvard Business Review article found that the candidates ENGAGE identified as “most likely” to be receptive to new opportunities were twice as responsive to unsolicited recruitment messages and 63% more likely to change jobs, as compared to those who were predicted to be “unlikely” to be receptive. The patent-pending ENGAGE 5D ProfileSM predicts optimal candidate-specific workplace attraction characteristics, enabling recruiters to tailor messaging based on the unique attributes most likely to optimize job appeal to a specific candidate, like company environment, organizational stability, or growth opportunities. The result: hiring managers can target the right candidates with the right messaging at the right time – and finally move beyond the cold outreach that almost always falls flat.

3. Talent Retention: Analyze and Mitigate Employee Churn.

There’s nothing worse than losing key talent – especially when something could have been done to keep them.  Stop being surprised: ENGAGE enables employers to predict how likely they are to experience turnover across specific roles, functions, and locations, helping them to put retention programs in place before the exits begin. Think about your team: where are the retention risks? Who can’t you afford to lose? The time to act is now.

4. Predict and Plan for Future Skill Gaps.

Everyone knows there’s a talent shortage today. But what about tomorrow? How will the talent supply chain evolve in the future?  ENGAGE’s algorithms enable organizations to benchmark real-time talent supply and demand analytics, predict when and where they may experience a skills gap, and proactively kickstart the hiring process and address the shortage before they feel the impacts. For example, the U.S. is experiencing a major STEM skills gap today, with technology companies feeling the brunt of the shortage. Can you spot and proactively fill the talent gaps of tomorrow? ENGAGE helps you identify the shortages and get the head start you need vs. your competitors.

5. Expertise Plus Technology Plus Intelligence = Winning.

In today’s hyper-competitive talent market, you need an edge: intelligence, experienced advisors, and innovative technology. Every investment we make in our portfolio – people, technology, and services – is designed to give our clients that edge – to find, hire, and keep the best talent needed to grow their organization as cost efficiently as possible.

The acquisition of ENGAGE Talent is the latest example of our commitment to our clients and to our mission: reimagining and transforming how clients win the talent they need to grow. We’ve been doing this since day one, and with the acquisition of ENGAGE, we’ve significantly upped our game.

Let’s talk. Request a personalized demo to see ENGAGE in action.

For more information on the acquisition, visit the ENGAGE – Workforce Logiq Welcome Center and check out the interactive infographic – In-Play or At Risk? – which showcases ENGAGE’s Talent Retention Risk (TRR) Score and ENGAGE 5D Profile for all U.S. states.

David Trachtenberg, Chief Marketing Officer

 

David Trachtenberg, Chief Marketing Officer

David Trachtenberg joined Workforce Logiq in July 2018, as Chief Marketing Officer. Previously, he was Chief Marketing Officer at Advanced Discovery, a global e-Discovery and risk management firm; Chief Solutions Officer at vRad, the world’s largest telemedicine company; and Chief Marketing Officer at Global Compliance, a leading ethics and compliance services firm. David brings 20+ years of marketing leadership experience in public and private companies, including MCI Communications, StarBand, Prodigy Internet and Bain & Company. He has a BA in International Relations from Tufts University, an MA in International Affairs from the University of Pennsylvania and an MBA in Marketing from the Wharton School. David is also on the Board of Governors at the Lauder Institute, University of Pennsylvania.

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