ENGAGE Talent

ENGAGE Data and Insights: Your Competitive Talent Edge

The predictive analytics and AI software capabilities of ENGAGE Talent are now part of the Workforce Logiq family—and a key differentiator for delivering measurable value to our clients. Market leading companies already depend on ENGAGE’s Total Talent Intelligence® platform to improve talent acquisition, employee retention, and competitive insights to make smarter and faster workforce management decisions.

It’s the predictive head start you need to find, reach, recruit and retain the talent you need to win in today’s hyper-uncertain market.

ENGAGE Solutions Help You Predict More and React Less

ENGAGE Recruiting

Proprietary database of 100 million prospects
Exclusive targeting capabilities to reach and convert passive candidates before your competitors can
Target the full-time and contingent candidates most likely to respond
AI-driven insights into talent location decisions through our IQ Talent Location Optimizer℠
Expand recruitment pool with candidates most likely to be open to contingent opportunities, now or in the future
Avoid “list fatigue” and build a trusting relationship with every candidate from the most important first touch

Learn more about how to seamlessly leverage ENGAGE’s predictive intelligence within our MSP and RPO programs at no additional cost.

ENGAGE Retention

Retention and turnover risk predictions by role, skill set, and geography
Competitive industry and peer employee volatility benchmark comparisons
Insights to focus your pulse surveys
The results of listening to over 40,000 web sources at your fingertips
Real-time feeds and analytics

Learn more about how to seamlessly leverage ENGAGE’s predictive intelligence within our MSP and RPO programs at no additional cost.

ENGAGE Market Intelligence

Valuable and real-time sourcing intelligence on candidates and their companies
Daily actionable alerts of changes impacting your target candidates and their availability to engage in a job change conversation
Competitive peer and industry benchmarks, including Talent Retention Risk (TRR) Score and ENGAGE 5D Profile analytics
Actionable Talent supply and compensation analytics and other key industry trends

Learn more about how to seamlessly leverage ENGAGE’s predictive intelligence within our MSP and RPO programs at no additional cost.

The Power Behind Predictive Workforce Management

ENGAGE has developed proprietary, patent-pending, AI-driven scores to help employers proactively address retention, recruitment, and skill supply and demand gaps.

For example:

Talent Retention Risk (TRR) Score^SM

Benchmark for employment volatility within a company, competitor or industry that reveals likelihood of workers’ interest in exploring other jobs and openness to unsolicited recruiting outreach. TRR Scores also help organizations anticipate and plan for future skill supply and demand gaps.

ENGAGE 5D Profile^SM

Predictor of company-specific workplace characteristics for maximum job appeal and interest. Helps you develop AI informed recruitment messaging to maximize response rates and retention messaging to keep your valued employees.

ENGAGE ME!^SM Profile

Predictor of candidate-specific attractiveness factors for new job opportunities based on their complete professional history (including employers, titles, tenure, and geography), dynamic market impacts, and peer actions.

The ENGAGE Difference: Insights You Can Actually Use

Employers need more than insights that just sit in a database or dashboard. They need useful and actionable intelligence. That’s why ENGAGE’s platform is designed to be practical and user-friendly for non-technical HR, Procurement and hiring managers.

Validated by Data Scientists - and Clients too!

2X as Receptive to Unsolicited Recruitment Messages

Candidates ENGAGE identified as “most likely” to be receptive to new job opportunities were twice as receptive to unsolicited recruitment messages and 63% more likely to change jobs, as compared to those who were predicted “unlikely” to be receptive. Click to read Harvard Business Review article: Better Ways to Predict Who’s Going to Quit.