Talent Market Intelligence & Foresight

In the global competition for skills, HR leaders are increasingly turning to labor market intelligence (LMI) to understand where the talent is, what skills are rising in demand, and how external factors might disrupt talent availability.

Why Talent Intelligence Matters More Than Ever

Organizations with strong LMI capabilities are better equipped to:

• Forecast talent shortages and critical skills gaps
• Benchmark salaries and benefit expectations
• Identify emerging locations for remote or hybrid roles
• Understand how competitor hiring patterns impact their pipelines

Key Data Sources for HR Intelligence

Effective talent intelligence relies on both internal and external data, including:

• Job board analytics (e.g. Indeed, LinkedIn, Glassdoor)
• Labor force statistics from government agencies
• ATS and CRM data (internal hiring trends, pipeline velocity)
• HRIS reports (turnover, tenure, skills inventory)
• Social data (candidate sentiment, EVP performance)

Tools like LinkedIn Talent Insights, Lightcast (formerly Emsi Burning Glass), and custom dashboards built from HRIS/ATS data can bring these sources together.

Forecasting Talent Supply & Demand

HR can use LMI to model the future state of their workforce:

• What roles are growing or shrinking?
• Where are critical shortages likely to emerge?
• Which locations offer better supply/cost ratios?
• What training/reskilling options exist to close the gap?

Mapping Skills and Identifying Gaps

Beyond roles, it’s important to analyze skills. Traditional job titles often obscure what’s really needed. Modern LMI breaks down roles into capabilities, helping HR teams:

• Identify redundant or outdated skillsets
• Spot rising technologies or methodologies
• Adjust job design and L&D strategy proactively

Competitor Intelligence and Benchmarking

Many organizations use external data to benchmark:

• Compensation and benefits
• Time-to-fill and offer acceptance rates
• EVP positioning and brand sentiment
• Internal mobility and development practices

This helps HR avoid falling behind in attracting or retaining key talent.

Applying LMI to Workforce Strategy

Here’s where it gets real. Talent intelligence should feed directly into:

• Workforce planning – which roles to grow, shrink, automate
• Talent sourcing – which geographies and channels to prioritize
• Learning & Development – where to upskill, reskill, cross-train
• Diversity goals – identifying underrepresented communities in different markets

It also helps HRBP teams make the case for proactive hiring or retention efforts before challenges become crises.

Organizational Readiness for Talent Intelligence

Building a mature LMI function requires:

• Access to reliable data and tools
• Analytical capability within HR teams
• Cross-functional collaboration with Finance, Strategy, Ops
• Leadership support to act on findings

From Insight to Action

Talent market intelligence is only valuable when acted upon. This means regular cadence, clear ownership, and integration into HR cycles—from annual planning to real-time decision-making.

In a labor market where advantage is measured in speed and agility, LMI is no longer optional—it’s a strategic imperative.