Talent Intelligence Data Sources: Tools, APIs, Market Feeds

Why Data Inputs Matter

Talent intelligence is only as good as the data it’s built on. If you’re using lagging, siloed, or shallow data, you’ll generate weak insights—regardless of your tools or dashboards.

That’s why the foundation of Strategic Workforce Intelligence is a robust, relevant, and connected set of data sources.

This page maps the different types of data you can use, where to find them, and how to evaluate their usefulness.

Internal Data Sources: What You Already Have

Start with what’s in your systems:

• HRIS (Human Resource Information System)
  • Job history, demographics, org structure, tenure
• ATS (Applicant Tracking System)
  • Application flow, hiring funnel, source quality
• LMS (Learning Management System)
  • Course completion, certifications, learning behavior
• Performance Management Systems
  • Ratings, objectives, feedback
• Engagement & Survey Tools
  • Sentiment, eNPS, manager insights
• Internal Mobility Platforms
  • Who’s moving where, how often, and why

External Data Sources: Market Awareness

External signals fill in the context. Useful sources include:

• Job Market Platforms
  • LinkedIn Talent Insights, Indeed Hiring Lab, Glassdoor
• Labor Market Analytics
  • Lightcast (formerly EMSI), Burning Glass, TalentNeuron
• Compensation Databases
  • Payscale, Radford, Mercer surveys
• Government Data
  • BLS (US), ONS (UK), Eurostat (EU), local authorities
• Skill Taxonomies
  • ESCO (EU), O*NET (US), proprietary vendor lists
• Credentialing Platforms
  • Coursera, edX, Udemy—who’s earning what, where?

APIs and Automation

If you want scalable, real-time intelligence, consider data APIs:

• LinkedIn Talent Insights API
• Glassdoor Trends API
• EMSI/Lightcast Developer Access
• GitHub, Stack Overflow (for tech hiring)
• Google Trends for high-level search interest

You can build dashboards, alerts, or push updates to HRBPs based on pre-defined triggers.

What to Look for in a Data Source

When choosing vendors or integrating sources, assess:

• Relevance – Does it reflect your roles, regions, and industries?
• Timeliness – Is the data current enough to support action?
• Granularity – Can you drill down to skill, location, or segment level?
• Consistency – Are definitions standardized over time?
• Credibility – Where does the data come from? How’s it validated?

Don’t be dazzled by dashboards. Ask about methodology.

Building Your Talent Intelligence Stack

You don’t need 20 tools. You need the right ones, working together. A balanced stack might include:

• 1–2 internal systems (HRIS, ATS)
• 1 external labor analytics provider
• 1 compensation data source
• 1 pulse or engagement tool
• Optional: 1 API or custom dashboard layer

Integration is key—either through shared dashboards, data lakes, or middleware (e.g., Snowflake, Workato).

Who Uses the Data?

Talent intelligence is not just for HR analytics teams. Real value comes when it supports:

• HR Business Partners – in planning and advising
• Recruiters – in sourcing strategy and EVP refinement
• L&D – in program targeting and impact tracking
• Leaders – in workforce decisions and capability planning
• Employees – in exploring career paths and mobility

Good design makes insight self-service, not siloed.

Challenges and Limitations

• Data overload: Too many signals = decision paralysis
• Privacy concerns: Especially in combining internal and external profiles
• Vendor hype: Not all platforms deliver on promise
• Data literacy gaps: Not everyone can interpret or act on insight

Build adoption by starting small, focusing on real use cases, and co-creating with end users.

Connecting the Dots

Data sources are only the beginning. Real Strategic Workforce Intelligence emerges when data leads to action. That means:

• Connecting insight to decisions
• Embedding indicators into planning cycles
• Measuring outcomes, not just inputs

In other words, tools support intelligence—but strategy creates value.