Insight & Talent Analytics
Talent Data for Bid Teams
Our dedicated Insights and Talent Analytics team deliver fully compliant, bid-ready talent intelligence to provide certainty around talent pool size, quality, and cost, allowing bid teams to project talent availability and total people costs more accurately in key locations.
We work in true partnership and to your bid timeline, delivering critical talent data ready to be incorporated into your submission and acting as a consultative partner to your bid team.
Our Commitment
As a global leader in research-driven talent solutions, Armstrong Craven has a strong track record of supporting leading international services companies with successful bids worth millions. Our experience includes major private and public sector justice and industrial and transportation bids in Europe, APAC, and the Middle East.
We can advise on talent pool feasibility and sustainability at an early stage, deliver talent pool size and quality data, and make recommendations about salary cost, talent competition, EVP, attraction factors and time-to-hire, all of which can support modelling for operating expenditure and mobilisation planning.
Providing Bid-Ready Salary Data
How We Help
We support our clients by providing detailed and conclusive data on their talent needs for every stage of the bid life-cycle. Our service comprises four phases:
Phase 1: Bid or no bid?
Will the proposed location support our hiring needs?
Our talent pool analysis is vital to an organisation's success when attracting talent with in-demand or scarce skills, particularly in large volumes. We understand that talent acquisition teams are under pressure to hire while maintaining low costs and increasing representation levels, particularly when working within the public sector. Therefore, our expert research enables organisations to understand whether they will be able to hire the critical talent at the right cost, to achieve their goals.
Our research provides real-time data on crucial areas, including:
● Volume of talent available
● Hiring costs
● Compensation and benefits
● Hiring activity of competitors
● Awareness and perception of your brand and organisation
● Relevant local educational institutes
Phase 2: Talent strategy
Gaining a deep understanding of relevant people data
Detailed, client-ready reports developed by our Insight and Talent Analytics team offer a deep understanding of the local talent population in the bid location(s). These insights will ensure you have confidence about the cost and complexity of hiring the required talent and will allow you to gain an edge over your competitors.
We are able to analyse a wide range of factors that businesses need to consider when setting up their operations, including:
● Size of talent population
● Typical salary ranges
● Average experience levels
● Diversity of talent
● Employee benefits
● Cost of living
● Commuting trends
● Language capabilities
Phase 3: Talent Mapping
Who are the best candidates in these locations?
Talent mapping provides a comprehensive, ATS-ready list of relevant talent aligned with your requirements.
It also quantifies a particular market to enable our clients to understand the talent demographics in that location. This phase allows us to ask and answer the following crucial questions:
● What are the optimal hiring strategies?
● Who are the strongest local talent competitors?
● How representative is the talent pool?
● What is the quality and seniority of this talent?
Phase 4: Talent Engagement
Which candidates are available and interested?
Getting talent engagement right can ensure an organisation stays ahead in a competitive market. We help you develop talent engagement in two ways, lite-screening and full competency-based screening.
Lite-screening: provides candidate engagement with the maximum number of mapped individuals who can then be further assessed through additional screening. This process typically has three or four agreed 'key qualifying questions'.
Full competency-based screening: enables us to assess the candidates to generate a pipeline of Qualified-Interested-Available (QIA) talent with a detailed profile for each person. This process can also identify talent not ready to engage now but who may be suitable for your future hiring needs.
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Working alongside leading TA & HR professionals
