Wilson x Wisdom: Takeaways from The Future of Talent Architecture
Work is changing - fast. AI is rewriting the rules, priorities are shifting, and there are more data sources than ever. But knowing how to use that data? It's never been more important - or more difficult.
In the world of employer branding, data isn’t just a nice-to-have anymore - it’s the foundation. So we gathered senior talent leaders to talk about it. The messy bits, the real-life challenges, and the creative ways teams are making it work. Here are the big ideas that stuck with us.
1. Hitting KPIs ≠ Hiring the Right People
Speed. Volume. Clicks. We track all of it. But is it helping us hire people who fit? People who thrive?
Right now, a lot of the data being tracked in TA tells us how fast we’re moving—not whether we’re making the right decisions. AI tools might increase applications, but they don’t guarantee better matches.
If you want your employer brand tracking to mean something, it has to go deeper. Think quality of hire, cultural fit, long-term value—not just how many CVs hit the inbox.
2. Analyst or Upskill?
The classic question: bring in a data analyst, or train your team to get better at reading the numbers?
There’s no one right answer. Analysts bring depth, but internal teams bring context. They get the story behind the data. They know what actually matters to hiring managers—and what doesn’t.
The smartest teams? They’re doing both. Building internal capability while pulling in expert support where it matters. That’s how you make employer brand data work for you.
3. AI Depends on Your Industry
Some teams are flying ahead with AI in recruitment. Others? Not so much. In heavily regulated industries, the rules around data and automation are tighter—and not all senior stakeholders in the business appreciate that.
That means part of modern strategy for employer branding is expectation-setting - making sure everyone's clear on what is and isn't possible.
4. Turn the Data Into a Story
Building a compelling story is non-negotiable. Presenting data in a way that allows senior stakeholders to understand what role it is playing, and the picture being painted is vital.
Data allows you to build credibility for your business case. Panellists cited the role of data for managing expectations - attendees cited cases where they’d shown senior leadership how many people had a given skill set in the region, and used this to provide context behind difficulties in hiring.
5. Get Creative
Data isn’t just about performance reviews or pipeline tracking. It’s the spark for new ideas.
Teams are using employer brand data to:
- Spot skills gaps before they open up
- Identify where offshoring makes sense
- See which adjacent industries are full of talent you’re overlooking
The Takeaway
The best employer branding teams aren’t just making great content. They’re asking better questions. Telling better stories. And putting data at the heart of everything they do. Because when you know what the data says—and how to act on it—you don’t just attract talent. You attract the right talent. People who belong.
Want to start putting data to work in your employer brand?
Book a demo with Wisdom to see how.
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