Artificial Intelligence and Talent Management

Find out how Artificial Intelligence optimises your HR department.

Talent Management

The Talent AI Management module enables clients to have a recruitment module on their own website. Thanks to the artificial intelligence used in this module, talent management will improve in relation to costs and attracting talent itself.


When artificial intelligence is applied to human resources, we can deliver value throughout an employee’s relationship with his company and manage the talent.

Companies that trust BesTalent AI by aggity

What tools do we work with?

The use of predictive algorithms applied to the interpretation and analysis of employees in a predictive manner will enable us to interpret free texts and extract the most relevant features from them. Artificial intelligence allows us to interact with Attendees who establish conversations based on cognitive analytics.

Where do we implement
BesTalent AI Artificial Intelligence?

Retos Challenges within talent management

Reduce the number of people interviewed by focusing on those who are most likely to meet the company´s requirements.

Improve employee satisfaction with the company by automating service consultation processes

Get to know the profiles and factors that motivate success on different scales and select those of which the greatest impact is expected.

Be capable of providing accurate information on the organisation’s operation, employee capabilities, and data -based team performance.

Identify the most effective teams and understand how this can be passed on to the rest of the company.

Be capable of identifying employees who are likely to leave in order to prevent this or anticipate and take measures to minimise the impact and replace the person in question.

Challenges within talent management

  • 1.
    Exponential Thinking
    The ability to analyse large numbers of resumes by streamlining the recruitment process.
  • 2.
    The ability of employees to manage themselves (satisfaction analysis, motivation…).
  • 3.
    Internal Promotion
    The possibility of greater knowledge of the company itself, resulting in better communication between departments.
  • 4.
    Employee Development
    The employee’s knowledge of his/her skills and motivations enables him/her to be given more personalised and effective training.
  • 5.
    Cost reduction
    A reduction in the number of operations will lead to a signifcant drop in costs.
  • 6.
    The HR department can focus on truly differential tasks.
  • 7.
    Talent Retention
    The ability to identify employees who are likely to leave in order to prevent this or anticipate and take measures to minimise the impact and replace the person in question.
  • 8.
    Success Profiles
    Knowledge of factors that motivate success in the employee or in a team.

Human Resources and Talent Growth Areas


  • What profiles should I hire?
  • Do they fit into the company?
  • Does he/she fit into the workplace?

02. First steps and development

  • Can we confirm he was a good acquisition??
  • Does he need help to adapt??
  • Will his productivity increase quickly?

03. Operations

  • How do we manage requests and formalities?
  • Does he receive the necessary support when he needs it?

04. Talent management

  • Does he have a future at the company?
  • What does he need to get there?
  • How far can he go?


  • Why have other colleagues left?
  • How satisfied are you?
  • What is the risk of my employee leaving?

Use Cases

Talent Retention
Talent Manager
  • Paths
    Paths of a certain profile for progess, to see what he has done or is currently doing.
  • Skills
    Skills by profile. A linear sphere-shaped breakdown in which each colour represents a skill.
  • Correspondence
    A table comparing skills with profiles. It is easy to see which coloured category profiles (groups) are most appropriate, lacking or suitable for a specific area.
  • Label
    Módulo en el cual se seleccionan en forma de etiquetas el tipo de habilidades para determinado perfil. Se agregan en formato listado y devuelve los resultado en las demás ventanas de alrededor.
  • Candidates
    Candidates who are fit for the search performed. They are assigned a correct scoring as well as a percentage of similarity with what is demanded in the position.
  • Correspondences
    Ongoing recruitment processes with the represented funnel.
  • Risks
    Risks detected by profiles within the company with a% dropout rate.
  • Reasons
    Exit ratios displayed by volume.
  • Steps
    Profile ranking with a high level of satisfaction and an associated scoring.
  • Satisfaction level
    Possible paths that a candidate must follow to avoid abandonment according to criteria evaluated on previous occasions.
  • Progression
    Employee progression with different indicators such as salary, responsibility and training.
  • Route
    Route to recreate similar training paths and generate similar profiles.
  • Similar Profiles
    Ranking of similar profiles in those skills or position within the company.

  • Steps
    Paths to be followed to recreate the same level of training or responsibility as a given profile.

See our Platform in action