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All you Need to Manage


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Recruitment Management System


Interview Management


Social Media Recruitment

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Succession Planning

Retention Management
Employee Engagement

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Talent Management @ Speed of Thought

Seamless Mobile Interface

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Performance Management System

Skill Will Calibration

Dedicated Accounts Manager to Support

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Robust Analytics for Every Module

Descriptive Analysis

Diagnostic Analytics

Predictive Analysis

Prescriptive Analytics

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What We Do

Our amazing products & services are listed below

Work Force Planning




Behavioral risk management


Performance Management


Employee engagement


Succession Planning


Training Need Analysis


Behavioral competency


This is a tool used to assess the difference between the current state and a future goal state. This will basically help an organization in refining and defining the skills the agency needs now and in future.

Skill Gap Process :
• Identify the desired skills .
• Develop future vision .
• Develop Skills Profile .
• Measure existing skills .
• Develop Plan to close gap .

Human capital management (HCM) is a set of practices related to people resource management. These practices are focused on the organizational need to provide specific competencies and are implemented in three categories: workforce acquisition, workforce management and workforce optimization. The applications that help to enable human capital management include:
• Core administrative support .
• Personnel administration .
• Benefits administration .
• Payroll .
• Portal/employee self-service .

• Exit interviews are interviews conducted with departing employees, just before they leave. From the employer's perspective, the primary aim of the exit interview is to learn reasons for the person's departure, on the basis that criticism is a helpful driver for organizational improvement.
• The results and analysis of exit interviews provide relevant and useful data directly into training needs analysis and training planning processes.
• Exit interviews provide valuable information as to how to improve recruitment and induction of new employees.
• Exit interviews provide direct indications as to how to improve staff retention.

• Behaviour Analysis can be defined as the process of systematically applying interventions based upon the principles of learning theory to improve socially significant behaviors to a meaningful degree, and to demonstrate that the interventions employed are responsible for the improvement of behavior.

• Contrary to popular belief, behavior analysts emphasize that the science of behavior must be a natural science as opposed to a social science.

Welcome to TalentAnt

The new generation Talent Management software,

WHY TalentAnt?

TalentAnt is a new generation e-recruitment software solution and application tracking system provider. Our mission is to make recruitment process hassle-free for small, mid-size, and large corporate as well as recruitment consultancies, and to attract & hire the best applicants.

It’s time to say goodbye to those traditional unmanageable spreadsheets, the TallentAnt online recruiting software’s is a customizable workflow aid that lets you set your own recruitment activities and manages the process for you that aims to meet the diverse and unique needs across various domains or sectors

Our wide range of revolutionary, fully automated web-based recruitment products and services are combined in the most exceptional way of high-quality technologies and recruitment systems or processes that facilitate a business strategy that no other online software company can provide.

TalentAnt objectives are set up on the basis of four key pillars. All these pillars are inter-dependent to each other.

Web Design Service

We offer Recruitment Management, Performance Management, Retention Management, Talent Management, Skill Gap Analysis, Employee Engagement Services

If would you like to our services, please contact us today and get a quote!


Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs within an organisation, either permanent or temporary. Recruitment can also refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles or training programmes.

Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation”. Recruitment is the activity that links the employers and the job seekers.

Recruitment may be undertaken in-house by managers, human resource generalists and/or recruitment specialists. Alternatively, parts of the process may be undertaken by either public-sector employment agencies, commercial recruitment agencies, or specialist search consultancies


Performance can be defined as individual bahaviour in an organization. It is something done by the employee.

performance is whether a person performs their job well.Job performance is the way employees perform their work. An employee's performance is determined during job performance reviews, with an employer taking into account factors such as leadership skills, time management, organizational skills and productivity to analyze each employee on an individual basis. Job performance reviews are often done yearly and can determine raise eligibility, whether an employee is right for promotion or even if an employee should be fired.

performance is also part of human resources management. Performance is an important criterion for organizational outcomes and success.


Retention refers to the ability of an organization to retain its employees. Employee retention can be represented by a simple statistic (for example, a retention rate of 80% usually indicates that an organization kept 80% of its employees in a given period). .

Retention refers to the various policies and practices which let the employees stick to an organization for a longer period of time.

Retention means organizations take action to retain good employees using strategies and approaches. These strategies and approaches work together to compile The Retention Plan.


Talent means the skill that someone has quite naturally to do something that is hard. Someone who has talent is able to do something without trying hard. It is an ability that someone is born with. It is a high degree of ability or of aptitudes.

Talent management is the science of using strategic human resource planning to improve business value and to make it possible for companies and organisations to reach their goals.

Talent management implies that companies are strategic and deliberate in how they source, attract, select, train, develop, retain, promote, and move employees through the organization.


Skill Gap

Gap analysis is the comparison of actual performance with potential or desired performance. If a company or organization does not make the best use of current resources, or forgoes investment in capital or technology, it may produce or perform below its potential.

A gap analysis is a common business tool used to assess the difference, or gap, between the current state and a future goal state. A skills gap analysis can be used by an individual to assess his/her skills and to identify areas for improvement.

Developing a skill gap analysis typically involves defining the skills and knowledge required to complete a task and then comparing a person’s current level to that requirement. After identifying the gap between the two, training professionals work with personnel to create a plan to remedy the situation. According to the American Society for Training and Development, the underlying causes of skills gaps typically include changing jobs and lack of education and training. Determining the required skill levels usually includes defining the job responsibilities when companies introduce new technologies or processes.


Employee engagement is the emotional attachment employees feel towards their place of work, job role, position within the company, colleagues and culture and the affect this attachment has on wellbeing and productivity. From an employer's point-of-view, employee engagement is concerned with using new measures and initiatives to increase the positive emotional attachment felt and therefore productivity and overall business success. Employee engagement is seen by many to be an example of a competitive advantage.

Employee engagement goes beyond motivation and simple job satisfaction. It can be seen as a combination of commitment to the organisation and its values and a willingness to help colleagues. You’ll find here information on staff engagement, employee commitment, morale, loyalty, motivation, job satisfaction and employee attitude and engagement surveys.

Employee engagement illustrates the commitment and energy that employees bring to work and is a key indicator of their involvement and dedication to the organization. Employees who are engaged are more productive, content and more likely to be loyal to an organization. When organizations put sound HR practices in place, they are more likely to discover that employees feel satisfied, safe and will work to their full potential...and that means they are more likely to stay put.


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