We read about analytics and talent acquisition in Chapter 4. What really is talent? In a nutshell, creativity is a unique skill that enables someone to excel at something. Talent recruitment, on the other hand, is the practise of maintaining high-performing workers. HR teams cultivate and empower employees to improve their ability, competency, and influence within the organisation through practise. This ongoing method entails sourcing, attracting, creating, maintaining, and supporting employees while adhering to the organization's priorities and objectives. HR Analytics is a valuable tool for employers today and it can assist them in managing their workforce. Human-capital facts, analytic HR, human-capital expenditure research, workforce prediction, the talent valuation model, and the talent supply chain are six critical aspects of using Talent Analytics, according to Harvard Business Review. Of course, an analyst is required to apply HR Analytics in Talent Management so analytical theory must be translated into reality. Since the best consultant can persuade their employers to follow analytical decision making, they must be specialists not only in quantitative analysis but also in human resource management and psychometrics. It is important to ensure that HR Analytics is used in Talent Management because it provides critical insight into various facets of the enterprise. HR Analytics is important to Talent Management because it can be used to help manage talent, provide employers with powerful resources, and help them make smarter decisions. HR Analytics' application of talent acquisition will help HR become more strategic. The aim of people analytics is to see how improving people management practises will boost business results. The methods we use would be influenced by HR analytics. Analytics allows talent acquisition to be optimised. Any phase of an employee's path can be scrutinised and improved. This entails assessing how we recruit, handle, and promote employees. Since our HR solutions will have to integrate data from each phase in the talent management model, this will affect how we deploy them. Talent management, in my opinion, plays a vital part in the organization's planning since it oversees one of the company's most valuable assets, its staff. In order to attract staff, businesses should make an attempt to efficiently handle them and assist them in developing their expertise, talents, and capabilities.