Cognitive diversity is the inclusion of people who have different styles of problem-solving and can offer unique perspectives because they think differently. Unlike demographic diversity, which focuses on achieving a mixture of statistical characteristics such as gender or age, cognitive diversity focuses on achieving a mixture of how people carry out intellectual activities, such as making associations or drawing conclusions.
People analytics, also known as human resource (HR) analytics and talent analytics, is a form of big data that applies math, statistics and modeling to worker-related data to see and predict patterns.
Organizational network analysis (ONA) is a quantitative method for modeling and analyzing how communications, information, decisions and resources flow through an organization.
Recruitment is the process of finding, screening, hiring and eventually onboarding job candidates.
A talent pipeline is a pool of candidates who are ready to fill a position. These can be employees who are prospects for advancement or external candidates partially or fully prequalified to take an opening.