Doholyan S.V. Application of digital tools for competitive analysis of the labor market: technologies, methods, practice. Regional problems of economic transformation. 2025. No. 10 (180). Pp. 235-247.

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Abstract

Relevance. In the context of the increasing competition of employers for personnel, organizations are faced with the need to use advanced technologies and strategies to find and attract the best specialists. One of the key tools for improving the effectiveness of HR management, optimizing and accelerating the processes of recruitment, selection, evaluation and development of personnel is competitive HR intelligence (competitive labor market analysis). Against the background of fundamental changes in the labor market caused by digitalization, automation and globalization, the issue of the combined use of modern digital tools of competitive HR intelligence remains relevant to ensure strategic HR management and strengthen competitive advantages. Goal. The research is aimed at studying the essence and importance of competitive intelligence in improving the effectiveness of strategic HR management, identifying key areas for its improvement, as well as substantiating practical approaches to using digital technologies and tools to automate HR processes and create competitive advantages for organizations. Methodology. The article uses a systematic approach to determine the key functions (monitoring legislation, labor market, HR strategies of competitors, analysis of the employer's brand) and principles (consistency, systematicity, objectivity, legality, technological effectiveness) of competitive HR intelligence. A step-by-step analysis is applied, covering the definition of goals, the collection, analysis and interpretation of data, as well as the development and implementation of an HR strategy. Digital tools and technologies (Big Data, AI analytics, feedback platforms, job monitoring, OSINT), as well as their advantages and disadvantages are considered. Results. Competitive HR intelligence is defined as a systematic process of collecting, analyzing, and using information about competitors' HR policies to gain advantages in attracting and retaining talent. It has been revealed that effective HR intelligence, especially in the context of digitalization, requires integration into the overall corporate strategy and the use of automated tools for monitoring and forecasting. The necessity of the combined use of various tools of competitive HR intelligence is substantiated in order to obtain a more complete and objective picture of the labor market. Conclusions. The introduction of modern HR analysis tools based on big data and artificial intelligence provides organizations with a strategic competitive advantage. Effective competitive HR intelligence requires a comprehensive approach that includes adaptability, compliance with legal and ethical standards, and protection of internal data. Its importance for HR management will grow, determined by the level of digital transformation in organizations.