Why do talent mapping

To be able to attract and hire the best talent for a particular role, you need first to identify the pool of potential candidates.

Talent mapping is not rocket science, but if you want to do it the right way, there are several questions to answer before starting your search. Are you looking to hire immediately, planning for succession or you need some market intelligence? You should plan a mapping strategy that meets best your goals. There are several top investments a company will want to make as part of the talent mapping process, as outlined below.

Once you have cultivated your talent pool, you may be inclined to think the hard work is finished. Yet, the work has just begun! Now the most important piece of effective talent mapping takes center stage.

An effective talent mapping system requires an ongoing talent retention effort. The company drives this attrition effort. This attrition process happens via relationship-building with a variety of emphases, outlined below. Talent mapping also requires one final key process: succession planning. This process is iterative.

It requires agile flexibility as business positions are a moving target and change with frequency. The process of building a strong human resources capability at your business is a lengthy and oftentimes trying one. There are several key outcomes you can look forward to as your strategy and talent acquisition become aligned:.

Talent mapping is not a one-time process. It should instead be part of your company's annual strategic cycle. It should also be evaluated for effectiveness at least quarterly. Talent mapping capabilities will only become more necessary for the modern, evolving business. This is because human resources is a key strength for any growing company. Contact Brunel for issues facing recruiting specialists and making sure one has a steady, skilled workforce.

Follow these easy steps: Identify new roles that will be necessary to fulfill the evolving company strategy. This is part of the annualized strategic process, or shortly thereafter. It can be used as a benchmarking tool to keep your recruitment strategy competitive, evaluate the actions of your competitors, foresee and predict talent shortages, and spot trends in your field.

Bringing all of this data together into talent pools makes it easy for everyone to see the status of the candidates that you're speaking to, and where they are in your process. You can reveal talent profiles that empower key resourcing decisions. Identify which channels offer the best route to candidates and gain a competitive advantage.

Under the right circumstances, it can make sense to shift or promote employees within your teams who have proven experience to fulfil more senior roles. Additionally, an internal move is cost-effective, will strengthen employee engagement, and reduce time to hire. You can use talent mapping to win over the next generation of leaders. Data can help you develop a recruiting strategy that appeals to the highest talented candidates and increases their chances of applying to work with your company.

Hiring managers are under increasing pressure to recruit the most talented candidates, with diverse backgrounds, qualifications and experiences. If your organisation is preparing to hire, or has plans for a future hire, talent mapping can support your search process and widen the choice of highly skilled candidates to fill your roles. Talent mapping offers incredible insight into potential candidates and has become an essential tool to implement in your recruitment strategy.

Want help finding the perfect candidate? Where to start and how to build your sourcing strategy What tools will help you in your talent market research This article has been created in collaboration with John Rose , strategic advisor at Resourceful. Why do you need talent mapping? Find the right talent faster Talent mapping helps to plan the necessary resources for a role before the vacancy even exists Take advantage of top talent within your level With the help of talent mapping, you will be able to identify your star employees.

You can develop their skill set for leadership positions that match your business goals. Save your hiring resources. Talent mapping is about strategic hiring. Instead of wasting a lot of time and money on unnecessary hires, you will be able to prioritize your open requisitions. So, where should you start?

It starts with WHO Look around. What companies did they work in before? What education do they have? What universities did they study at? Make sure you analyze who your competitors are, what their employees look like where do they come from Look what companies are they hiring from, do they prefer to hire fresh grads or target their search to more senior profiles.

It continues with WHAT! Do the market research on the best testing tools that can be used within your organization Social Footprint. Follow this logic before you start to dig data from internal databases and external resources: What data about the market of candidates do I need to find?

What information I have internally and what external resources can help me get data that I miss to build a complete picture? How can I pull external data and is it possible to automate the data extraction and data preparation? What tools do you need to do Talent Mapping? Below are several tools that can help you to do proper talent mapping: Tweatbeaver This is a multi-data tool for searching Twitter. MultiHighlight Finding multiple occurrences of words.

AmazingHiring Search and data enhancement tool. LinkedIn Talent Insights This tool gives you access to real-time data on talent pools and companies around the world.