ABOUT TALENT MAPPING
WHAT IS TALENT MAPPING?
Talent Mapping evaluates and tracks active and passive talent in candidate markets and helps organizations strengthen their talent acquisition, recruitment, development, and succession planning capabilities to become business-ready. Talent Mapping uses traditional researching and sourcing methodology to map and visualize your competitor’s talent and organizational structures in real-time.
THE TALENT MAPPING PROCESS
Talent Mapping data is verified through internal and external authentication and extensive research. When a company engages us for Talent Mapping, this research and data remain updated and accurate for 6 months, providing real-time insights for:
Tracking Candidate Mobility
Competitor Internal Restructures
Direct Report Changes
SHORTER HIRING CYCLES
In traditional hiring and recruitment processes, the cost and the length of the entire hiring cycle grows significantly as the time of a search extends. Since Talent Mapping is a continuous sourcing and data mining exercise, it decreases the length of the hiring cycle when a talent need arises and makes the process more efficient and streamlined with a thoroughly researched and vetted talent pool.
Companies can leverage Talent Mapping to gain a more objective view of succession planning. Companies often limit their succession planning prospects to internal talent and fail to look beyond these internal talent pipelines. Talent Mapping identifies alternative external candidates that may be equally or better suited to a role.
Talent Mapping Process
Phase I: Strategic Research
Talent Mapping begins with a strategic assessment and research plan to understand how your competitors structure their departments and business units and to identify highly sought after talent leading these roles.
Phase II: Talent Identified
We begin monitoring, tracking and mapping this talent and the teams around them. By thoroughly researching the management levels above and below an individual we identify rising talent, forecast career progression and assess future talent mobility.
Phase III: Competitor Structures Mapped
Talent Mapping then looks beyond these individual relationships and networks to explore how competitors structure their departments and business units. This identifies any skills gaps and allows for an organization to always be "business ready."
Phase IV: Market Map Generated
After weeks of strategic research, sourcing and discovery we provide an in-depth report and assessment of the current talent available in the marketplace. We provide any recommendations for succession planning, hiring and internal restructuring.
PHASE V: Talent Monitored & Tracked
For the following 6 months, we continue to update and refresh the Market Map in real-time. This includes tracking talent mobility and career progression and pinpoints the ideal time for engaging a candidate and presenting an opportunity.