In-house teams often fail to do a successful talent map because they lack the resources, expertise, and time to conduct a comprehensive research and analysis. In addition, they may not be familiar with the most effective methods for talent mapping or the best tools for finding potential candidates.
What is Talent Mapping?
Talent mapping is a process that organizations use to identify, evaluate, and track the talent within their industry and among their competitors. It involves researching and assessing the skills, qualifications, and experience of potential candidates and current employees.
The goal is to build a comprehensive picture of the talent pool in order to make strategic decisions about recruitment, retention, and succession planning. Essentially, this is a tool that can help organizations stay competitive in a rapidly changing world.
Benefits of Talent Mapping
Talent mapping is useful for companies looking to create a comprehensive overview of the talent within its industry and among its competitors. By identifying potential candidates and evaluating their skills and experience, businesses can better plan for future recruitment and growth.
Let’s say you’ve forecasted that in the next 12 months you will need 5 Automation Consultants, by building the talent pipeline now you will be well equipped to turn candidates around quickly when the need arises.
It can also be used to better understand the current workforce and develop strategies for succession planning.
8 Tips for Talent Mapping In-house
If you’re looking to begin talent mapping in-house but don’t know where to start, here are some quick tips:
1. Develop a comprehensive understanding of your company’s talent needs.
2. Invest in a good talent management system to better manage processes end-to-end and keep track of quality candidates.
3. Research the job market and identify potential candidates.
4. Evaluate the skills, qualifications, and experience of current employees to identify gaps.
5. Use social media and advertising websites to access more people and get a better understanding of the talent pool.
6. Benchmark against competitors to assess the competitive landscape.
7. Develop a strategy for succession planning.
8. Make sure to stay up to date with changes in the industry. The salary you offered a year ago may not be sufficient today.
Talent mapping is often outsourced to Executive Search firms because they have the time, resources and expertise to conduct comprehensive research and analysis. When partnering with an external firm, you can expect to receive detailed information about the talent pool, they can identify potential candidates, and assess the skills and experience of current employees. As well as this, Executive Search firms can provide valuable insights into the job market and help organisations stay competitive.
Need further support on your talent mapping endeavours? Read more about it here.
