Talent mapping is particularly useful for businesses entering new markets which are wanting to understand the location of potential candidates and the level of executives and technical specialists they need.
The types of clients that would benefit from a talent mapping process would include:
- A company looking for a critical, tactical or vertical specific hire
- A company looking to map the market confidentially (could be for a replacement)
- A company with a negative reputation
- A start-up
- A company with a challenging location
- A company who is forecasted to have many hires in a particular function (for example, 6 supply chain analysts)
By evaluating and defining the competitive landscape ahead of time, our clients are better prepared to take advantage of market changes.
This process is designed to identify the skill level, and consequent expectation of candidates, for specific roles, as well as illustrate the geographical spread of talent and where to find valuable candidates.
We build your talent pipeline now, so you can be more efficient when it comes to your next hire. If there’s one approach that will set you apart from your competition, its talent mapping.
Below are some real-life case studies in which we have been able to provide value to organisations through market mapping.
- Identifying the ‘next wave’ of women Engineering Managers and executives in the food and beverage industry. This information positioned the client well to attract and engage the best talent whilst diversifying the team.
- Identifying “Brewery Managers” across Australia and New Zealand to understand salaries incentives. This helped our client understand market trends and rising salary expectations of candidates, allowing them to align their next approach.
- Building a target list for a large well-known WMS Solutions provider looking for a niche skill set in Japan. This project not only involved talent mapping locally, but also internationally. It was particularly difficult as we were looking not only for a niche skill set but also Japanese speaking skills. By proactively doing a talent map, the organisation was already ‘ahead of the curve; able to direct their energy into the right people and the right areas of the market when they needed to recruit the role.
- Clarify the possible requirements of your business
- Identify the most suited candidates in the market
- Create candidate profiles for your organisation based on the actions of competitors
- Set realistic and achievable standards and benchmarks for your team
- Research the company structures of growing businesses and the people in them to understand their strategies and how they are driving growth
- Understand the incentives used to attract top talent to match or beat
Be prepared for hiring success.
Find passive candidates
Map competitor employees who already have the necessary technical and industry related skills
Build a Competitive PD /Advertisement
Know the strategies your competitors are using, key market trends and the right language to attract top talent.
Understand what the market rates are. Being able to understand current salary trends can quickly help you identify issues with your hiring strategy.
Know where your target market is
Find out where these candidates are looking for jobs and what platforms they will turn to when its time for a change.