Talent mapping


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Talent mapping

  1. 1. Talent Mappingstaying ahead of the game inprospecting talent
  2. 2. What is Talent Mapping Identification of a group of individuals for one or morespecific roles in the business A process which charts every individual in a companyaccording to their skills, competencies and capabilities Displays where individuals ‘sit’ in terms of their ‘talent’within the company. It analyses their ‘talent’ and thepotential – where they can add value to the businessnow and where they could deliver value in the future.
  3. 3. Importance Of Talent Mapping There are multiple options for each role and therefore itis important to identify a significant quantity of qualitycandidates as well as the means to quickly communicatewith them once the need arises. When times are tough, businesses need to adapt theirplans and respond flexibly to new situations. This iswhen employers need to know who they can call upon tohelp them and which skills they need immediately to getthem through.
  4. 4.  Roles affecting a company’s profits through eithercreating revenue (sales positions) or billing revenue(delivery positions) will cost an organization while thepost remains vacant Also, technical roles can be imperative to companiesbidding for projects where the candidate’s skills arerequired for successful delivery. Companies without thenecessary skills can be forced to pass on opportunities.Importance Of Talent MappingContd.,
  5. 5. Benefits of Talent Mapping Seeks to understand what the industry’s top quartile isand its relationship to the business’s measurement ofwhat is the best A great snapshot of competitor and market activity. Itbenchmarks compensation and benefits packages Makes sure that the company is clear on its messageregarding prospective employees and because thatmessage is being used constantly, it remains undercontinuous review by the company
  6. 6.  Helps businesses avoid the delay and cost involved inreplacing talented staff. The business has a talent pipeline and therefore thebasis to build their succession plan whatever its futuredemands Mapping talent within our organization also keeps oursuccession slate current.Benefits of Talent MappingContd.,
  7. 7.  Understand how to measure and define who a goodprospective employee is. Understand where the best talent is working (whichbusinesses tend to have the best individuals). What working conditions and remuneration attract themto those businesses and keep them there. Maintain flexibility and be ready to alter your talentstrategy to meet changing needsBefore you consider talentmapping
  8. 8. Before you consider talentmapping Decide on what ‘talent’ really looks like within theorganization and what ‘talent’ is needed for the currentand future business strategy It is a specialist task and should not be underestimatedthat it is a desk research and initial contact exercise Much of the hard work is required after the talentmapping is done, i.e. the proactive contact of all likelycandidates to get them through the selection processquickly .
  9. 9.  This is proactive reputation management – apoor/inconsistent message can have very damagingeffects to organization’s reputation Try to recruit the best talent your company can hire(based on your reputation, your compensation strategy,competitiveness and attractiveness to candidates) andnot waste time trying to map individuals who have nointerest in coming to your company or whom you couldnot attract from a financial perspective.Before you consider talentmapping
  10. 10. Talent Mapping Overview Unlike Recruitment activity, talent mapping should starteven before the vacancy exists. Keep a fact sheet about what it means to be part of ourcompany, what our company stands for and more. Weshould be selling what our company stands for anddirecting them to apply for employment. Do not overlook candidates that may not have a ton ofwork experience, look at their skills and how they maygrow into the role Be clear about organization’s strategy and objectivesand what is required of the ‘talent’ to get you there
  11. 11.  Build market intelligence to identify those individuals whomay be highly desirable to the organization. This is donethrough social networking sites such as Linked In,Facebook etc for talent market research. Once recruitment leader/ hiring manager review theresults or the research, they identify key talent, and weshould start the process of developing the relationshipswith those individuals. During this process the candidateis gradually introduced to key company contacts.Talent Mapping Overview
  12. 12. How to Map the Talent Define exactly what talent you will need - predict basedon the business strategy/expansion plans or the on goinghiring demands) Understand the talent landscape - where is this talentnow, how much is already in the business, how muchtalent is currently working for somebody else(Competitor) Map every individual in terms of their talent and skillsand how they can move and develop.
  13. 13.  Utilize the Social Media and latest technology such asJobs2Web and TalentSeekr to post your opportunitiesand attract the talentHow to Map the Talent