This document provides an overview of talent mapping strategies for building a talent pipeline. It discusses determining long-term goals and the ideal candidate profile, finding individuals through referrals and networking on platforms like LinkedIn and Indeed, tracking referrals and leads in an ATS or spreadsheet, utilizing existing applicant data, and additional talent mapping tools and resources.

1. Talent Mapping for Success
DFWTRN
TRISH WYDERKA
OCTOBER 6, 2021

2. About Me…
Cat Mom USAF Veteran LOVE SOURCING!!

3. What will you learn today?
 Determine Your Long Terms Goals and Needs
 Finding Individuals to Build a Pipeline
 Tracking & Contacting New Referrals and Leads
 Utilizing Existing Data in the ATS/CRM
 Extras

5. 1. Determine Your Long Terms Goals & Needs
Leadership will need to determine long term goals within the Talent
Acquisition space:
 Conduct intake meetings to understand what talent you are looking
for
 What are your ideal candidates? (Consider - Education, Experience,
Skills, Direct & Indirect Competitors)
 Intake meetings will help understand the ideal candidate.
 From that meeting – the sourcer can then create a talent mapping
strategy.

7. 2. What Sourcing Strategies Will You Use to Find
Candidates and Build a Pipeline?
 Hiring manager and team referrals
 Create a networking power hour session where the team reviews
referrals
 Sourcing via networks – LinkedIn, Google, Meetup, Medium and many
more

9. Alternatives to get started – free!!
 LinkedIn – Social media source for job seekers but is also a great source
for recruiters
 Indeed Job Trends – Lists tons of jobs every day. (Also, a great source to
see what is trending in different markets.)
 U.S. Labor Statistics website – U.S. government-run site with tons of date
relating to location and jobs types
Source: https://wizardsourcer.com/how-to-create-a-talent-mapping-
strategy/

10. Linkedin

11. Indeed

12. Free & Paid Tools
to Find
Candidates
Courtesy of Dean
Da Costa
• HTTPS://START.ME/P/GE7EBM/SSAR
• HTTPS://START.ME/P/ALAEEP/SSAR-2
• HTTPS://START.ME/P/GEOAZ8/SSAR-3
• HTTPS://START.ME/P/Q64ONA/SSAR-4

14. 3. Tracking & Contacting New Referrals and
Leads
 Consider an internal referral program
 Track referrals (candidates & leads) in your ATS/CRM or create an Excel
(Google Sheets) spreadsheet
 https://zapier.com/learn/google-sheets/google-sheets-tutorial/
 Make first contact, even if they are not looking, to keep them on your
radar

16. 4. Utilizing Existing Data in the ATS/CRM
 Assess your existing talent pool - who is currently in your ATS/CRM?
 Your database is an invaluable resource for building out your pipeline
and is probably already full of applicants that weren’t a great fit for
one role but might be perfect for future jobs
 Digging into the historical data can save you a lot of time and show
candidates you’re really paying attention to them.

17. Remember….
 Individuals in your database may be hard to connect with due to
outdated information such as phone number and email addresses
 Clean data can help you streamline your marketing efforts (i.e., mail
merges and contact campaigns will be much more successful)
 Take advantage of lulls in your business day or week to clean up and
revitalize existing data

18. 5. Extras
 https://www.sourcecon.com/implementing-the-talent-mapping-3-tools-to-
use/
 https://intellerati.com/talent-mapping-makes-recruiting-smarter/
 http://www.justicemap.org/

19. Thank you!!
Trish Wyderka
trish@fideliscompanies.com
https://www.linkedin.com/in/trishwy
derka/