1. Competitive Intelligence:
Knowledge & Retention
Talent Mapping 3.0
Dave Mendoza
HRO Summit APAC
Singapore 2012
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2. Talent Mapping is Useless….?
• Unless data is usable (Searchable)
• Unless extraction and leverage is easy
• Unless the data is in one place
• Unless categorized, tagged & mapped to
talent
Its not about Today, Its about next Month
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3. Talent Mapping + Talent Retrieval
Strategic Talent Intelligence
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4. Today’s Discussion
Search Business
Technology Intelligence
as a CHALLENGES as a
Recruiting Talent Strategy
Best Practice Driver
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5. Intelligence Inspires Talent Strategy
Intelligence: decision and action
Information: Finding the patterns
Analysis: meaning to data
Data: Culmination of interesting facts
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6. The Significance of Research
What knowledge & resources do you need
to identify key talent?
INTERNAL EXTERNAL
• Recruiters • Social
• Researchers Platforms
• Employees • Agencies
• Referrals • Influencers
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7. Intelligence is NOT Espionage
Competitive Readily available,
Intelligence sources multiple channels, i.e.
information within the Publicly traded stock
public domain or via exchanges & Financial
ethical conversation. Reports, i.e.
Leverage public domain data
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8. Where do you start?
The low hanging fruit is no longer your local
job board.
• Industry Outlets; online trade journals
• YouTube and other video platforms
• RSS feeds
• Corporate blogs
• Public subject matter forums and
groups
• Social Media
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9. Know Your Competition?
Not all your competitors hire the same people.
Focus only on companies that employ similar
people, similar skills.
• Conferences and symposiums
• Industry influencers
• Listening in impromptu and real-time
• Natural language techniques – “Terms of Art”
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10. Decipher the “Language” of “Data”
• sales "*% of quota" (websphere | infoshere)
• site:ibm.com ("Golden Circle" | "Win Americas
Award" | "Sales Roundtable" | "Software Sales
Recognition" | "Specialist Rep of the Year")
• And there email ….. "mailto: * @ibm.com”
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11. Use Natural Language Search
• "developed * applications”
• I.work|worked.for|at|on|with (company OR job title OR
jargon)
• "I|I'm work|worked|working for|at|on|with" COMPANY
• "used to work" COMPANY or more narrow "used to
work * COMPANY”
• COMPANY ("my team" OR "our team")
• worked "contact me“
• "is|was an * at COMPANY" and “I was|am an * at
COMPANY”
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12. Knowledge Library:
Templates, Contact Finder Repository, etc.
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13. Align To Workforce Plan
Plug & Play
customized
automated search
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14. Knowledge Is Perishable!
Retention of your talent organizations’ intellectual
capabilities:
Have you prepared a
contingency plan?
How Do You Retain the
intellectual property your firm
invested in?
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15. Leverage the Intelligence
• Turn data into information
• Give meaning to data
• Distributed information
• Centralize Intelligence in CRM
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16. Deposit & Distribute: CRM Methodology
5
4 Recruit &
Place
3 CRM Move to hiring
process either in the
Apply CRM tactics to
CRM or integrated
2 Profile and continuously
with your ATS/ERP.
communicate and
Segment build engagement.
1 Engage Use tags, custom
Email or SMS directly fields, workflows,
from the Avature notes to build a
Source & System, in bulk or one- complete profile
Attract off Reporting &
Social Networks, Metrics
Blogs, Job Boards, Dashboard style
Directories, OpenWeb, reporting with metrics
Micro-sites, bulk data driven around pipelines,
upload segmentation, and CRM
activity
Copyright © 2011 Avature. All Rights Reserved. www.avature.net

17. Talent Community Live RSS Feed
+ CRM = Searchability
• We identified limited, to
overall inability to do
precise keyword
searches within CRM
search. For Example,
the phrase “Call
Center”
• "Cloud" OR
"Consulting" OR
"Data" subset filter
within search agent
locations
• provided no results.
• We need to enable
within Web Sources
“CRM People” – next to
all job boards. Makes
CRM instance into a job
board.

18. Trust & Verify ... Extend Your Shelf-Life
Set up an Automatic Action Triggering Portal
Request to Confirm & Update Contact Data

19. Interactive Recruitment
Marketing Strategy Now
Candidate
Marketing
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20. Tactics to employ
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21. Leverage Data & Convert To Hires
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22. Strategic
Crowd
Sourcing
Direct
Social
Passive
Media &
Branding
Take Outreach
Approach
Away
Competitor Relationship
Mapping Building
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23. Talent Data In Simple Terms = People
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24. • 100,000;
• 68,000;
• 40,000;
• 18,000,
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• 800;
• 125;
• 15;
•5
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25. When should you meet those college
graduate, women?
• For every 100k students entering 9th grade in the US in 2011
• 68k will graduate in 2015
• 40k will enter college in 2015
• 18k will graduate from college by 2020 (5 years)
• 800 will have an engineering degree
• 125 will have a mechanical engineering degree
• 15 of the mechanical engineers are women
• 5 women mechanical engineers will still be working in 2025
It isn’t a trivial question!
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26. Questions Define Your Strategy & Tactics
• What does your universe look like for the skill
sets you hire…and where you hire from? What
variables effect your assumptions?
• Business Division?
• Geo-Location?
• Does your strategy determine how and when to
engage prospects competitively
• before you are ready to hire them?
• before they are fully skilled to perform?
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27. Define Success: Analytics within Data
• Should your strategy include conversion rates?
• If yes, Define strata of how you define
Conversion:
• Profile to Lead opting-in for regular engagement
communications
• Lead progressing to candidate development in the form of
Resume Submitted?
• Lead as Referral ambassador?
• Lead as “source of Intel”
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28. SUMMARY: Data Driven Logic
• Align strategic roadmap to the
Workforce plan
• Uncover competitive intelligence,
document ‘proven’ internal search
efforts
• Use natural language, “terms of trade”
within search
• Centralize & distribute data within CRM
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29. Talent Mapping + Talent Retrieval
Strategic Talent Intelligence ©
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30. Strategic Talent Intelligence =
Talent Knowledge Libary©
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31. Dave Mendoza &
Associates, Inc
303-718-2440
ldavemendoza@gmail.com
SixDegreesfromDave.com
17th May , 2012
Capabilities Outline:
• Talent Mapping
• Talent Knowledge Libraries
• SEO Social Strategies & Niche Talent
Audience Engagement
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