This document discusses talent mapping and retention strategies. It emphasizes that talent data needs to be searchable, easy to extract and leverage, centralized in one place, and well-categorized. Effective talent mapping requires ongoing intelligence gathering from both internal and external sources using tools like social media platforms, job boards, agencies and influencers. The document provides examples of natural language searches and strategies for continuously engaging talent pools and converting data into hires.

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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