What is Talent Mapping?

Talent mapping is a set of strategies that improve an organisation's talent acquisition. This involves attracting the necessary candidates, placing them in the appropriate jobs, and keeping them. This is a recurrent activity that evolves in response to changing business requirements. To put it simply, talent mapping is a technique for identifying and meeting hiring demands.

This method is frequently seen as vital to hire external talent. Moving a resource from one internal role to another, on the other hand, is a noteworthy talent mapping example.

Who can benefit from talent mapping?

  • You are thinking strategically and want to uncover exceptional personnel for your company's medium to long-term needs.

  • You are looking for individuals for a specific post in your sector and would like to find a larger pool of prospects.

  • Because your company has weaknesses in its competencies or routinely loses projects to significant rivals, you must identify the strong people inside those organisations.

  • You are seeing considerable expansion in a specific field or are considering purchasing another firm; thus, you need to map teams and organisations.

Advantages of Talent Mapping

  • Identifies everyone who has the necessary abilities and expertise for the job

Talent Mapping discovers a diverse set of individuals with the necessary skills and expertise for a specific function. This gives companies a talent pool of prequalified and interested individuals and a far better awareness of the candidate market.

  • Passive and active applicants are targeted

Unlike job adverts, which only attract active applicants, you will find and engage with passive talent - people who are too busy being fabulous to hunt for another job. The mapping data helps organisations to customise their proposal when recruiting prospective candidates more effectively. Furthermore, organisations can discover and assess any disparities between passive and active applicants.

  • Aids in understanding crucial market parameters

Talent Mapping reveals a large applicant pool and critical market aspects. You'll learn whether the requisite talent exists in your preferred location and whether prospects would consider working remotely.

Understanding mobility will provide insights into the typical tenure of experts in their preferred field, how long they tend to stay in their job, and which firms they are likely to shift to. This then allows you to assess how you might be able to increase future employee retention.

  • Supports inclusion strategies

To enhance diversity, organisations should make it an intrinsic element of their recruitment strategy. Talent Mapping aids diversity by providing vital information about gender, age, and ethnicity demographics, as well as a variety of other diverse elements within the skills market you're targeting, giving you the skills you need to begin recruiting more diverse candidates and grow your diversity and inclusion efforts.

  • Fetches salary and benefits data

Learning about average pay saves you time and money while also giving you the confidence to promote positions that you know are both fair and competitive. Your talent map will assist in determining both the present and desired salaries of your prospects and any employment perks they now have and/or might expect in a future career. This procedure allows organisations to develop an internal standard for both compensation and awards.

  • Gives information about the competition

A necessary procedure or structure may sometimes be absent in a firm, putting you in danger of slipping behind your competition. Your Talent Mapping should provide detailed reports that provide insights into your rivals' organisational structure, including team sizes within each department, job titles, and skill sets. Although organisations may not always want to imitate their rivals, doing so helps them to benchmark their organisational structure and find any gaps in their business. Allowing them to address any necessary organisational adjustments before they have a severe impact.

  • Aids employer brand image

Candidate-based surveys should be part of the Talent Mapping process, obtaining data on how a business is seen by the talent market and their degree of interest in working with them. You should also determine the logic behind the brand impression because this provides more valuable data on which to build your EVP tactics.

  • Information about what motivates applicants

Talent Mapping identifies their motivators and motivations, how they found the position, why they could refuse, and what might pique their interest. Consequently, your jobs and marketing may attract the individuals you want to employ in the future, resulting in a significantly more focused and tailored proposal.

  • There are no placement fees

Because you own all of the applicant data, you can create direct relationships with current and prospective prospects, reducing your dependency on recruiting firms and related expenses. You may recruit as many as you like without incurring any placement costs.

  • Reduce hiring time, costs, and the negative impact of a vacant position

Organisations may proactively connect with prequalified prospects before they have to post the position. Putting yourself in the best possible role to engage with qualified applicants before their competition.