Talent mapping has become a crucial process for modern companies that want to recruit the best talent. In a fast-paced market, it is vital to find suitable candidates, ensure that they fit the company’s philosophy and that they will be a pillar to reaching the company’s goals.
This article will be all about talent mapping and what a talent mapping process looks like.
What is Talent Mapping?
Before we get into the technicalities of talent mapping, let’s kick things off by explaining what talent mapping is. Talent mapping helps companies with their recruitment process helping to bring in the best talent. It aligns a company’s recruiting strategy with its business goals, and it adopts a long-term perspective rather than addressing monthly hiring objectives or current needs.
Furthermore, it assists businesses in better understanding their competitors and gaining insights into crucial data such as size, structure, organisational design, top talent, and employer brand reputation. This aids hiring managers in making strategic judgments and employing optimum recruitment strategies when it comes to acquiring top talent.
The Process of Talent Mapping
Before you conduct the talent mapping, there are different elements you need to be thinking about, with one being the budget. There is a budget for your staff for many areas such as external training, funding for bonuses, or other types of activities.
If you want to add certain features to your talent management, it is essential to understand how much of your budget you can allocate from it in these areas, both for staff and new staff. You can also discuss with the board working on the talent mapping which benefits you could offer, such as internal training, office packs, and other perks they might find compelling.
After deciding the benefits you could have for your staff, you need to review your company’s objectives and see how these link with talent needs. If you want to recruit the right person who will help improve your business and help achieve your goals, it is essential to look at what areas the company may be struggling with the most.
It is essential to recruit the people you need after setting the company’s goals, people that will help achieve the results within the specified time.
The kind of strategy you select will help you understand your hiring needs; however, it is essential to look at your recent performance and company growth to understand them further.
If your company is increasing and your staff are struggling with the extra workload, you should think about hiring additional staff, either temporary or permanent. It is also is fundamental to analyse how necessary this may be by looking at the future projections for the upcoming few months or years to see if the performance may decline, thus not overhiring. Or in contrast to this, you can downsize your team, hire minimal staff and upskill your current team.
Another part of the talent mapping process is looking into your competitor’s talent strategies; it is crucial to see what your competitors are doing and if they are doing anything that may be helpful to your business. By understanding their talents, you can acquire top talent through developing a better strategy by conducting competitive intelligence research. You can look at your competitor’s talent-management practices to help you see what techniques they use, such as employee-retention strategies and what kind of talent-management software they use.
You should then develop a talent-management strategy which will include a talent-acquisition plan, which consists of a process for locating and attracting suitable individuals. Moreover, the next step will be to have a talent-development plan, which must include a program for growing employees’ skills and competencies.
Finally, the next step will be to have a talent-retention strategy, which will incorporate measures for keeping staff on board. You should tailor your approach to your company’s specific talent needs, which you would have already identified.
After completing these steps, you should create a job description for all the new roles you have identified. When the talent mapping process comes, remember that if you use executive search firms or prefer to do it internally, the job descriptions will need to be detailed and descriptive.
When making this, you should stay in line with your company goals and list the experience and qualifications required for the role, mentioning what is expected in this role and the company benefits.
We have checked how talent mapping looks, so if you follow these steps, this will help you find the right individual and role that your business needs to improve and grow.
You should continuously assess your talent needs as this is very inconsistent and can always change. Therefore, keeping an eye on this is vital, ensuring your talent management strategy is always up to date to help you recruit the best talent.