Traditionally, HR departments are used to a reactive recruitment strategy. This means they react to an employee leaving or a new job opening up to hire a candidate for the respective position. This will fill the immediate requirement, rather than catering to the future needs of the company.
However, does this method work for the long-term efficiency of the organization? That is where ‘talent mapping’ can strike as an efficient alternative.
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What Is Talent Mapping?
In simple terms, talent mapping is a strategy used by recruiters to plan for the short and long-term talent needs of a company. It is done to ensure that the recruitment does not merely do a quick hire to fill only the jobs that are currently opening up.
Instead, talent mapping focuses on the future requirements of the company. It involves making strategic talent acquisitions that can attend to the new roles that will emerge over time. It thus enables organizations to build skills of the workforces proactively – rather than reactively.
However, as you can imagine, this is easier said than done. As a company evolves, it can be challenging to predict what the potential hiring needs would be. Therefore, to execute talent mapping efficiently, recruiters will need to have sound knowledge of the different departments and their potential growth.
Although talent mapping can be time-consuming, the benefits certainly outweigh the shortcomings. If you think your organization could benefit from some help in this area, you can always approach experts such as Develux to guide you through the process of talent mapping. For those who are still wondering if a talent map is a fit for your recruitment approach, here are some reasons that might help you make the decision.
6 Ways Talent Mapping can Benefit Recruiters
1. Better Engagement
When done efficiently, talent mapping can help improve not only the candidate quality but also the total duration of a recruitment cycle. It begins well before the actual hiring, starting by defining the kind of employee the company is looking for.
In other words, you create a talent map that includes all the skills and capabilities you seek. You consider the current and future needs of the company, which involves engaging with the entire organization – across all levels. For a recruiter, this will mean having meaningful career qualifications, collecting data about employee goals, and having a growth strategy based on this.
2. Not Miss Out On Candidates
Thanks to the increased engagement, talent mapping will help shine a light on every aspect of the company. It will allow recruiters to acknowledge everyone with potential who might have been overlooked. Most often, talent mapping for management positions is done among only the senior personnel. This might include assessing only those with management experience.
When done correctly, talent mapping can and should be inclusive of everyone. This will involve taking an individualized approach on evaluation. This way, recruiting can be not only efficient but also cost-effective and less time-consuming. Without talent mapping, the chances of recruiters missing candidates who would have been perfect for the job are relatively high.
3. Better Future Planning
Talent mapping can also be viewed as a means to identify where the company is headed to. In this way, this strategy is not only crucial for the recruiters but also for everybody involved. Organizations can use a talent map to understand any existing gaps in the current system. For instance, this will help point out the strengths of the in-house talent and what roles are necessary for the future growth strategy.
It can help identify the lack of a clear succession plan and whether it is possible at all for the company to groom insourced talent. If so, it can help determine what steps have to be taken to steer the employees in the right direction.
4. Gather Market Data
Talent mapping can help compare both internal and external talents. This can offer insight into the capabilities of competitors. From a recruiter’s point of view, this might include comparing compensations and perks, training, and the future development plans of two companies.
Today, talent mapping is also aided with data analytics tools and technology. By investing in such tools, companies can gather more information regarding the market and position themselves ahead. In turn, it can help you locate the best candidates while working on a clear foundation for future development.
5. Build a Better Company Structure
Organizations have always resorted to some sort of performance analytics to understand the individual skills and capabilities of their employees. However, such performance reviews are becoming outdated in their strategy and execution.
Talent mapping can help polish this process better and set a benchmark based on the talent currently available in the market. It can give a representation of where the organization falls and where it needs to improve. This can set the path for development measures that can address the existing gaps.
6. Reducing the Recruitment Time
The ultimate aim of talent mapping is to make the process more efficient. Recruiters hope to make strategic hires that will help meet the requirements even before the need arises. Although it might appear as a laborious process – in the long run, it can give your organization a competitive advantage.
More often than not, candidates who are engaged during the talent mapping project are kept in touch with regularly. This way, if a need arises, the recruiter knows where exactly to look without having to invest more time in building new relationships.
Talent Mapping – The Bottom Line
Although talent mapping is an established strategy, how each recruiter approaches this method will vary. There will be numerous factors at play here, including the work culture of the organization as well as the recruiter’s hiring methods.
Regardless of whether you choose an expert or rely on high-tech tools, make sure that you revisit and upgrade your strategies as needed.
Recruiters play a significant role in the health and growth of not only the organization but also the individual employees. It is crucial that a recruiter’s hiring methods reflect the long-term goals of the company. This will allow them to make informed decisions that can bring value to the organization.