Will Talent Mapping redefine the value curve for search based recruitment?

In recent months, Mindsethas been receiving an increased amount of enquiries relating to talent management in all areas – attracting, sourcing and retaining. Of particular interest has been Talent Mapping, a topic that Aaron Dodd and I have been asked to present to several forums and executive networks over the last couple of months.

Talent Mapping is the targeted identification and engagement with people with skills to fill both existing, newly created roles and future roles in your organisation and it is back on the Agenda in a big way for organisations post GFC, as we see skills shortages impacting certain markets.

In Sept 2007, prior to the GFC, a Mercer’s survey showed that 99% of respondents rated attracting and retaining talent as a top priority for their organisation. However, the economic strain of the GFC meant that very few companies were able to take any proactive measures to address this.

Now, as our economy recovers, many organisations are beginning to confront the reality that, after several years of decreased investment in employee development, layoffs and salary freezes, they are vulnerable to having their best talent picked off. And, of course, it’s the most talented that are going to get picked off first.

As my colleague, Dale Whitton, touched upon in a previous post, many organisations have recognised that they can no longer wait for a vacancy before they start the talent identification process. Talent Mapping is just this exercise, identifying the talent in the market, so that they can approach those people the moment their need is recognised.

Key benefits of Talent Mapping include:

    * Reduces time to hire to candidate’s notice period
    * Better candidate quality – targets ‘Passive’ vs. ‘Active’ candidates
    * Long term approach to sourcing
    * Significant savings compared to traditional recruitment spend
    * Provides an external succession plan for your organisation
    * Provides continuous Market Intelligence

So, question is, has your company taken a proactive approach to their talent management strategy yet?

Contact us today for a confidential discussion.