Mapping your future candidates
Written on the 7 April 2009
TALENT mapping is challenging traditional recruiting tools and saving recruiters money and time. While internet job advertising is still seen as a big part of recruitment the paradigm has shifted from placing online adverts and hoping for the right candidate; to talent mapping exactly what candidates the company requires.
The process, although time consuming, could be just the ideal retention tool for business who struggle with the recruitment process.
Essentially the talent mapping process starts even before the position becomes vacant. Julanne Martin, managing director of Fusion HR says the process is much more thorough than other approaches.
“In the current climate you might get 100 people applying for a position and by sifting through those applicants based on CVs you might miss someone who has real talent but not perfect CV skills,” she says.
Talent mapping starts with the consultants working with organisations on future resourcing needs, and reviewing and identifying internal talent gaps.
Step two then involves building market intelligence to identify those individuals who may be highly desirable to the organisation. This is done through social networking, referral and market talent research. Tools used to do this include social networking sites such as Facebook and Linked In.
Once organisations review the results or the research, they nominate key talent, and the Fusion consultant starts the process of developing the relationships with those individuals. During this process the candidate is gradually introduced to key company contacts.
The difference between this process and traditional approached to recruitment is that the organisation ‘owns’ the map. For the company it’s beneficial because through the process a better relationship is built with the applicant. Martin sees this as a major drawcard.
“What makes it worthwhile is that a talent mapped person knows more about the company through the already established relationships. And in addition we’ve met them and we’ve figured out whether they are a good fit,” she says.
“Talent mapping allows you to get to know the people you work with so they go in with their eyes open.”
Fusion HR believes that although the talent pool has expanded recently due to the economic crisis, the talent mapping process will become even more critical in providing employers immediate access to individuals who can fulfil positions.