Comment pouvez-vous utiliser la cartographie des talents pour identifier des candidats potentiels pour de futurs postes ?

Talent mapping is still an underrated activity and can help transform your recruitment efforts. Talent mapping is documenting people with needed skillsets or industry experience that you may one day need. If done correctly, not only can it help you make workforce planning decisions but it can also help reduce your time to hire (if you are actively engaging with these people). It's basically planning ahead. Talent mapping also helps in succession planning and workforce optimisation, ensuring a steady supply of talent to meet future business needs.

O Mapeamento de Talentos é uma das melhores ferramentas para apoiar decisões estratégicas de RH. Para esse processo é feito um estudo detalhado do mercado, abordando profissionais com um perfil desejado, de um determinado segmento, ou mesmo de empresas concorrentes, listando as informações mais importantes sobre eles. Como resultado, a empresa tem uma espécie de raio x do seu mercado, com diversas informações valiosas que podem ser úteis para futuras contratações, para apoiar o plano de sucessão, ou mesmo para definir o perfil ideal de alguma posição estratégica.

Talent mapping is a strategic approach to visualize and manage your current and ideal workforce. By aligning recruitment and development strategies with organizational goals, it helps identify talent gaps, assess market trends, and evaluate competitors. This process enables a deeper understanding of required skills, assesses current talent, and anticipates future trends. Talent mapping empowers businesses to measure performance, address industry challenges, and optimize recruitment sources for attracting top talent. It's a crucial tool for aligning human capital with long-term business objectives.

Talent mapping is a roadmap to future success by aligning current talent with future goals, cultivating a dynamic pool of individuals to drive the company forward. You need to define objectives, align talent acquisition with goals, and assess the existing talent pool to identify strengths, weaknesses, and untapped potential. Talent mapping anticipates skill requirements, allowing proactive pipeline building aligned with industry demands. Consistent communication with the pipeline keeps candidates engaged. Beyond digital outreach, organizing events creates a personal connection and fosters a compelling narrative for potential candidates. Talent mapping goes beyond immediate hiring needs, it's a strategic investment in the future.

It is where businesses analyze current workforce skills and future needs to create a blueprint for identifying, developing, and attracting talent required for growth and success. It involves assessing the industry landscape, identifying skill gaps within the organization, and understanding the qualities of top performers. This approach enables companies to proactively build a pipeline of potential candidates for anticipated roles, rather than reacting to vacancies as they arise. By understanding where talent gaps exist and what attributes contribute to exceptional performance, organizations can tailor their recruitment and development efforts. Talent mapping aids in seamless succession planning and ensures that the company remains agile.

Creating a talent map involves several steps: 1. Define Objectives 2. Identify Key Roles 3. Define Criteria 4. Gather Data 5. Analyze Data 6. Create Visual Representation 7. Identify Gaps 8. Review and Update 9. Strategic Planning 10. Engage Stakeholders

It starts with a deep dive into your organization's long-term goals and the competencies needed to achieve them. Analyze current roles and performance metrics to identify which skills drive success within your company. Forecast future industry trends and the impact they may have on your talent requirements. Engage in workforce planning to pinpoint skill gaps and potential future vacancies. This foundation allows you to segment the talent pool, focusing on areas of strategic importance. Incorporate data from internal assessments, external labor markets, and competitor analysis to create a comprehensive talent map. This visual or database tool should categorize potential candidates by skills, experience, and readiness for future roles.

- Clearly outline your organization's goals and future talent needs. - Pinpoint critical positions and skills required for future success. - Evaluate existing talent within the organization for potential promotion. - Research the external job market to identify potential external candidates. - Create a matrix mapping required skills and experiences for each identified role. - Develop profiles for potential candidates, considering skills, experience, and cultural fit. - Build relationships with potential candidates through industry events and social networks. - Keep the talent map dynamic with continuous updates based on organizational changes and industry trends. - Involve various departments to gather diverse perspectives and insights.

Creating a talent map involves a systematic four-step process. Initially, define business objectives, encompassing short and long-term goals, key performance indicators, and a clear value proposition. Assess the existing talent pool using tools like performance reviews and skill assessments. Identify talent gaps by comparing current and desired profiles, informing decisions on hiring, training, or promotions. Finally, plan and implement talent actions with defined budgets, timelines, and metrics for effective execution and assessment. This ensures strategic alignment between talent management and organizational objectives, fostering impactful recruitment and development initiatives.

Creating a talent map involves analyzing internal and external talent pools to find individuals with the skills, experience, and potential for key roles. It starts with setting objectives, prioritizing roles, and defining competencies. Internal talent is assessed through performance evaluations and career plans, while external talent is sourced from networks and databases. Data and information about potential candidates are gathered and organized, leading to the creation of detailed talent profiles. Talent pipelines are then established to engage and nurture relationships with potential candidates.

To identify potential candidates using talent mapping, build a talent pipeline by sourcing from various channels like referrals, social media, & events. Utilize applicant tracking systems & CRM software to manage and nurture this pool. Develop a talent pool within the pipeline, screening & assessing candidates for specific roles using tools like resume screening, online tests, and video interviews. Assessing fit for your organization & culture is key. Finally, engage a talent community by creating & sharing relevant content such as blogs, podcasts, webinars, newsletters, & organizing events. This approach ensures a proactive & strategic approach to finding & maintaining a pool of qualified candidates for current & future positions.

Leverage the information it provides to pinpoint individuals who match future role requirements. With your talent map in hand, cross-reference the skills, experiences, and potential growth paths outlined for each role against the profiles within your talent pool, including current employees and external prospects. Focus on individuals who exhibit the competencies and aspirations aligned with your anticipated needs. For internal talent, consider development plans that prepare them for these future roles. Externally, use your map to guide sourcing strategies, targeting networks or platforms where individuals with the desired profiles are likely to engage.

Use your talent map to forecast future hiring needs and proactively identify potential candidates who possess the skills and experience required for upcoming roles.

The Map provides a complete picture of what is missing and what is needed to make the organization achieve its end state. Keep in mind that the map has to be done with a short term and long-term focus as the market and the business is always changing. • The map should be used by the talent acquisition team in building pipelines in a box-by-box method where we fill vacant positions first through an internal search and then through external searches. • Use the map to identify and pipeline talent based on the heat maps • Build talent communities based on the needs on the map • These help in defining and building evergreen positions ( Always be recruiting) • It gives the business and the talent teams a sense of urgency in the hiring process

The first step is to list the key roles within the organization and the critical skills and competencies associated with each role. Then, conduct thorough market research to understand the talent landscape. Identify industry trends, competitor organizations, and professionals who excel in the relevant skills and competencies. Finally, create a talent pool or database of potential candidates. This pool can include internal employees, industry professionals, and individuals identified through networking, referrals, or online platforms.

Leveraging talent mapping to attract potential candidates involves creating a robust employer brand. Highlight unique selling points through social media, online reviews, testimonials, and awards. Develop a compelling value proposition emphasizing career development, learning, recognition, and feedback programs. Personalize outreach to demonstrate understanding of candidates' preferences, needs, and interests, utilizing communication tools like email, phone, text, and chat. Employ automation, segmentation, and analytics for optimized and targeted outreach, making your recruitment strategy more effective and appealing to potential candidates.

Talent Attraction is the most exciting part in the talent cycle and it can help the talent team to • Customize and use attraction strategies aligned more accurately to what the organizational needs • Build Internal employee advocacy teams to pipeline for similar skills and talent • Use mobility resources to identify internal candidates • Use the defined internal talent in the map as props for promoting the role (Job Ads) • Use them for networking with potential talent

There are some great tools out there that analyze, and map the flow of candidates from specific companies. By following, connecting and keep track of both company and employees, we know the average tenure within the company, what other companies this company typically hires from, or who they lose talent to. Etc. By making this part of your routine talent mapping activities, you learn to know exactly when to approach the right candidates, and from which company, and when the right timing for them typically is, to attract them away.

In my opinion, talent mapping is an ongoing process that requires regular review and adjustment. By proactively identifying and developing potential candidates, you can ensure a strong talent pool for future positions within your organization. To use talent mapping for identifying potential candidates for future positions: 1. Define the future positions and their requirements. 2. Assess the existing talent pool within the organization. 3. Conduct external research to find potential candidates. 4. Build relationships with potential candidates. 5. Develop the identified individuals through training and growth opportunities. 6. Maintain a talent pipeline by regularly reviewing and updating the pool of candidates.

Talent mapping contributes to retaining potential candidates through positive candidate experiences, long-term relationship-building, and competitive, flexible offers. Transparency, timeliness, respect, and consistency in the recruitment process enhance the candidate experience, measured and improved through feedback and surveys. Building long-term relationships involves regular communication, updates, and support, utilizing channels like newsletters, blogs, podcasts, webinars, and events. Crafting a competitive offer requires market research, competitor benchmarking, and negotiations aligned with candidate expectations. Confirming offers through letters, contracts, and comprehensive onboarding further solidifies retention strategies.

The next step after you've created the talent map is to nurture all the potential candidates you've collected. I'm always transparent with job seekers, I offer time to connect with me, letting them know that I don't have a live role right now but that I'd like to build a relationship to explore if we're a match in the future. Once we've met I then add them to a nurture campaign so I can keep in touch regularly, sharing information about my company through newsletters and also checking in with how their job search is going. Then when I do have a live role available we're already acquainted and the hiring process is much quicker.

Once you've mapped out where potential candidates fit within your organization's future plans, implement tailored engagement strategies to keep them interested and committed. For internal candidates, this means creating personalized development programs that offer clear career progression paths aligned with the talent map. Provide training and mentorship to develop the necessary skills for future opportunities. For external talent, maintain regular communication through networking events, industry forums, etc. Share insights about company culture, upcoming projects, and career opportunities to build a sense of belonging and anticipation. Proactive engagement fosters a strong employer brand and creates a pool of engaged candidates.

Talent maps actually gives us a complete picture of the internal organization. It includes the existing talent availability and also gives us a glimpse of the potential strengths of the employees that are outside the realm of their current role. Mobility, as I mentioned earlier is always a positive employee satisfaction tool and improves morality and retention for the company saving the company on training and comp. Any promotional role within an organization should first be evaluated with internal talent identified on the mapping before an external consideration. It helps not only bring a sense of loyalty and also helps in building a positive brand with the external talent

People don't build relationships with software or computer screens. People build meaningful relationships with PEOPLE! Keep in mind that the use of technology is important, but the human connection can not and will not be replaced by a machine. Keep talking to people via phone or even better, in person over a cup of coffee.

O mapeamento de talentos pode ser uma ferramenta de extrema importância estratégica, mas é indispensável que seja feito de forma confidencial, para não criar expectativas nos profissionais que estão sendo abordados - que poderia até prejudicar a imagem e atratividade da empresa. Por isso, se torna necessário contar com o apoio de um parceiro experiente, que pode trazer informações de melhor qualidade para esse processo. Um bom mapeamento de talentos pode ser feito de várias maneiras, como: listando as melhores candidaturas das posições já divulgadas, buscando recomendações (referrals), através de buscas ativas (hunting), entre outras. Um parceiro experiente poderá indicar o melhor caminho para cada situação, entre tantas possibilidades.

Talent mapping to identify candidates for future roles involves : 1) Current Org Roles with skills mapping versus Desired future Roles with required skills in line with Business growth & Strategy plan and market research 2) Assess current versus future skill gap 3) Categorize the net skill gap into Build, Buy, Borrow model 4) Align Retention & Development , Hiring , Outsourcing strategies accordingly

Talent mapping can help you identify potential candidates for future positions by building a talent pipeline, developing a talent pool, and engaging a talent community. A talent pipeline is a pool of qualified and interested candidates who can fill current or future roles. This can be done through sourcing from various channels, such as referrals, social media, online platforms, events, and networks. Additionally, applicant tracking systems, CRM software, and email marketing can be used to manage and nurture your pipeline. A talent pool is a subset of your talent pipeline that consists of candidates who have been screened and assessed for specific roles or skill sets.

Talent mapping to identify candidates for future roles involves : 1) Current Org Roles with skills mapping versus Desired future Roles with required skills in line with Business growth & Strategy plan 2) Assess current versus future skill gap 3) Categorize the net skill gap into Build, Buy, Borrow model 4) Align Retention & Development , Hiring , Outsourcing strategies accordingly