Talent mapping is a tactical job used by businesses to plan talent acquisition. Talent Mapping is used to ensure that a recruitment process doesn’t just result in an immediate hire but also focuses on the short, and long-term needs and leads to several strategic talent acquisitions over time. It allows leaders to proactively build the workforce's capabilities using an in-depth and analytical process. by identifying the qualifications, experience, and potential of current employees to reveal talent gaps and development needs. Below we have identified why talent mapping is essential for strategic growth.
Talent mapping is an internal process used to assess current and future efficiency, involving the entire organization across every level and function, such as clarifying individual employees’ technical knowledge, qualifications, and performance. It’s another touchpoint where career conversations occur, and qualitative data on employee goals and interests are gathered and compared with growth strategy and future investment.
1. Wide-range of employee engagement
Talent mapping is an internal process used to assess current and future efficiency, involving the entire organization across every level and function. Such as clarifying the technical knowledge, qualifications, and performance of individual employees. It’s another touchpoint where career conversations occur, and qualitative data on employee goals and interests are gathered and compared with growth strategy and future investment.
2. Identify potential leavers
Reviewing employee performance and potential isn’t just about recognizing talent gaps and training needs within the team. It can also uncover signs someone may soon leave an organization or that it’s time for them to move on to a new opportunity. First of all, taking the time to investigate the tangible impact of employees is always a good idea. Once you’re clear about this, you can assess each person’s potential to progress or evolve within the organization. The nine-box grid is a popular talent mapping tool, as it helps leaders visualize where employees fit on a matrix.
3. Opportunities for internal moves
Talent Mapping allows keeping the record of the whole organization in terms of the capabilities, experience, and potential of each employee. Talent Mapping is a great way to ensure that the right people are assigned to the right roles and decide which talent can be moved internally to meet the short-term needs and vice versa.
This, on the one hand, is a proactive way to bolster teams so they can deal with sudden changes in priorities and market conditions or pre-empt vacancies and manage talent shortage risks. It can also create new opportunities for internal moves by revealing skill shortages not previously identified. Training needs, too, are highlighted, and training solutions are delivered to ensure positions are filled where gaps emerge.
4. Succession planning
Succession planning is a crucial reason for any talent mapping exercise. Earlier Talent Mapping process highlights people only with potential, and only those people were given access to development opportunities. Still, now the development programs have a broad vision to recognize that every employee should have access to career growth trajectories. Moving people to a new project, country, or even into a new discipline will likely accelerate ‘leadership’ development anyway.
5. Reducing the time to hire
External Talent Mapping is another way to lead to strategic growth. This method recognizes that identifying candidates for multiple potential vacancies requires a large pool of candidates. Those engaged during the talent mapping project are often regularly contacted over several months and years. When an immediate need arises, the firm doesn’t need to spend time finding talent; external Talent Mapping is equivalent to building a talent pipeline.
The recruiter is not solely dependent on building new relationships or selling opportunities to the market.
Case Study: Audentia executive Talent Mapping for a healthcare partner
Our client is a well-known global consulting firm with a strong presence in the healthcare space and is rapidly expanding its UK healthcare practice. Audentia Research was commissioned by the UK Leading Health Partner, who we had successfully placed earlier in the year, to identify talent in the UK for a Healthcare Partner. Our brief was to uncover a list of talent confidentially due to an incumbent in place.
We used traditional executive search methodologies to identify partners in our client’s competitors with deep expertise in this specific market segment. We provided regular updates and detailed market feedback to the in-house TA team throughout the project. We effectively mapped the talent available in the UK and found 50 candidates. Through more profound research and confidentially speaking with individuals, we highlighted ten key candidates who are thought leaders in this space.