Lets Talk About ........Proactive Recruitment - Part 5 of a 6 part eBook Series

Continuing with Ways to Adopt Proactive Recruiting...

So far we have covered? ?1.? Building a Talent Pipeline, 2.? Employee Referral Programs, 3. Candidate Sourcing and 4.? Employer Branding.

Next, we focus on the 5th Way to Adopt Proactive Recruiting

?5.? Talent Mapping

Talent mapping involves identifying and tracking potential candidates for specific roles within the organization. This can be done by analyzing the skills and qualifications of current employees and creating a roadmap for potential career paths within the company. It is important to demonstrate how future career development represents a powerful retention strategy and the development of positivity towards a company.Talent mapping involves identifying and tracking potential candidates for specific roles within the organization. This can be done by analyzing the skills and qualifications of current employees and creating a roadmap for potential career paths within the company. It is important to demonstrate how future career development represents a powerful retention strategy and the development of positivity towards a company.

To create an effective talent map, recruiters can start by identifying the key skills and qualifications required for specific roles within the business. After all, retention is of equal importance to recruitment and is something companies are less successful in achieving.

Define the purpose and scope of the talent map:

The first step is to define the purpose and scope of the talent map. What are the objectives of the map, and what information needs to be included?

What roles or departments will be included? It’s important to have a clear understanding of the purpose and scope of the talent map before starting.

Identify the key skills and qualifications required for specific roles:

Recruiters can start by reviewing job descriptions and speaking with hiring managers to identify the key skills and qualifications required for specific roles.

This information should be captured in the talent map to ensure that the organization has a clear understanding of the talent needed to achieve its business objectives.

Gather data on current employees:

Once the key skills and qualifications have been identified, recruiters should gather data on the current employees who possess these skills. This includes information on their experience, education, certifications, and other relevant qualifications. This data can be gathered through employee surveys, performance reviews, and other HR data sources.

Evaluate potential talent:

Recruiters should also evaluate potential talent within the organization.

This includes identifying high- potential? employees? who may be able to fill critical roles in the future. Recruiters should also evaluate the skills and qualifications of external candidates to ensure that the organization is attracting top talent.

Create the talent map:

Using the data gathered, recruiters can create a visual representation of the current and potential talent within the organization.

It should include information on employee skills, qualifications, and potential.

It should also identify potential talent gaps and areas where the organization may need to invest in training or recruitment.

This information can have a powerful impact on retention and recruitment and sometimes the data that surfaces is quite a shock to company managers.

Use the talent map to inform talent strategy:

Once the talent map is created, recruiters and HR professionals can use it to inform their talent strategy.

This includes identifying areas where the organization needs to invest in training or recruitment, developing succession plans, and identifying high-potential employees for development opportunities.

In conclusion, creating an effective talent map involves identifying key skills and qualifications required for specific roles, gathering data on current employees and potential talent, and creating a visual representation of the talent within the organization. Recruiters can use the talent map to inform their talent strategy and ensure that the organization has the talent needed to achieve its business objectives.