What is Talent Mapping and how to create a talent map easily?

Talent mapping might lead to stronger retention, better satisfaction and enhanced performance for employees overall. Although this activity takes time, doing is worth it in order to optimize talent for better results and profitability. 

Read on to understand best practices in talent mapping and an illustration of what talent mapping in practice looks like.

What does talent mapping mean?

A review and analysis of present personnel is carried out for the purposes of talent mapping to evaluate performance and the skills. As stated in a previous piece, you need to do three fundamental acts to map your talents:

– Identify any additional jobs your company needs for its business plan.

– Renew existing job classifications and descriptions more closely match your company plan demands.

– Develop appealing up and side pathways and promote these chances to maintain highly qualified employees.

The objective is to close any gaps in capabilities, encourage and even exit your employees so that you have the correct personnel for today’s and future demands of your firm. Talent mapping also makes better selections about recruitment to ensure that you are one of the 70% who confessed that the wrong individual was included. 

The standard talent mapping template includes a tool with nine boxes with categories like: Solid performer; Star; Core employee; Potential; Develop in place; Underperformer; Exit; Promotable; Future leader.

First, you would like to collect data, such as behavioral drives and efficiency evaluations, which you may assemble on Excel or PowerPoint (or a platform where you have access to one) slides. Your organizational chart will also be needed. To help managers identify individuals with whom they are not often in touch, post pictures of people.

In a conference room, join your senior leadership team. Describe the present position of each employee, the performance rating, all potential jobs (if promotable), and action items in the following stages to address any skill shortages in a growth plan. Be careful to identify possible successors in succession planning; if there are no present workers, set a Job Target so you know who will hiring. Lastly, highlight any flight risk personnel.

Take account of future business demands, additional positions, enlarged divisions or expansion through acquisition. Consider any possible outsourcing or automation of existing operations that make some positions outdated or need additional expertise.

Build Talent mapping

Step 1. It begins with who?

Look around. You have your own staff (this can’t just be your corporate staff). See the contractors with which you are also a partner. Conduct your ATS or CRM research to answer the following questions:

– Where are they coming from?

– Which firms have they previously worked in?

– What education do they have?

– What universities did they study at?

– Find out where they are working: the platforms, websites and/or social networks they are using.

– Your contestants are an excellent guide. Check that you analyze: who your competitors are, what their employees look like, where do they come from?

Look at what firms you recruit, like to hire new grades or hunt for more senior profiles. Do not forget to compare your firm with your competition. Do you share values like that? This helps you to discover a pool of organizations in which you may locate employees which meet your company needs. Another objective of this activity is to examine the growth, goals for the future of your competents strategically and to highlight the function, department or abilities that you lack.

Return to the past. Evaluate profiles of your former staff: how long have they been with your organization from where they came from and where have they gone after? And what’s vital – to find out whether a boomerang’s chance exists? It is sometimes excellent when employees leave the business to learn more, work in another field or work with another stack of technology. Finally, additional expertise and wisdom came willingly to the firm!!

Check out your talented lake

Talent lake – is a pool of people with whom you engage somehow. These are all your prior applicants, those that follow LinkedIn, Facebook etc. in your company page. The talent pool (a component of a talent lake) is a pool of individuals that you expressly identify against positions or functions inside your company.

Step 2. It keeps going with what!

This is where talents are concerned: define your jobs by defining important hard abilities and soft skills. This is essential to authenticate your ‘proper people’ profiles. You must also make sure that you are able to evaluate these abilities. Conduct the market research on the best test tools that your company may utilize.

Social Footprint

Assess a person’s many social media profiles. What are the individual postings, what organizations are they, what meetings, conferences or exhibits are they visiting? Do a proper mapping of these. With this information you can discover the right match. For you, it is quite useful to analyze sources, remember this!

Take care of the interests of a person

Who prefers spending spare hours with him/her? What are the individual’s contributions? It is always crucial to know the interests, contributions, and activities of a person – which is often a source of understanding.

Step 3. And how is it here!

Talent mapping demands a great deal of labor behind the scenes, but does not imply living in the dark. When you don’t understand a decision process, you develop your own assumptions—not necessarily the proper ones. 

Before starting digging data from internal databases and external resources, follow this logic:

– What information do I need to find about the candidate market? – Where did we get information before / what information is missing? 

– How can I pull external data and can data extraction and preparation be automated? 

The best way to structure and present your data is to create a visual dashboard. The information is much more widely understood by outside persons, the directors, the board of directors.

This knowledge helps them grasp what is going on the market these days and offers them many opportunities to administer the expectations of your management.

Talentnet is the top human resources consultant in Vietnam and applies its payroll framework using state-of-the-art technology with a high level of protection and a high degree of understanding of employment legislation, and related HR solutions. Talentnet will save you time, resources and discover qualified people prepared for your task, contact us. Contact us.

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