The benefits of talent mapping are clear. Building a detailed view of the talent available for a role or roles can speed up time to hire, reduce reactive hiring, support succession planning and reduce both recruitment costs and the indirect costs of business disruption.

Traditional talent mapping gives you static insight, a snapshot at a point in time. GCC Search believes that a dynamic mapping process is critical, so the data you get is always taking you somewhere, and updating as your market changes.

Role-Based Mapping

Focused on a specific role or group of roles, with the intention or probable intention to hire in the short term. Mirrors the executive search process, presenting candidates in terms of immediate suitability, interest, readiness to move and compensation. Mapping criteria will be aligned to a job description, a pool of relevant candidates will be gathered, and deliverables produced including:

  • Overall longlist of relevant candidates generated from which to derive shortlists.

  • Assessed (versus job description) list of candidates most relevant for and interested in role

  • Initial interviewing of most relevant candidates to go beyond profile into compensation data, level of interest, etc.

  • Optional onward recruitment support including selection, interview management and offer negotiation

 

Balances a robust review of the market with a direct approach to recruiting a candidate. In addition to the recruit, benefits include quicker and cheaper repeat hiring, as well as the opportunity to confidentially ‘preview’ the market before making decisions, for example, to replace an incumbent or expand into a new market.
 

Succession Mapping

  • Provides a view of the external talent market to feed into internal succession planning on an ongoing basis, or for market analysis.

  • This mapping is not structured around an immediate piece of recruitment, so both the approach and deliverables are altered.

  • Alignment with your internal succession planning is anticipated, with our consultants joining you for an in-depth briefing.

  • Mapping criteria will be aligned to key role descriptions, with a focus on assessing the existing teams of key competitors.

  • Candidates are indirectly assessed to maintain distance and appropriate expectations. This involves online and offline searching, soft referencing, etc.

Mapping outputs will be reduced to a top 5 or top 10, to ensure that the most suitable potentials can be easily integrated into the overall succession depth chart. An emphasis will be placed in reporting on readiness to take a given position, e.g. immediate, -1 year, -3 years.
 

Mapping Refreshers

Various options exist for maintaining the currency of the map, from quarterly refreshment to annual remapping. Our recruitment escalation remains an option throughout should you wish to activate a process.

All of our talent mapping proposals contain this dynamic element, taking the form of immediate recruitment integration, ongoing candidate engagement or regular refreshment of the mapping data.

Our dynamic talent mapping is available in several forms, all customised to help you deliver your specific objectives, from market intelligence to immediate hiring. As every role, and therefore, every project is unique, this initial document is a guide to what could be achieved, which will be further honed as a formal proposal.

 

A major multinational bank, with operations in several countries across Africa, was looking to prepare succession plans for all the C-Suite level roles in each of their largest businesses. They had completed an internal succession planning exercise based on their Talent Management programme and concluded that there were not sufficient individuals to cover all the roles at the Country Board level.

Discover how Global Career Company mapped the talent market.