How to Create a Talent Mapping Strategy

Jonathan Kidder

7 years ago

Talent mapping analytics are like golden nuggets of information. This information can help show how your sourcing strategy can help the client find more qualified candidates. There is a wealth of information on the internet that can help you source more efficiently. Knowing that talent analytics is helpful isn’t enough, you also need to know how to find this information! There are some professional companies that can help you and some free options as well. In this post, I will break down the many ways this information can assist your sourcing efforts. Below is a list of the top talent mapping tools on the market:

1. Paid Options

CEB Talent Neuron: While businesses and hiring managers love data, as CEB’s website states: “Only 8% of business leaders trust data and insights from HR.” To change that dismal statistic, this tool can help you change that thinking by providing data you can use. CEB offers several resources for data insights including data information related to hiring and retaining top talent. Currently, over 10,000 companies have used this service, including some high-level companies.

Whoknows: This alternative option to CEB offers many of the same services and will help you gain insights into recruiting, assessing, and retaining talent. Whoknows also advertise a free trial to try out their services. If you are thinking of potentially using a talent analytics company but aren’t sure if it is worth the investment, this may be a perfect option. Whoknows has a few advantages such as no IT integration needed, which can make it more affordable for companies to begin using. To help business leaders and HR plan and hire, they offer real-time data and reporting. Their site also lists some big names that use their services, though they don’t offer the number of companies using their services.

True insight into accurate, real-time data to make intelligent business decisions with a single dashboard.

Discover talent analytics at your fingertips to better understand skills and experience for more accurate and reliable workforce planning.
Gain insights into knowledge gaps and upcoming trends in new skills for better staffing and training planning.
Increase enterprise collaboration by understanding valuable communication data as well as how people are collaborating. How big is your knowledge gap? Finally, understand what you need to know and whether you’re closing your knowledge gaps.

2. Free Alternatives

LinkedIn – The social media source for job seekers and recruiters can also be a good source for data analytics. To start, you can begin by reviewing your own company’s page analytics to see who is checking out your page. You can also search for similar companies. In this article from Unmetric they list a few ways you can use LinkedIn to gain some needed intelligence about the market.

Indeed Job Trends – Indeed is a huge site that lists tons of jobs every day. To help you see which jobs are trending in different markets try searching for the job title on Indeed’s site. Some companies will even list the salary range the position is offering which will give you an idea of what companies are offering similar roles.

U.S. Labor Statistics website – This free site run by the U.S. government has a ton of information by location and job type. You can research the market and job trends to see how different roles in your company are tracking.

How these Talent Analytics tools can improve your sourcing strategy:

1. Use data to understand the local market

Data can give you a heads up on how the local market is faring at the time you are looking to hire.

2. Know the number of potential applicants in the market

Data can help you see how many potential candidates there are for your role. If there are a small number of people to fit your job, you may need to pay a premium for the right person.

3. Know the average salary comp range

This is key if you want to land high-quality talent. Offering a candidate much lower than they are expecting will result in your loss of a successful hire. Know what the market pays prior to even posting the role so that you attract the right hire.

4. Get familiar with your competitors

Even if you aren’t actively hiring, you can prepare for your competitors needed talent by keeping up with what their plans are. A company similar to yours could go on a major hiring spree and knowing that information can help you prepare and retain your talent. With appropriate data, you will also be privy to which companies have been hiring the same type of position for the last few years.

5. Competitor information

All companies don’t use the same titles and job descriptions for similar roles. Data analytics can identify the different types of job titles and skill sets other companies are hiring for. This information can help you when you are marketing your jobs and target the talent at other companies who have the skills you are looking for.

6. Provide fact-based guidance

Once you have all of this data, present these talent analytics to the Hiring Manager. This will help you show you are an expert in the market during your intake call. You will know the average salary, competitors, and which locations to source from.

Talking through this data will help you determine the best strategy together. It will also let the Hiring Manager know what they need to do to get the talent they need. Discussing salary ranges and the talent pool before starting the sourcing process will help discuss issues at the start rather than after you run into issues finding talent.

Having this type of competitive data will drastically improve your sourcing strategy. Your hiring managers will see that you are a partner in their desire to hire the right talent for their company. In addition, it will help you source the right companies to find the best fit.

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