Talent Mapping
Talent Mapping is the targeted identification and engagement of people with skills to fill both existing, newly created and future roles in your organisation; a proactive approach to address corporate growth plans vs. a reactive approach to contingency hiring needs.
We define the process of Talent Mapping in to five core parts when taken from end to end:
The start of the process is the identification of which are the key roles that require support. This would then encompass determining the ideal profile; what does success look like, work levels and the competencies required. The candidates would then be assessed against that ideal profile.
We would then provide a Talent Pool using two methodologies. One would be to use Talent Mining to create your Succession Pool. The other process would be to create your Talent Pool through our Talent Tracking process.
Forza identifies and engages with people with skills to fill both existing, newly created roles and future roles in your organisation; a proactive approach to address corporate growth plans vs. a reactive approach to contingency hiring needs. Forza employs two approaches to Talent Mapping assignments;
Talent Mining is an objective driven and a more robust approach to address both short term and long term hiring needs. The strategy employed in this approach ensures that identified potential candidates holding certain positions within targeted companies will rightly fill the pipeline of potential candidates for the roles to be filled. The advantage of using this approach is that you will be able to know quickly who you can call on when the following scenarios appear;
- Contingency Exit
- Retirement
- Succession Planning
Talent Tracking is a long term approach to identify the talents in the market, so that we can approach those people the moment their need is recognised, but there are no specific short term objectives to fill certain roles within the client organization. The advantages to using this method is that you will get gain continuous market intelligence including market ‘movers’ and ‘shakers’, and provides you with a visual map on different types of talents who will fit your corporate growth plans.
Our Talent Mining and Talent Tracking will create talent pools for you. Upon the creation of these talent pools we need to assess their readiness and appropriateness; the Readiness Assessment.
With the Readiness Assessment completed the process moves to the internal Succession Plan and consideration of Development Pathway’s of internal staff and benchmarking their readiness and appropriateness against the external Talent Pool we have created for you.
Development Pathway’s revolve around customised development plans for internal staff and foundation programs for targeted and advanced capability building. In time the client could then focus on programs for smaller groups to develop critical leadership capability as people, as a team and as a group.