In today's fast-changing market, knowing Talent and its key attributes can be a significant competitive advantage. Many companies are exploring how to #adapt to changes, #cultivate, and #retain the best #Talents. It's essential to know where the talents are and how they are available and what drives them. Companies invest in talent mapping. The reason for their success is not just attracting and acquiring the best Talents on the market. They actively work with Talents, #educate, develop and #grow Talents #within, create a work environment, and provide growth opportunities. They have in place succession plans or platforms for cooperation across their structures and regions.
Do you know where are your future talents now?
Thanks to globalization, Talent is becoming more accessible. Companies are constantly mapping the markets for the top Talents. Where is the highest concentration of Talent? Will there be enough Talent in the medium term? What and to what extent does it affect the availability of these Talents? How can this affect the company's goals in a particular region? Knowledge of how Talent on the "global chessboard" is distributed, in what condition it is, how it is ready for #mobility, or other aspects are essential in many companies' planning and decision-making processes.
What does the Top Talent look like? How will it address our #future_needs? It is essential to know what we expected of Talent and how it will help us achieve goals or take us to the next level. What experience must the Talent have, what set of capabilities and skills, mobility, and others?
Talent mapping usually starts "at home." Companies strive to identify and work with available Talent within their organization. They implement several programs and frameworks that help them evaluate individuals regarding their abilities, motivation, technical expertise, or work performance, thus determining their "added value" at present and with future needs. Consulting companies help clients identify Talents within the organization, help them create a "#Talent_map" where they can develop Talents within. One of the most common mistakes organizations make is not working with Talent on a #complex_scale. They devote little effort to Talent development and its motivation. Often the talents motivators do not lie in a layer of performance evaluation or employee benefits. Motivate Talents requires creating an environment of equal opportunities and using proper tools for their development.
Managers must provide opportunities to Talents and allow Talents to grow. It is the key to success.
In successful companies, working with Talent is part of the daily job of every leader and manager and is supported by top management. Managers need to learn how to recognize and work with Talent. They should be motivated to invest time in developing employees, #creating_opportunities for Talents, and fulfilling their goals. Consulting companies can be vital partners in addressing critical areas of talent management. However, more and more companies face a lack of Talent, which creates the need to map talents outside the organization.
How to map talents in an external environment?
Talent mapping is a #strategic tool. The consulting company helps the client to create an objective picture of the Talent market. When mapping talents, high-quality demands are placed. The needs of each client are unique to its culture, industry, geographical, or other specifics. The consultant should carefully analyze the client's expectations and prepare a tailor-made solution. Several parameters are essential in preparing for talent mapping. The consultant should guide the client through the Talent market and bring the talent intelligence to the client. A highly individualized consulting approach should be applied. Detailed Talent analyzes according to an agreed schedule are usually part of the talent mapping service. The consultant also provides the client with professional recommendations on Talent merit and skills. Several experts with many years of Talent work experience should work together as a team on the consulting company side while compiling #talent_maps.
Cutting-edge information technologies allow designing algorithms, which help to process large amounts of #Talent #data. These serve as a basis for creating Talent analyses, whether at the local, regional, or global levels. At the same time, Talent mapping solutions monitor and incorporate shifts or trends in the Talent market so the client can be up to date.
Create your Talent map.
The output of talent mapping is often a "Talent map" or a detailed report containing market findings, expert analyses, and #recommendations on Talent's availability and suitability or other specifics on the markets. The Talent map is always "tailored made" to the client's needs. When mapping Talent, clients should expect in-depth talent market analysis of a specific segment and information about Talent on the market with particular experience or availability. The consultant should provide the client with an overview of local specifics in attracting and acquiring talent and guiding the client in choosing the optimal way to acquire Talent. The client usually uses the information from talent mapping in planning and decision-making. E.g., if the client is considering relocating jobs to a new country, creating jobs with a specific focus, or other purposes related to talent management.
What to do next?
The advantage of talent mapping is undoubtedly knowing where the Talent is, how and under what conditions it is available. What are its specifics within a particular sector or geographical location? How to attract and acquire Talent? What are the biggest challenges in retaining Talent in a specific industry or area? Talent mapping information serves as a relevant resource for formulating strategies for attracting, acquiring, and working with Talent. Many companies use data from talent mapping to create "#Talent #Pools" for their future needs. A consultant is often a strategic partner to the client, who monitors external "Talents " and provides expertise on the matter.
Today, top Talents chose the companies they want to work with. They have no issue with international mobility, and they are often ready to relocate to regions where they can capitalize on their Talent and experience. Several successful companies have reconsidered their approach to attracting and working with Talent. They make great efforts to "#cultivate" talents within. More and more companies understand the importance of having a solid brand and excellent reputation. Some of the most successful have become a "#magnet" for top Talents.