Talent Mapping: Top 4 Ways to Build a Strong Sourcing Strategy

When it comes to developing and maintaining a stronger workplace culture, talent mapping is a critical function for any organisation. They would be missing out on culture, a vital part of talent mapping if they simply regard hard skills as the single attribute to completing a task.

Talent mapping, if done right, would make employees feel empowered and would motivate them to execute your company’s strategy in the right way. Effective talent mapping gives rise to leaders at different hierarchies within the organisation when employees find themselves in the right roles; they can connect their performance to results that have a positive impact on the strategy of the company.

It is crucial to see talent mapping as more of a holistic vision rather than a hiring decision for a particular role. The following are the points that might help a company figure out a good sourcing strategy.

1. Highlighting the behavioural demands of the job

It is of paramount importance to have a crystal clear understanding of the key qualities that are essential for a particular job. Remember, when we talk about qualities we are not just referring to the hard skills that an individual may need to possess to be suitable for the job.

We are also talking about soft skills which are a very pivotal aspect of a job. A successful talent mapping would entail a clear understanding of the behavioural demands of the job.

2. Understanding the needs of the new hire

When we are engaged in the process of hiring an individual for a specific job role, it is important to analyse the remuneration that a talent might be expecting. It is advisable that the hiring manager has conducted an extensive research (background check) of the candidate to have a basic idea of whether their expectations would fit within the budget of the organisation. This would allow the company to avoid any uncomfortable scenarios during the interview and the negotiation process.

3. Understanding the effect of the new employees on the team’s performance

Talent mapping is not just about hiring the right person for the right job. It is also not about enhancing the profitability of an organisation via correct human resources.

Successful talent mapping is also about ensuring that the hiring of a new employee doesn’t alter the equitable structure within the organisation creating inequity that would lead to other employees feeling demotivated, uninspired, unhappy and burned out.

One must understand the result of adding a new member to the team. In the long run, it would affect the prospects of the company. Hence, it is extremely important for the organisation to maintain equity among the employees.

4. Creating the right communication strategy

It is pivotal that an organisation has a watertight communication strategy that leads to no space for ambiguity or lapses. For instance, when an internal candidate is suddenly hired into a new role that is not yet disclosed on a new team, it can lead to a situation where the other team members misinterpret it as an appointment.

This might create an atmosphere of distrust and suspicion within the team even though the HR manager was at no fault while taking the decision to transfer the employee to a new role. To avoid such untoward incidents which may lead to a dip in motivation among other team members, it is important that HR managers communicate their decisions to the employees clearly.

Creating the right talent mapping strategy is the bedrock of a strong organisation. Employees, after all, can make or break the welfare of the organisation. It is therefore imperative to have a strong sourcing strategy in place.