Implementing Talent Mapping

Implementing Talent Mapping

A Useful Approach for the Gulf Region

While most organizations actively incorporate modern talent management principles, talent mapping remains an area within talent management that is relatively obscure.

It is an approach however that can be of particular benefit today to the Arabian Gulf region. The growth of traditional sectors like energy have revealed severe talent shortages at a managerial level. In addition, as GCC countries seek to develop non-energy industries in an attempt to decrease the dependency on the oil sector, the role of talent mapping can play an important role in achieving this.

What is Talent Mapping?

Talent mapping is the strategic assessment of available talent in the organization and the market, and the identification of potential candidates for specific roles within the organization. Talent mapping typically charts every individual within a company based on his/her skills and competencies. The process is drawn upon to analyze the potential of employees, by extrapolating their ability to add value to the business on both a current and future basis.

Benefits of Talent Mapping

Talent mapping can be used to unveil all potential candidates within a given market. It helps companies to establish a recruiting strategy by identifying a talent pool to quickly fill immediate vacancies and also to be used for future hiring. Charted talent maps shorten hire times and simultaneously empower companies by helping them progressively build an arsenal of talent over time.

It can also be used in succession planning, to identify gaps and plan on how to fill them through external talent or in-house high performance and high potential employees. A company with a diverse and ready talent pool is better equipped for growth, change and acting on lucrative opportunities.

Considerations in Implementing Talent Mapping

Despite the benefits associated with talent mapping, there are some things that need to be considered by recruiters and talent managers.

Companies will need to ensure that their talent requirements are aligned with their strategies. This is important for any organization, but more so for one implementing talent mapping, since the practice essentially seeks to create a potential talent pool that can help the organization achieve future goals.

And as external environments force companies to adapt internally, talent requirements will also need to be readdressed and updated.

Companies also need to be able to attract talented candidates. While financial benefits play a major role in doing this, proper branding and positioning, career advancement and positive work environments are also held in high regard by prospective candidates.

Since talent mapping should eventually lead to talent acquisition, companies should actively create profiles of prospective candidates that can possibly match requirements, with information on skills, experience, pay expectations, contact information and current roles and employers.

Finally, as important as talent mapping and acquisition is for companies to stay ahead, it is paramount to ensure that in-house talent is given the motivation to stay and grow with the company.

How we help

MENTOR has helped many clients across a variety of industries with managing and developing their human capital. Our consultants support HR teams through advisory solutions on talent management, including competency modeling, career planning, leadership development, and performance management.

Talk to us to get insight into how to improve your organization's performance.