Client services

Talent Mapping

Constellation Talent Mapping helps organisations to pinpoint exactly where the best talent is working. So, whatever the future demands of a business, whether significant growth or organisational change, they can be met with a pipeline of exceptional candidates.

Talent Mapping works by tracking a sector's high flyers and rising stars. We then create profiles for these individuals and monitor their progress to provide an accurate picture of all the alternatives, before they are needed. This is particularly useful if there is a need to replace key staff in the shortest time.

Talent Mapping provides an invaluable in-depth analysis of market conditions and competitor activity. So, in addition to direct feedback from 'targets', our qualitative research allows a constant re-evaluation of an organisation's offer to ensure it remains attractive.

Talent Mapping also provides answers to key questions, including:

• How is an organisation perceived in the market place?
• How do the top people in a sector rate particular companies as an employer?
• Are salaries and benefits really competitive?

Our Talent Mapping service is individually tailored to meet the unique needs of a business. It has proved to be an essential element of leadership and resource development which has already assisted many major organisations.

Talent mapping saves time and money
What if there was a way to ensure the right candidate was waiting in the wings when an employment vacancy arose in your business? Talent mapping helps businesses avoid the delay and cost involved in replacing talented staff.

Talent mapping is a real alternative to ensure businesses are on the front foot. Instead of waiting for someone to resign and then scrambling to fill their vacancy, talent mapping offers employers peace of mind. They are prepared for the inevitable recruitment process through an existing relationship with a talent mapping expert who knows the company’s staffing needs and culture and has suitable candidates ready to step in when needed.

The key difference between traditional search and talent mapping is a reactive versus proactive approach. In most organisations a position becomes vacant and the company initiates a recruitment exercise, using methods such as advertising, referrals and recruitment agencies. This process typically takes two to four months to fill the role. Talent mapping involves a longer-term approach initially, but provides candidates who are pre-qualified and interested in moving at the time they are really required.

Talent mapping is the solution to today’s recruitment crisis and turns the way the search industry currently works on its head. It works like a retained talent scout. It is like having an internal recruitment and search capability, with the flexibility of an external brand representing you. This is particularly important if the candidate works for a competitor.

Faster decisions
Availability of quality candidates is decreasing and the time it now takes to hire is increasing. Put simply, with talent mapping the recruitment process starts before the vacancy exists. Every company has staff turnover, so thinking ahead and knowing how many new employees are needed means they could be looking for talent before someone has even resigned. Candidates are pre-qualified in terms of skills, culture and motivation, leading to faster decision times for both the candidates and the company.

Traditional recruitment methods have become less effective as a result of the supply/demand dynamics in the current employment market, as well as the interest for candidates to move roles more frequently. Talent mapping addresses candidate quality issues through a comprehensive map of the market and creates a pipeline to reduce time to hire.

How does talent mapping save money?
Roles affecting a company’s profits through either creating revenue (sales positions) or billing revenue (delivery positions) will cost an organisation while the post remains vacant. For example, a vacant sales role results in reduced revenue for the allocated territory/vertical. Also, technical roles can be imperative to companies bidding for projects where the candidate’s skills are required for successful delivery. Companies without the necessary skills can be forced to pass on opportunities.

On a fee level, talent mapping is charged based on a fixed-cost model.