Market Mapping/ Talent Mapping: this involves delivery of a robust map of your competitors within defined target organisations, further broken down into segmented groups or teams identifying target pools of candidates according to your set criteria, for example by title, seniority or location Here is a definition from a UK-based site: Should companies in the US include “Talent Mapping” as a best practice? Would there be a market for those services, to cut recruiting costs? I am especially interested to hear from those who have heard about Talent Maps but haven’t implemented in practice. I wonder why! It’s known here and there, but there’s not much discussion on that and, simple Googling would mostly take you away from North America. However, Talent Maps don’t seem to be a popular way to Source and Research here in the US or in Canada. This post was triggered by several recent interactions with colleagues.Īpparently, in the UK, as well as in Australia and New Zealand, Recruiters are fans of “Talent Maps” (also dubbed as “Market Maps”). I’ve long wanted to write a post about “Talent Maps”, which I see as a tool, as well as a strategic part of Recruiting and Sourcing. Participate in contractor care events and activities (HHs, lunches, coffee, walking in interviews, etc.“… one of the most overlooked techniques for companies to employ.”.Proactively check-in with consultants and act as an additional POC to recruiters to maintain high standards of contractor care across all markets.Coordinate asset return working closely with the consultant and IT. Act as a liaison between Support and the consultant for all travel issues.Work with Accounting to ensure accuracy in billing.Work with Payroll to support time and expense review.
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