In most cases, recruiting projects tend to be concerned with who you want to hire now – in other words who fits a job and who is interested in a particular opportunity at this moment in time. Understandably, recruiters are largely transactional and concerned with the now. Pressure from clients or hiring managers mean they need to operate this way, with little time to look to longer term requirements.
Talent mapping allows for a longer term view, a more comprehensive look at all the talent in the market and to build relationships for the future. Talent mapping isn’t about list building or putting names in a database, it goes well beyond that. Profiling the identified talent can only be done by staging a series of conversations and establishing a relationship that goes well beyond the first approach.
We would also highlight the fact that this is not exclusive to social media or online research with approximately 40% of talent choosing to exclude themselves from social channels.