Sourcing versus Talent Mapping

Sourcing becomes more and more a chapter in the Recruiting handbook.

Name + shared interest + contact details = ROI

But what are we talking about?
Sourcing to my opinion is a way to generate the data around Names + Skills + Contact details for this one vacancy we are working on.

Before we start the data mining, the sourcing, we start collecting information about the position; we start collecting keywords.

Keywords
These keywords come from the following answers:

  • In what department will the candidate end up
  • What will be the job title, what alternatives are there for this title
  • What could the person be doing now
  • What are we looking for in the job description
  • What will be the tasks in this role
  • What is the history of this roll and what should it be like in the future
  • What profile are we looking for
  • Who are my competitors
  • Are we willing to service relocation for the candidate
  • What is the salary range
  • When should this person start

As you all know, reading this blog, I usually discuss ways to enhance the internet usage for recruiters. So I will today as well.

Speaking from a Recruiter’s point of view working mostly for Tech Companies: If they are not on the internet, they probably are not the candidates I am looking for.
Whether they should become our next Java Developer. Receptionist, Accountant or Augmented Reality Strategist.

NOTE: there is always a colleague around this person you actually are looking for, who could help you out. So my remark is on not being on the internet is not that strict. Hey, I got to fill these roles right?!

So what about Talent Mapping
Isn’t that the same?
Providing yourselves a kind of home made Yellow Papers? Some kind of measuring a momentum in the labor market and work from there?

Working on Talent mapping you could be creating an overview of competition. Creating an overview of what are those companies structured like. What is the composition of that specific department, what kind of job titles are they using for that specific job description.
A lead developer could be the Architect and the Architect could be the IT manager and the IT manager could be the CTO or even CIO….
Talent mapping could help you in making decisions regarding your companies roadmap, and would definitely be interesting in finding your new hires for future positions.

Bad thing about creating your home made Yellow Papers… It will also be “old news” tomorrow, like the real one. The world and its workspaces change to fast. So you will need to keep it up to date on a “daily basis”.

My opinion, a great Sourcer should easily be able to create a talent map for the roles he/she is working on. So if Talent Mapping should be your assignment for the next week, remind “Sourcing is cool” just put the data in a different format.

Next should be a way to define Talent….
What I have noticed over the past 13 years in Recruitment, Talent is great but someone’s Talent doesn’t fit all the company cultures.

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