How to make a corporate talent map

Let me give you an explanation. First we need to know the first point: what? What is a talent map? What is the content of the talent map?

Clarify the concept of talent map. It is mainly divided into two parts: internal and external:

1. OD and PD draw the talent map within the enterprise not mainly for recruitment, but to provide organizational development and training structure.

2. Today we mainly share the talent map of the external talent market in recruitment. The main meaning is to systematically understand, map, and master key information such as the distribution, geographical location and company, qualifications and background, salary information, motivation, and other key external talents.

There are two ways to classify talent maps. One is: by target company (i.e., benchmark company), that is, drawing a talent map to divide it according to different companies. The display form is based on the target company or benchmark company. The company's organizational structure, talents and qualifications for important positions, main job responsibilities, KPI performance evaluation status, salary level and willingness to leave, etc.

Sometimes the research object is not all the positions in the target company, but the hot positions in the market, which are also difficult to recruit, or even some positions that cannot be recruited. In this case We divide them according to target positions.

For example, a specific position: a certain position in R&D, a certain position in marketing, a director's position, or a product manager's position. There are many people in this type of target position talent group in China, how they are geographically distributed, their qualifications and backgrounds, job responsibilities and performance status, salary levels, willingness to change jobs, and even whether they are willing to join the company, their opinions, etc. All can be placed in the content of the talent map.

Summary: Talent map mainly refers to the systematic understanding of the summary and depiction of key information such as the distribution, background, salary, etc. of talents.

2

Why? Why use talent maps?

The value of the talent map has two main points:

1. It can help the company's HR and employment managers to have a complete understanding of external talents, rather than a partial understanding. And it can organically combine external talent information with internal talent status, so as to facilitate us to formulate reasonable recruitment plans and formulate recruitment standards for each position in the company, even for employment decisions on important and key positions. Helpful.

2. In addition, from a long-term perspective, the talent map also has a second function: it can grasp the status, data, information and other contents of talents in the market. Even if such talents are not needed now, they will be able to do so in the long run. It can be used as a talent reserve database. In the process of drawing a talent map for research, sometimes we encounter some outstanding talents whom we don’t even know about. Although we will not consider using them immediately, once we have the information, it will become possible to follow up on these outstanding talents in the long term.

Summary: This is the short-term and long-term value of the talent map.

3

when? When does this talent map need to be drawn?

First of all, when making a recruitment plan at the beginning of the year, if you are interested, you can learn about some of the talent recruitment status of benchmark companies. If you do it in more detail, you can call it a talent map. You can compare whether our position distribution is the same as the position plan of the benchmark company, and whether the recruitment requirements for a certain position of ours are the same as those of the benchmark company.

Secondly, does your company have a new factory or a new R&D center? Or when certain business units are newly established; when recruiting for these batches of positions or when our company wants to enter a new field for recruitment, if you are not familiar with the talents in this field, you can also draw a talent map, which can ensure We are more purposeful and planned when recruiting.

In addition, when starting the recruitment of a position, especially a brand-new position or a position that has not been recruited before, and you are not sure how to do it, you can also draw a talent map at this time, which will is a great index and guide for us to start this post.

Finally, if we are making a lot of plans and planning has not started yet, we can also adopt a method of solving problems after encountering them. When we encounter recruitment difficulties for a certain position and are unable to complete the recruitment task, we can start to draw talent maps for these special positions.

4

Who? Who will do the talent map

Two ways:

1. If funds are tight, the recruiting partner can do it himself

Advantages: The cost is not high< /p>

Disadvantages: If we take on the project-based work of Talent Map when we have daily work, our work will inevitably become very difficult and will take a lot of time

2. If you have enough funds, please ask a partner such as a professional headhunting company to do it

Advantages: short time

Disadvantages: additional fees are charged in two ways:

1) Collect according to the number of target companies

2) Collect according to the number of people surveyed and drawn for each target position

5

How? How to make a talent map?

The talent map can be managed as a project.

1. Project planning and progress. It is necessary to formulate the goals and time points of a project, what kind of manpower and funds are needed, who is responsible for each link in the process, and what kind of work content is responsible. These detailed information are made into a project schedule so that it can be tracked in the future.

2. Plan the personnel of the entire project team, their capabilities and division of labor.

3. The channels for collecting planning information basically include your company’s HR database , traditional recruitment websites, social media, and you can also go online to read information in some professional forums. Offline channels are mainly divided into sharing activities, technical seminars, product exchange meetings, etc. Information can also be effectively collected through interviews with candidates.

4. Project progress management, tracking and inspection according to time points, and talent mapping projects are implemented as planned.

5. When the entire talent map project comes to an end, you need to think about the way the talent map is presented. If it is simple, use excel to draw it. If it is more complicated, you can draw an architecture diagram or use ppt to present it.

To sum up, today’s content is mainly an analysis of the content of the talent map including what, why, when, who, and how. I hope everyone can get useful information and be of some help to you. We will also follow up Can keep communicating