Talent Mapping

Our Talent Mapping Services

Keller helps businesses adopt a proactive approach to securing the right talent for their long-term success. We provide insights and data about where the top talent is currently employed and assist clients in forging ongoing relationships with potential employees before they’re even needed.

Some of our core talent mapping activities include:

Compensation and Benefits Benchmarking

One way companies can attract and retain top talent is by meeting or exceeding their competitor’s compensation standards. Keller analyzes what other firms are offering for similar roles to inform competitive salary ranges, benefits packages, and bonus structures.

Diversity Recruitment

Research shows that access to more diverse talent pools supports a wider range of perspectives, encourages innovation, and improves an employer’s reputation in the talent marketplace. Keller researches and highlights diverse candidate pools, helping organizations identify gaps in talent and improve representation across every functional area and operational level.

Geographical and Industry-Specific Talent Insights

Keller provides comprehensive reports on the availability of talent within certain locales or economic sectors. These insights can assist companies in making informed decisions about where to focus their recruitment efforts or establish new offices. It also ensures they have access to the right talent in the right places.

Market Intelligence and Competitor Analysis

Keller can obtain information about where the best talent is currently employed, what skills are in demand, and how industry competitors are organizing their teams. This can help organizations stay informed about the talent market, make better hiring decisions, and design more attractive employer value propositions.

Proactive Candidate Pipelining

Keller has a large candidate database and talent resources due to our partnership with NPAworldwide. We use these connections to create a “bench” of potential hires for our client, even when there are no immediate vacancies at their firm. This results in a pool of candidates we have already screened, profiled, and occasionally even approached. The client can leverage this ready pool of talent when a role becomes vacant. This reduces the time-to-hire and ensures a steady supply of qualified professionals who are ready to hit the ground running.

Succession Planning Support

Effective succession planning can help ensure business continuity by filling gaps in a leadership team, preserving institutional knowledge, and promoting organizational stability in the long run. Keller provides succession planning support to companies by way of helping them identify internal leaders who can be promoted when the time comes to fill senior vacancies. We can also pinpoint external candidates who could fill these positions if no suitable internal talent can be found.

Talent Advisory and Strategy Consulting

Keller offers advice on how best to integrate talent acquisition into organizational planning as a whole. We also provide recommendations for organizational structure, employee development, and future hiring strategies. Doing so ensures our client organization’s strategic goals align with their talent acquisition efforts, helping to promote sustainable growth and boosting performance.

Talent Identification and Segmentation

Keller helps pinpoint and filter potential employees—both internal and external—based on their experience, skill sets, industry knowledge, and leadership potential. This makes it easier to find the most suitable candidates for key roles when the need arises.

Our Approach to Talent Mapping

We commence every engagement with a close collaboration with our client’s hiring managers and HR team to learn the nuances of their business, culture, and staffing needs. This provides us with a clear idea of which skills and job titles to target and ensures the talent mapping exercise aligns with our client’s business goals.

Next, our highly experienced management consulting team performs a detailed analysis of the talent landscape. This includes investigating competitors, market trends, in-demand skills, and compensation benchmarks. This step is crucial as it reveals where the top performers are, how competitive the market is, and what is required to attract the best talent.

Leveraging our vast professional network, social media platforms, and NPAworldwide membership, our consultants then identify potential candidates. We sort these professionals according to a set of parameters, which help streamline the search. These include geographic location, seniority, skill set, and industry background.

Following this, our consultants assess every candidate’s qualifications, career advancement, and cultural alignment. We assign a score to each one based on the criteria we agreed on with the client in our initial meeting. Our rating system enables our client to quickly identify who among the selected candidates is best suited to their talent needs.

In the next step, we compile the mapped candidates into an organized talent pipeline. From there, our consultants begin informally and discreetly approaching candidates to gauge their interest and start cultivating a relationship with high-potential individuals. This ensures our client already has a shortlist of interested, qualified prospects when vacancies arise.

All of this culminates in a board-ready report comprising an outline of the identified talent pools, industry insights, diversity data, geographic considerations, and candidate scoring. The report also contains strategic advice. For example, what adjustments should be made to compensation packages or how to initiate candidate engagement. In other words, we provide our client with a clear, data-driven roadmap for immediate and future hiring, as well as recommendations on how to improve long-term talent strategies.

Finally, our consultants continually monitor industry trends and remain on standby to update the initial talent pipeline, making adjustments as our client’s requirements evolve.

Consult Keller’s Insights below for tips for achieving workplace success, improving employee satisfaction, and boosting performance.

The Pros of Talent Mapping

Talent mapping is an often underutilized talent management strategy that businesses can leverage to keep up with market demands both now and in the future.

Here are some of the benefits of talent mapping:

1. You can use it to identify and fill skills gaps and talent shortages

Skills gaps and talent shortages result in higher turnover rates, productivity losses, and a drop in employee morale. These cost organizations a great deal of money, which is why prevention is better than cure.

With talent mapping, you can pinpoint the types of skills and employees your business currently needs or might need in the foreseeable future. After identifying these talent gaps, you can work to mitigate them by hiring new talent or upskilling current employees.

Talent mapping can also help prevent talent shortages from occurring in the first place. It puts you in a better position to predict future needs and develop strategies to address them.

2. It allows you to develop customized training and development strategies

Talent mapping not only allows you to define the kind of talent your business needs by identifying skills gaps but also helps you identify specific training needs. These can be used as a blueprint to create learning initiatives that are relevant to your firm to aid in employee development.

3. It can help provide the right career growth opportunities

Top talent is always looking to improve. Hence, offering the right career growth opportunities is essential to ensure they will continue working for you. A combination of talent mapping, training programs, and development opportunities can help to achieve this.

4. It optimizes succession planning

Choosing the right successor can be a daunting task, even for small businesses, but talent mapping can be used to facilitate and streamline the succession planning process. It can help you create a talent management strategy that allows you to identify and groom potential successors for key roles within your organization. This helps ensure business continuity in the event one or more of your business leaders resign or retire.

5. You can use it to enhance your workforce planning

Talent mapping can assist you in making better decisions regarding where to invest your resources to meet your company’s hiring needs. It provides you with information on current employees and future hires, allowing you to align your workforce plan with your business goals.

The Cons of Talent Mapping

While the benefits of talent mapping are many, it is not without its drawbacks. Data on talent can be difficult to acquire and analyze, and it can be challenging to gauge long-term hiring needs accurately.

Here is an overview of some challenging aspects of the talent mapping process:

1. You need a lot of data for effective talent mapping

Data is vital for talent mapping and developing a well-informed workforce plan, but obtaining it can be problematic.

To develop a comprehensive talent map, you must collect data on:

• Your organization’s goals and business environment;
• Your employees’ skills; and
• The current talent market.

Without information on your existing talent, it opens the door for:

• Incorrect assumptions regarding hiring needs;
• An inability to secure top talent; and
• Costly hiring mistakes.

Given how important data is for talent mapping, it is in your best interests to implement a system for data collection and analysis. This could involve adopting a data-management system or partnering with a third-party data analysis provider.

2. It might not be possible to map out a long-term plan

Predicting future talent needs can be difficult given the ever-changing nature of the job market. Factors such as technological advancement, business globalization, and an aging population can all impact future hiring needs and the skills required for certain roles.

So, even if you develop a long-term plan, it’s impossible to foresee every shift. Consequently, it’s a good idea to regularly reevaluate your talent needs and revise your talent mapping and talent management strategies accordingly.

3. It demands extensive time and resources

Talent mapping can be a costly and time-consuming endeavor since it requires you to assess your organization’s current and future talent needs. It also requires you to evaluate current employee performance by collecting data on your employees’ skills. Furthermore, it requires the involvement of multiple departments within your organization, which can make it challenging to get everyone’s support.

4. It requires leadership support

Talent mapping requires the collaboration of different business units and departments. For optimum results, you need to get your business leaders’ support from the outset to help implement change.

Additionally, make sure you communicate your plans to your staff and that they understand how talent mapping can support their professional development. It’s important to clarify that the tests and skills assessments you are asking them to take are meant to aid their growth, not to criticize them for any areas where they may be lacking.

Why Choose Keller as your Talent Mapping Partner?

At Keller, it is our mission to provide our clients with firsthand insights into the current talent market. This will help them address existing talent gaps, source high-potential candidates, and develop an effective talent mapping process that will allow them to quickly fill roles when they need to. Helping our clients understand the talent market also enables them to identify and employ the best individuals rather than being forced to hire someone for the sake of convenience.

We cultivate an allyship with our clients to develop insights into their business goals, strategy, and hiring requirements. From there, we help our clients develop an effective talent mapping procedure to secure only the best professionals for their teams. Our profound industry insights ensure clients get access to not only the top talent in their respective fields but also those with the greatest long-term potential. This fosters sustainable talent strategies rather than temporary solutions.

Keller's Guarantee

When you partner with Keller, you’re guaranteed an affordable, first-rate talent mapping service that can be scaled to meet your specific needs. Whether you’re seeking a single critical hire or building an entire leadership bench, our accessible services allow companies of all sizes to benefit from premier talent mapping that won’t break the bank.

We also believe in maintaining transparency throughout the talent mapping process. Thus, we provide regular status updates for the duration of the engagement so our clients are never left questioning the progress or integrity of their talent pipeline.

Finally, our consultants operate under stringent NDAs to ensure our clients’ and candidates’ information is handled with the utmost confidentiality and care.

Speak to one of our consultants today for a brochure of all our offerings.