Talent Mapping; importance of potential candidates
- Aurel Ghidoveanu
- Mar 11, 2023
- 1 min read
Updated: Apr 11, 2023
"In God we trust. All others must bring data."
This is how W. Edwards Deming highlighted the importance of data analysis in business.
In recruitment, data analysis always starts with talent mapping.
Who are the active and passive candidates? Which is the actual talent pool we will access for our recruitment project?
Below are the numbers of potential candidates at the country level (in Romania) for certain management positions in finance, accounting, and controlling.
Once you have a specific recruiting project, you start filtering the list based on specific criteria.
For instance, you can filter based on job title, location, years in position, years in company, company type, and so on. From thereon, you zoom in at the individual level.
But what are the numbers?
Talent Mapping and Management Positions in Romania in Finance, Accounting, and Financial Control
The source of the information is Sales Navigator on LinkedIn.
Date of information update: March 2023
As an example, let's look on how we could
The biggest recruitment mistake
Focusing exclusively on active candidates is by far the biggest mistake in recruitment.
Sounds over the top but let me explain.
Who are the active candidates?
people who mark their LinkedIn profile with the tag "Open to Work."
Candidates who publish their CV on recruitment platforms
Candidates who are actively following job announcements
I have nothing against active candidates.
Some of them are successful professionals who have decided to look for a new job due to external factors.
But the main principle we follow is different:
The market in which we recruit is one of scarcity of talent.
When talent is scarce, we simply cannot ignore passive candidates (those who are not actively looking for a new job).
Passive candidates make up 70% of the global workforce, according to LinkedIn.
Ignoring passive talent is a huge missed opportunity.
These are often successful professionals who do not necessarily seek a career change.
However, they may consider a new job if you show them an interesting project that will be a step forward in their careers.
The first step is to know who they are and, based on that, decide how to approach them.
6 tips on using talent mapping
Here are the tips:
Select potential candidates based on your various applicable criteria (industry, location, job experience, etc.).
Identify high-value passive candidates that will represent binding targets for your recruitment process.
Adjust the recruiting effort/pace according to the number of identified potential candidates.
Exclude certain candidates from the list based on specific reasons (conflict of interest, etc.).
When using an external recruiter, instruct them to contact key candidates identified through talent mapping.
When using an internal recruiter, direct their efforts toward key potential candidates.
One bonus tip:
Always check: How many potential candidates from the talent map can we get in contact with?
Always choose the recruiter based on this criteria.
Market mapping is a process that, in certain instances, could take years.
If you don't have the luxury of time, use an external supplier, but make sure you first check their extensive reach into the talent market.
Think about this:
The ability to contact the majority of potential/passive candidates is the foundation of your recruiting success.
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