Even if you're a million-dollar headhunter, check out this article on how to map talent?
Yesterday, I wrote an article on talent portraits, and the feedback from the headhunters from the media users is relatively good. So, today I will talk about the topic of Talent Mapping, which is how recruiters, especially headhunters, draw a talent map?
When answering what is a talent map, Lao Wang first talked about why many people think that recruiting is particularly difficult, and it is almost difficult to get into the sky?
Lao Wang believes that it is because they do not know how to do talent portraits and talent maps. Whether it is in-house or headhunting consultants, they basically start searching for resumes on talent websites when they get a job. After searching for a few days, they are so tired that they vomit blood. , Some have problems with the cervical vertebrae, some even have bleeding eyes, and have not even met a suitable one, and finally complained everywhere that recruitment is difficult, headhunting is difficult, and it is difficult to get to the sky?
Pharaoh calls this type of recruiting a chance-based recruiting method. When Lao Wang was a headhunter, because he didn't have a master, he relied on Lao Wang to explore by himself, and he also adopted a chance-based recruitment. But this kind of chance-based recruiting has proven unworkable.
In the end, Lao Wang figured out how to draw a talent map by himself. By learning and drawing talents, the recruitment effect was basically doubled.
What is a talent map?
Even if you're a million-dollar headhunter, check out this article on how to map talent?
Lao Wang believes that the talent map is divided into internal and external. Internally, it refers to a strategic map that can help enterprises to clarify the status quo of the development of key talents, understand the overall strengths and weaknesses of key talents, facilitate enterprises to build a talent training and talent development system, and provide standards and basis for internal and external talent recruitment and selection The purpose is to improve organizational effectiveness and organizational performance.
Externally, we systematically understand, draw, and master the regional distribution of key external talents, as well as the company where the talents are located, their qualifications, background, salary status, interest points, and motivation for job-hopping, etc. The purpose is to introduce talents. For headhunters, it is to help customers dig and hunt outstanding talents that meet customer requirements.
So how is the talent map classified?
According to Lao Wang, talent maps can generally be classified as follows:
Even if you're a million-dollar headhunter, check out this article on how to map talent?
Classify according to similar competing products.
According to the upstream and downstream classification.
3, according to the job classification.
4, according to the same customer group classification.
5、……
Talent Map Content
Below, based on Lao Wang's theory and experience, we will share with you how to draw and use a talent map, taking the position of design director of a regional real estate company A as an example.
Even if you're a million-dollar headhunter, check out this article on how to map talent?
The design director of a regional real estate company A has three rigid requirements:
More than 3 years working experience of Party A's design director or senior design manager of a large company.
Must have work experience in leading or participating in the design of super high-rise projects.
3, must be a note.
According to the requirements given by customers, our operation:
Analyze, understand and obtain the organizational structure and address book of real estate companies with the same size as Company A in a certain region, with similar development area and with super high-rise projects. To meet these requirements, not to mention that there are not many real estate companies in a certain region, and there are not too many in the country. As a headhunter, it is easy to find the target company you are hunting.
Conduct organizational structure analysis. Combined with the target company's organizational structure, reporting objects, and company size, determine which positions in these companies are candidates for poaching. For example, the senior design executives of large companies, the design directors of the same position, and the lower-level senior design managers are all candidates for hunting. Afterwards, categorize these people.
By understanding and analyzing these talents, find the people who have led or participated in the design of super high-rise projects throughout the whole process. Through analysis and mining, you will find that these people are not many.
In combination with the salary range given by the customer, the candidate's salary is first matched. There are fewer people who can meet the customer's salary range, and all these people are listed.
Meet with candidates and match candidates' career development trajectory, interest points, job-hopping motives, etc. through the culture of the client company and the personality of the boss. At this time, you will find that there are not many sincerities that can satisfy these, or very few.
Lobbying people who basically match the salary range and ability to change jobs.
Complete the digging and hunting work.
These are the whole process of drawing and using the talent map.
You may ask, I understand the talent map, but how can I find the information that the talent map needs? Haha, if you can think about it, it means that you have understood and read this article with heart.
Talent information sources
The following is the source of this information, Lao Wang will give you a cut picture of the PPT made by Lao Wang, and you will understand.
Even if you're a million-dollar headhunter, check out this article on how to map talent?
The sources of talent information are nothing more than these methods, but there are other methods and channels that cannot be ruled out.
It really takes a lot of work to find this information.