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Talent Mapping & Intelligence

Resourcing is increasingly strategic and intelligence-led. Before making decisions about headcount, planning recruitment activity or committing to a specific search, firms will often gather intelligence on the availability and quality of talent.

Companies often wish to identify, locate and profile individuals with specific job functions, experience or skills. For longer-term projects where large numbers of hires are anticipated, or an ongoing candidate ‘pipeline’ is needed, firms seek information about pools of talent with appropriate capabilities,  their calibre and their likely propensity to consider new career opportunities.

Intelligence gained through discreet referencing on potential candidates is just as valuable in advance of recruitment activity as post-offer formal referencing. Access to up-to-date salary data can be of great benefit when planning remuneration for individuals or groups.

Sometimes companies wish to gain insight into how competitor firms structure themselves and allocate headcount for benchmarking and planning purposes. As diversity and inclusion issues are increasingly prioritized, firms also seek insight which supports diversity and inclusion programmes – not only data for benchmarking purposes, but also intelligence on accessible pools of talent which can help them improve employee diversity.

Research Europe maps – and supplies intelligence about – talent in companies and markets. Depending on our remit, we identify and provide:

  • Names, job titles, reporting lines
  • Company structures and organograms
  • Profiles of individuals including career history, skills and education
  • Contact details for potential candidates
  • Analysis of a potential candidate’s suitability for a position or company
  • ‘Talent pools’ of high-calibre candidates and/or individuals with niche skills
  • Formal or informal candidate referencing
  • Remuneration data
  • Diversity data, plus analysis and intelligence in support of diversity programmes
  • Ways of introducing individuals to businesses who wish to begin a dialogue with future potential candidates

See Case Studies

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