Designing a Hiring Mapping Strategy

Have you ever tracked your data on the hiring process? If not, it’s never too late to start doing it. Let’s call it the "hiring mapping strategy." This strategic approach empowers you to gain insights, improve processes, and plan effectively for future talent requirements.

Mapping your hiring process helps you develop a realistic overview of what has been accomplished, and any areas of improvement. This data is invaluable for understanding challenges that arise during the sourcing process, enabling better management of them. It helps understand the talent pool, facilitating proactive talent identification within specific industries, functions, or geographic areas.

How to Implement It

First things first, gather your team. Implementing a hiring mapping strategy requires collaboration and commitment from every member of your recruitment squad. Schedule a recurring meeting to review it with your team. I suggest meeting at the end of each quarter to review the process and apply best practices for the upcoming period. Each recruiter should be responsible for updating data on the hiring process they have managed.

Create a dashboard where you can add and update data, allowing you to analyze if there is anything going wrong. There is a lot of software available to draft reports, but if you don’t have a budget, you can manually add data into a spreadsheet.

Rationalize data and ask yourself: “How good was the process?” “How much time did it take to achieve this outcome?” “What can we improve in the upcoming quarter?” Once you gather all the info, share it with the stakeholders, especially the hiring managers. Most importantly, don’t assume everyone will understand your data, so keep it simple!

Test, test, and retest! 

Key Components

Think of your hiring mapping strategy as a treasure trove of insights. It should encompass data from various sources, including your Applicant Tracking System, job portals, interview feedback, candidate experience, and market research. Customize the data according to what you want to achieve and how you will use it.

Consider breaking down your hiring process into specific steps and analyzing the percentage of time to fill each step, based on seniority and location. This will give you a clear understanding of the candidate funnel and areas for improvement. Include salary information and a list of competitors to understand market demands and offerings.

Additionally, include data that helps you map diversity and inclusion. Keep a list of potential candidates who withdrew or were not selected but might be considered for future hiring needs (unless this feature is already available in your ATS).

Why It Matters?

Now, you might be wondering, "Why bother with all this data?" A well-executed hiring mapping strategy empowers you to make informed decisions. It highlights your strengths and weaknesses, enabling you to refine your approach and overcome challenges. Plus, it's not just about the present—it’s about future-proofing your talent acquisition efforts.

Conclusion

The hiring mapping strategy is your passport to success. It’s a roadmap that guides you through the twists and turns of the recruitment journey, helping you navigate with confidence and clarity. Your future hires—and your organization—will thank you for it.

Are you gathering and reviewing this data? Share your experience with me by sending a DM on LinkedIn.

Until next time,

Your Friendly TA,

Ivana