Do you know who the players are at the organizations you track or compete against?
If you do, the power and competitive edge it gives you is priceless!
As with the middle and end of 2011, the beginning of 2012 is shaping up to be the year where talent management and talent acquisition teams will be collaborating even more than in years past.
This newfound trend has surfaced over the last 12 months with many of my clients. Although I have always thought this to be a perfect match, companies have just started realizing how well it really works.
So you ask, “What’s really happening here?” What’s happening is these two teams are pulling together to create a master plan that includes a long-term recruiting strategy. Together they are finding that creating organization charts of potential recruits from companies they repeatedly recruit from is cost-effective and useful to both teams. That’s right - ROI for both teams.
How do both teams get ROI from organization charts? Well, the old saying you have to spend money to make money rings true on this one. The up-front costs are minimal when you consider the fact that you are reducing your cost per hire over time and the easy evaluating of external talent at the same time.
Structure: Organization charts show how the company may organize itself by business functions: finance, marketing, operations, sales, research & development etc. Others may organize themselves by product lines, brands, services, or a combination of both etc. But you don’t know any of this until you actually see and have access to it.
Talent: Once organization charts are complete the next step is to develop biographies of the key players and others of interest for use today, tomorrow or next month. To make it even more powerful you can add salaries to this information.
This information can be used for recruiting, benchmarking, talent management and some professionals have been known to use it to draw inferences about a firm’s culture. (See where I am going with the ROI here?)
Spending money on this type of service should be a “no brainer” and it has quickly become one for the talent acquisition and talent management professionals at many Fortune 1000 Companies, Top 5 Leaders in many industries and small emerging companies who have key players recruited from the companies who make this a practice.
If you have any questions about my experience in this area or you are interested in seeing what we have done with regards to organization charts and projects that include bios, salary surveys and more, please feel free to contact me.
Organization Charts Reveal Much About Structure & Talent. Wouldn’t you agree?