Candidate or executive mapping — tracing the reporting relationships of prospective candidates you identify — is a powerful way to bulletproof talent acquisition. When you map specific teams at target companies out of which you recruit, you are raising your game by making sure you that your don’t miss talent that should be included on your list of prospects.
Recruiting research should develop qualitative information about passive candidates early on to reduce the risk of candidate implosion. Quite simply, you must insert a step in your sourcing process to calibrate or pre-reference candidates to determine who’s got sterling reputations and who’s got rusted ones.
What would you say a sourcer is worth if that research also leads to the acquisition of a business worth in excess of $100-million dollars? When you stop to think about it, the most talented executives and technologist can be found gathering around emergent technologies, hot startups, and stealth market-creating enterprises. The movement and aggregation of top talent create patterns that gifted qualitative researchers recognize and analyze for competitive insights that are so valuable to they verge on priceless.