Case Study: Talent Mapping to support a Business Start Up

Case Study: Talent Mapping to support a Business Start Up

 

The Problem

Bennison Brown was formed in 2016 to address concerns that people have about the cost of financial advice, not knowing where they can receive trusted impartial advice to plan their financial future.  Key to their ethos of being a business where trust, integrity and value are at the heart of what they do are their staff, specifically Mortgage Advisers.  As a start-up with a desire to engage experienced talent from more prominent employers they knew they needed to think differently.

 

What We Did

Cogito was engaged to conduct a talent mapping project, focusing upon London-based Mortgage professionals at leading UK banks.  Key to our research was gaining an understanding of career ambitions and the type of businesses Mortgage Advisers wanted to work within, along with propensity to move, interest in Bennison Brown and remuneration expectations.

Whilst live vacancies existed, Bennison Brown wanted the added value of a future talent pipeline to avoid agency fees and the platform to engage with talent for the long term.  In addition the insights gained from conversations with over 160 individuals enabled the Directors to shape an effective employment proposition.

A Shortlist of immediately available candidates were submitted for consideration along with a larger pipeline of individuals to be approached for future vacancies.

Following first stage interviews, Cogito administered Psychometric and Ability testing to provide Bennison Brown with greater insight into the candidates.

 

The Outcome

Bennison Brown successfully hired for their open positions, presenting an immediate cost saving versus Recruitment Agency costs, as well benefiting from potential future recruits with an interest in working for Bennison Brown when they make their next career move.

 

As a small, yet ambitious business with big growth plans we identified the need to think more creatively about recruitment.  Of utmost importance was to work with a partner who could find talent which matched our culture and ways of working, along with the ability to promote our relatively unknown employer brand to people with the skills we desired, but that did not create significant levels of spend. 

We engaged Cogito to create talent pipelines for our business;  supporting both immediate hiring needs and providing the foundation for us to make future hires without additional costs.  The quality of candidates and level of market insight which enabled us to develop an effective proposition has led to immediate success, cost savings and the platform to recruit the right people for our business.” 

Andrew Brown, Director

 

To find out how your organisation can benefit from Talent Mapping and understand what good looks like, call Cogito on 01179200125 or email connect@cogitotalent.com

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Case Study: Executive Talent Mapping

Case Study: Executive Talent Mapping

Insight to support leadership hiring

The Problem

British Ceramic Tile is one of the UK’s leading manufacturers of ceramic tiles, the business set ambitious growth plans and required the leadership structure and talent to develop the strategy.  As well as a desire for strong candidates, the CEO identified a need for greater market insight to shape their thinking and engaged Cogito to conduct Executive Talent Mapping.

 

What We Did

Our research commenced with a study of organisational structures of similar sized organisations and those organisations who had achieved similar growth.  With particular insight into the roles, responsibilities, experience and career trends from CEO to Heads of in those businesses.

From our insight British Ceramic Tile were able to determine the best structure for their organisation and the specific skills and experience they would require in two key positions; Operations Director and Commercial Director.

We helped develop the role proposition, pre-requisites and package and commenced a market mapping programme to identify suitable talent in relevant organisations and sectors.  Our insight ensured that we were approaching individuals who matched the skills, experience and stage of career required.

 

The Outcome

British Ceramic Tile successfully hired for both positions with candidates who not only came from target sectors, but who also displayed the right behaviours and career drivers to fit into their dynamic and ambitious business.

The overall project was delivered for less cost than their historic headhunt provider and the broader organisational insight is helping to shape future talent strategies.

Operating in a highly competitive market and as a business placing high emphasis on recruiting individuals against our values, it is vital that we work with a partner who understands our organisation, our people and our future.

Cogito completely get it; their research and mapping solutions have enabled us to engage with talent we would not normally attract through our traditional recruitment methods and suppliers.

As a partner they have offered consultative advice to help us shape roles and propositions to ensure that we are able to attract the best and helping us to achieve our goals of reducing recruitment agency and headhunt spend, and increasing the overall capability of the people in our organisation to achieve our strategy.

Marc and his team have been great support at all levels of our organisation and I look forward to continue to work with them as a key partner.” Tony Taylor CEO

 

 

To find out how your organisation can benefit from Executive Talent Mapping and understand what good looks like, call Cogito on 01179200125 or email connect@cogitotalent.com

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Case Study: Talent Mapping – Sales and Account Management

Case Study: Providing talent mapping and insights to create talent pipelines for a UK based food manufacturer

The Problem
Our client is a leading fresh food producer to top 4 retailers experiencing headcount, sales and geographical growth. Rapid expansion and increased customer demand placed pressure upon the internal recruitment team to attract high quality sales and account management personnel, which had historically been achieved from a reliance upon recruitment agencies.

What We Did
To ensure our customer was able to directly engage with the most suitable candidates, we conducted Talent Mapping of the UK Food sector market to identify Sales and Account Managers across 30 of their leading competitors, resulting in a detailed report comprising of over 500 individuals, career history, customer experience, product category experience, geographical location and generational variances.

The Outcome
Our research has enabled our client to achieve a short term goal from direct hiring Account Managers from the report resulting in an immediate saving of 20% against like for like spend versus their traditional agency cost.

In addition, our client is now nurturing relationships with other individuals; creating a talent pipeline of future account managers to support long term talent strategies. Focussing upon specific customer and product experience has enabled the recruitment team to directly engage and own the candidate relationship, meaning that they can hire as many of the individuals from our market map at no extra cost.

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Case Study: Talent Mapping – Pensions Director

Case Study: Talent Mapping the UK Pensions market to support the hiring of a Pensions Director for a leading Global Fashion business

The Problem
Our global fashion client required a Pensions Director to join its organisation and wanted to gain an insightful view of UK candidate market for this skill. Whilst technical fit was important our client was keen to ensure that cultural fit featured heavily in the applicants, as such they wanted to engage with candidates earlier in the process than usually conducted with the use of external partners.

What We Did
We conducting talent mapping of the senior Pensions professionals market with particular focus to organisations with a similar value-led culture to that of our customer. 128 candidates were identified and assessed through telephone and face to face engagement in order to present a high quality shortlist to our client. Acting as an extension of our clients business we were able to promote the business and opportunity with full exposure, enabling us to present the potential candidates with the information required to determine their expression of interest or reluctance to progress.

The Outcome
Within 2 weeks our client received a detailed mapping report comprising of 11 shortlisted candidates and other profiles of individuals who either declined interest or failed to make the final shortlist. The provision of information beyond the shortlisted candidates ensured that our client gained a broader view of the market than traditional search partners had delivered. Technical, Competency and Value responses to key questions for shortlisted candidates enabled the ranking of these in order of best fit helping the client to prioritise the order of engagement. Our client was able to conduct its market insight for just a third of the cost of the use of a head-hunter.

The depth and quality of insight provided by Cogito to assist our search for a Pensions Director has been exceptional. Their ability to understand not only the skill but type of person we needed gave us full confidence that they were the right partner. The standard of shortlisted candidates was of the highest standard and we look forward to engaging them on future mapping projectsHead of Recruitment

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Mapping and Insights Case Study: Market Intelligence and Analysis to create direct sourcing strategies for IT skills

The Problem
Our customer is a leader within their highly competitive commercial sector which features an equally competitive candidate market. The in-house recruitment team faced a consistent challenge to attract IT personnel from competitor businesses resulting in rising head-hunter costs and a detrimental impact upon business performance.

What We Did
We mapped the UK IT skills market for individuals with specific technology experience through networking, analysis and canvassing activity. We researched prominent businesses within the sector and the region to understand talent, earnings and capabilities and identified the talent with the required skills and experience, with additional focus upon our customer’s key competitors where cultural alignment would support candidate assimilation.

The Outcome
A market map with over 1000 individuals was presented to our customer along with analytics from geographical spread, hiring demand, remuneration levels and average role tenure.
Our customer has benefited from a broader candidate pool than their internal team or external providers had traditionally delivered, presenting them with the information to devise effective engagement plans and take greater ownership for the direct hiring of future leaders. This resulted in our customer engaging with the most desired individuals in a series of assessment centres for half of the cost of their traditional recruitment agency solution.


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Case Study – Identifying Sales talent within the UK Food sector to create talent pipelines

The Problem
Our client is a leading fresh food producer to top 4 retailers experiencing headcount, sales and geographical growth. Rapid expansion and increased customer demand placed pressure upon the internal recruitment team to attract high quality sales and account management personnel, which had historically been achieved from a reliance upon recruitment agencies.

What We Did
To ensure our customer was able to directly engage with the most suitable candidates, we mapped the UK Food sector market to identify Sales and Account Managers across 30 of their leading competitors, resulting in a detailed report comprising of over 500 individuals, career history, customer experience, product category experience, geographical location and generational variances.

The Outcome
Our research has enabled our client to achieve a short term goal from direct hiring Account Managers from the report resulting in an immediate saving of 20% against like for like spend versus their traditional agency cost.
In addition, our client is now nurturing relationships with other individuals; creating a talent pipeline of future account managers to support long term talent strategies. Focussing upon specific customer and product experience has enabled the recruitment team to directly engage and own the candidate relationship, meaning that they can hire as many of the individuals from our market map at no extra cost.


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Mapping and Insights Case Study: Talent Mapping senior Pensions talent for a global fashion retailer

The Problem
Our global fashion client required a Talent Mapping solution to support the recruitment of a Pensions Director and wanted to gain an insightful view of UK candidate market for this skill. Whilst technical fit was important our client was keen to ensure that cultural fit featured heavily in the applicants, as such they wanted to engage with candidates earlier in the process than usually conducted with the use of external partners.

What We Did
We conducted talent mapping of the senior Pensions professionals market with particular focus to organisations with a similar value-led culture to that of our customer. 128 candidates were identified and assessed through telephone and face to face engagement in order to present a high quality shortlist to our client. Acting as an extension of our clients business we were able to promote the business and opportunity with full exposure, enabling us to present the potential candidates with the information required to determine their expression of interest or reluctance to progress.

The Outcome
Within 2 weeks our client received a detailed mapping report comprising of 11 shortlisted candidates and other profiles of individuals who either declined interest or failed to make the final shortlist. The provision of information beyond the shortlisted candidates ensured that our client gained a broader view of the market than traditional search partners had delivered. Technical, Competency and Value responses to key questions for shortlisted candidates enabled the ranking of these in order of best fit helping the client to prioritise the order of engagement. Our client was able to conduct its market insight for just a third of the cost of the use of a head-hunter.

The depth and quality of insight provided by Cogito to assist our search for a Pensions Director has been exceptional. Their ability to understand not only the skill but type of person we needed gave us full confidence that they were the right partner. The standard of shortlisted candidates was of the highest standard and we look forward to engaging them on future mapping projectsHead of Recruitment


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The Value of Talent Mapping

candidate mappingWith both internal recruitment teams and external recruitment providers we are experiencing a greater level of discussion concerning talent mapping.  It’s clear to me that the value in candidate intelligence is becoming more obvious to organisations who want to gain the greatest return on their recruitment investment.

After all, aren’t the best purchases we make as individuals the ones in which we have had time to consider the options and find the product that best suits our needs.  All too often in recruitment, the options are limited as the approach is reactive and conducted under time pressure.

The opportunity for the internal teams we work with to have qualified information about technically suitable candidates, concerning experience, motivators, behaviour and appetite is ground-breaking for them.  The value they gain is not only the depth of insight we provide, but also the time they have to consider it; transforming many teams from support functions into proactive facilitators of talent to the business.

Recruiters and HR leaders are increasingly able to offer a fact-based external view to business leaders, helping them to play a prominent role in shaping people and growth strategies.

The quality of hire is heightened as decisions are made in less pressurised situations and a direct financial benefit is also experienced by the business through the sustainable nature of the talent mapping detail.  The talent identified are passed to the recruiter to own without ongoing placement fees, as such the most effective examples see organisations hire multiple candidates from a single talent map, reducing the cost per hire.

The opportunity for organisations to carefully consider talent in less stressful candidate engagement forums from the creation of talent pools and talent pipelines results in increased and better direct hires.  The caveat I should include here is that an organisation needs to ensure that they have the right skills within their recruitment team to conduct effective engagement both in and out of live recruitment periods.  The best examples of talent mapping will discover more passive than active candidates, as such the nature of conversations are likely to be more around the medium and long term, where the recruiter should gain an understanding of the individuals career needs and wants for the future, rather than assessing them against a specific vacancy. 

The ability for the recruiter to discuss vision, progression and culture becomes more important than the technical elements of the role.

Whilst the ROI benefits to the end employer are clear, we are increasingly being engaged by executive search firms to provide talent mapping services to enhance their senior hiring service. Our talent mapping solution to these businesses provides them with a flexible resource option to gather, identify and analyse senior talent with greater depth and breadth of research than they would traditionally produce for the customer.  As we focus our skills upon research, they are able to conduct increased face-to-face engagement with the highest quality individuals from which they can gain a greater understanding.

As the end customer will take advantage of our expertise to increase the time they spend in assessing and engaging potential candidates, the search firms are able to do the same.  In each scenario better quality of candidates are found for the employer.

Talent Mapping is not purely exclusive to the executive levels and whilst in the past couple of months we have mapped Pensions and HR Director level roles along with a CEO within the Social Care sector, we have also produced comprehensive skill maps for Healthcare professionals, Engineers and IT specialists for both the employer and recruitment providers.  These customers have discovered candidates they would not have seen through traditional methods, saved money – in one case a third of their usual recruitment budget – and improved the quality of hires. 

Talent Mapping is enabling organisations to become aware of better candidates, develop effective means of engagement, increase the time they have to build relationships with talent and ultimately create pro-active sourcing models which make a positive impact upon the business.  If it’s something you are not incorporating into your recruitment strategy, it’s likely your competitors are.

 

Marc Drew is the Managing Director of Cogito Talent Limited, a direct hiring consultancy helping organisations to improve recruitment effectiveness. To understand more about how talent mapping can help you to find quality candidates and add value to your recruitment performance visit www.cogitotalent.com, call +44 1179200125 or email marcdrew@cogitotalent.com