Employment Equity Mapping – Carilyn Oxley

Employment Equity Maps are allowing our clients to throw a wide net out into the market highlighting up and coming Employment Equity talent in a particular specialization – a great tool for gaining accurate market information, something all talent managers grapple with. Does this person exist?  Does external talent measure up to the internal candidate?

The talent map populates who is who in competitor companies after an analysis and investigation into the organogram by the search firm and strong primary research to ensure accuracy.

Carilyn Oxley - Managing Partner of Executive Headlines - Johannesburg

Carilyn Oxley – Managing Partner of Executive Headlines – Johannesburg

In my experience, the Employment Equity map invariably highlights that Employment Equity talent certainly is scarce, but that it is available. We “light touch” this talent, approaching them to establish their appetite for a career move and their interest in exploratory discussions. If executed correctly, upwardly mobile professionals are almost always open to discussions with a professional headhunter.

We facilitate introductions with our clients to those candidates whose skills and motivation to move match our clients’ requirements.

This proactive EE mapping differs from a search process in that it targets only EE candidates and is more generic in its approach. There is often no specific role available but instead, a broad need on the part of the client to grow a part of their business with skills of a diverse nature.  The facilitation of discussions requires much skill on the part of the headhunter and results in a valuable pipeline.

Employment Equity maps have secondary benefits for our clients. At the conclusion of the project, the clients is provided with a full picture of the landscape they are operating in – available skills as well as the structure of their competitors. Probably more valuable is the information provided regarding competitor remuneration structures answering questions about their competitor’s quest to attract, retain and restrain staff, particularly strategy around the remuneration of EE talent.

What is the premium required by EE talent?  This is a question always asked and never accurately answered. EE maps can provide a specific answer to the specific specialisation in question. The data collected is matched against the client’s remuneration structures to obtain an answer to this burning question.

Some of this information is not news to many of you but what you may not have considered before is the full picture that an EE map provides. Prior to the mapping, clients often have received pieces of the information, garnered from their various recruitment exercises and gathered from hiring competitor employees from time to time. This mapping takes a snap shot of the market, providing a full 360° picture for analysis. Planning and strategy can become so much more effective and powerful with this information available to the team.

The real cherry on the proverbial cake is that handpicked top talent is now accessible to our client companies – talent that wasn’t available to them before this EE mapping exercise. They are able to have open dialogue with this talent and are equipped to offer them opportunities in their organisation if they choose to. If the timing is not right, they have an open relationship with this talent going forward that they can choose to pick up on at a later date when an opportunity does open up in their organisation. Their organisation has been enriched with talent, long term relationships and empowered with information.

For further information on Employment Equity Talent Mapping, please call Carilyn Oxley, Managing Partner, Executive Headlines on +27 83 229 8770 .