Talent Sweep

Talent Mapping enables today's organizations to proactively plan for anticipated changes due to retirement, promotion or turnover. It provides a means to benchmark internal talent, to assess the level of talent & experience in the marketplace and to maintain knowledge of potential candidates among key competitors. It is also a way to stay a step ahead of the costly delays that occur when companies are faced with filling unexpected vacancies. Coleman Search Consulting (CSC), utilizing its research capabilities, is now serving as a "retained talent scout" for clients who have active succession planning programs in place. The following case studies illustrate the "Talent Sweep" approach:

CASE STUDY— Head of Supply Chain
A Fortune 500 company in the energy sector required significant change in its supply chain function.  The functional leader was a 20+ year veteran of the company, who has capably performed in the role and was considered a valued member of the management team.  There was concern over his ability to bring the necessary change to the function and its organization. Prior to initiating a change or commencing a search, the company was interested to understand the level of talent that might be available, particularly among peer companies in their sector.

CSC developed a research strategy, targeting 50 companies in the sector and in related industries. 

• Key Supply Chain executives were identified and contacted on behalf of the client
• Candidates were approached by CSC indicating that our client (name not disclosed) was considering changes in its leadership, and were asked to consider entering into a dialogue with respect to future career opportunities with the client
• Candidate information (resume, compensation, executive profile) was obtained
• Phone interviews and in-person interviews (for selected candidates) were conducted
• In 3 weeks, profiles of 10 candidates were presented to the client, for their review
• Based on the information gained from the "Talent Sweep", the client could better assess the value of initiating a change and launching a search

CASE STUDY— Multiple Operations Management Positions — Aerospace
A Tier-1 Supplier to the aerospace industry anticipated significant growth and planned to divide its business into 3 operating segments, creating 3 new executive level positions. With as many as 5 internal candidates, the company also wanted to evaluate external talent.   As an alternative to conducting 3 retained searches, CSC proposed a "Talent Sweep" targeting 25 companies in the sector and in comparable businesses.

CSC developed a research strategy and developed a plan for interviewing internal candidates.

• Key Operations executives were identified and contacted on behalf of the client
• Candidates were approached by CSC indicating that our client (name not disclosed) was considering changes in its leadership, and were asked to consider entering into a dialogue with respect to future career opportunities with the client
• Candidate information (resume, compensation, executive profile) was obtained
• Phone interviews and in-person interviews (for selected candidates) were conducted
• Internal candidates were each interviewed by CSC
• In 4 weeks, profiles of 8 external candidates were presented to the client, for their review
• A report evaluating the internal candidates and providing a comparison to available external candidates was presented
• The "Talent Sweep" provided sufficient information to enable the company to confidently promote 2 internal candidates and to move forward expeditiously to consider the slate of external candidates presented.
• At the end of the process, CSC met with each of the internal candidates and assisted the client company in formulating developmental plans for each.