Benefits of an executive or organizational chart mapping

No matter how it is called, an organizational mapping is also known as executive mapping or talent mapping. GSourcers develops company org charts to give our clients insight on who works at certain companies, how their competitors are organized and precisely where the talent lies, as well as how to contact them for recruitment purposes. Org charts are a best practice for making sure you recruit the best-of-the-best. It is the recruiting research method that uncovers top talent others miss.

Our talent mapping help companies identify existing passive and hidden talent pools within their direct competitors’ workforce. It is one of the best, strategic and cost-effective recruitment strategy to use and support your corporate executive recruiting and other business needs, such as a workforce planning.

Our organizational maps are not just based on specific job titles, but also on skills to help companies that need to ramp up new recruiting initiatives quickly.

It can be used to map a competitor’s department, job family or executive management. We build them to make it easy for you to visualize the talent available at target companies. They give you insights on reporting relationships and to understand where executive talent is seating at a company and how senior that talent is.

A single organizational chart shows you an exclusive breakdown of how your main competitors operate, their most prized players, the means to contact them, who does what. With a company org chart, you also get insight on how they are structured and precisely where the talent lies, how they are managed, and often how well they are run. These visual maps enable you to understand the competition, literally.

We produce one report by reaching beyond traditional recruiting resources and beyond candidate and social networks to uncover top prospective candidates. Throughout our research, we develop organizational charts that make it easy to visualize the talent working at target companies. We develop reporting lines and piece together org charts that help understand where talent is seating at a company and how senior that talent is. We usually structure our org mapping in two phases:

Phase One: We begin with candidate identification and profiling by researching and capturing candidates’ names, titles, reporting relationships, contact information, and build out biographies. We make sure to verify each contact information and (if possible) reporting relationships. We report out our progress weekly.

Phase Two: Once we have completed the candidate identification and profiling, we build the org charts that visually depict the reporting relationships.

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