{"id":999881627,"date":"2017-06-08T12:45:00","date_gmt":"2017-06-08T12:45:00","guid":{"rendered":"https:\/\/dice.npgdev.com\/?p=121610950"},"modified":"2017-06-08T12:45:00","modified_gmt":"2017-06-08T12:45:00","slug":"why-career-mapping-powerful-recruiting-tool","status":"publish","type":"post","link":"https:\/\/dice.npgdev.com\/hiring\/recruitment\/why-career-mapping-powerful-recruiting-tool","title":{"rendered":"Why Career Mapping is a Powerful Recruiting Tool"},"content":{"rendered":"

Of the 40 percent of tech pros who plan to change jobs in 2017, 31 percent are looking for more responsibility, according to the Dice Salary Survey<\/a>. To address tech pros\u2019 desire for professional development and career progression, forward-thinking companies are incorporating career-mapping exercises into the hiring process. They\u2019ve discovered that giving high-potential tech workers the opportunity to plot a personal route to their career destination motivates them to join a company. Surveys reveal why career mapping has emerged as a highly effective recruiting strategy. More than half of millennials (53 percent) said that career pathing \u2013 mapping the incremental progression to new roles in the company \u2013 is an important factor in terms of attraction and retention, according to the 2017 MRINetwork Millennial Hiring Trends Study.<\/a> Plus, surveys show that younger workers value authenticity and transparency above all else. So instead of making unsubstantiated promises about career advancement, progressive companies are opening up their kimonos and letting prospective employees see what type of career moves are actually possible. \u201cEmployers have gone from pontificating about career growth to complete transparency and the creation of real career action plans,\u201d noted Linda Ginac, CEO of TalentGuard. High potentials want a fast track. Here\u2019s how smart companies are using career mapping to attract and hire top technical candidates.<\/p>\n

Show Them the Way<\/h3>\n

Amy Kardel used to spend hours tracking down candidates to fill open positions at her technical support firm Clever Ducks. But after she started giving prospects the opportunity to preview their personal growth plan during the hiring process, she\u2019s been able to maintain a full pipeline. \u201cThe first 90 days on the job are scripted,\u201d explained Kardel, Clever Ducks\u2019 president and co-founder and chairwoman of CompTIA Board of Directors. \u201cWe give candidates a list of certifications they must obtain at 30, 60 and 90 days and a list of four different \u2018majors\u2019<\/a> or tracks they can choose to specialize in after that.\u201d Each specialty has its own career roadmap outlining the skills and certifications the employee must attain over the first three years, as well as the promotions and raises they will receive. Prospects visit the firm\u2019s \u201cbragging wall,\u201d which tracks each employee\u2019s individual progress; they also have the opportunity to meet with veteran workers who will serve as their study hall coaches and mentors. \u201cWe provide proof of concept when it comes to career progression,\u201d Kardel said. \u201cFrankly, not everyone is interested in growing that quickly\u2026 Being able to view the career path up-front gives candidates who want to move more slowly the chance to pursue other opportunities.\u201d Companies that have invested in career pathing software and tools are finding that the benefits extend beyond their current staff, explained Stan Kimer, president of Total Engagement. They\u2019ve turned their career pathing platform into a recruiting tool by letting prospects view the actual career maps of tech pros who work for the company. \u201cBeing able to view the various routes that senior tech pros have taken and the diverse ways that they\u2019ve acquired transferable skills and education really resonates with mid-career and junior tech professionals,\u201d Kimer said. \u201cIt opens their eyes to future roles and paths they hadn\u2019t even considered as well as the skills they need to build.\u201d Often a candidate can find three or four career maps of people with whom they have things in common, and that provides encouragement and inspiration. Plus, they can see how successful tech pros have acquired skills through community activities or by moving vertically and horizontally via stretch assignments. It\u2019s news to most junior professionals that the path to career success rarely travels a straight line.<\/p>\n

Offer Guidance and Coaching<\/h3>\n

The most advanced companies don\u2019t just provide a teaser of what might come. Tech candidates are given guest passwords and allowed to build out custom career paths using the company\u2019s career mapping tool and resources. Waiting until the person has been hired to begin the career planning process puts companies at a disadvantage. High potentials are likely to accept another offer if they don\u2019t see a clear future for themselves at your company. Candidates also receive guidance and advice from managers and peers, which helps them envision what their career path might look like at your company. Adding a human touch to the career mapping process is an irresistible force. \u201cMost tools provide a skill gap analysis based on the role the worker wants to pursue,\u201d Ginac explained. \u201cAnd the platform typically provides links to learning programs or suggestions for acquiring required skills and experience, which leads to informed conversations with hiring managers and role model employees who have already travelled the path.\u201d Jennifer Korsun understands the persuasive power of connecting prospects with tech pros who have moved up the company ladder. The director of People Operations for IT services provider iVenture recently landed three new hires after the soon-to-be grads spoke with a current employee who progressed from help desk to engineering in just three years. Even though the company provides career pathing tools, training labs and reimbursement for certification fees, the employee was able to explain how he tapped the company\u2019s tools and support system to build his skillset and advance through several systems administration positions in a relatively short period of time. And when it comes to explaining the potential for growth to a potential tech worker, there\u2019s no substitute for proof-of-concept. \u201cHis story was proof of a clear and attractive career path and the major reason why the graduates decided to join our company,\u201d Korsun said.<\/p>\n","protected":false},"excerpt":{"rendered":"

Of the 40 percent of tech pros who plan to change jobs in 2017, 31 percent are looking for more responsibility, according to the Dice Salary Survey. To address tech pros\u2019 desire for professional development and career progression, forward-thinking companies are incorporating career-mapping exercises into the hiring process. They\u2019ve discovered that giving high-potential tech workers […]<\/p>\n","protected":false},"author":132,"featured_media":121610950,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2155,2158],"class_list":["post-999881627","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hiring-candidates","category-onboarding"],"acf":[],"yoast_head":"\nWhy Career Mapping is a Powerful Recruiting Tool - Dice Hiring<\/title>\n<meta name=\"description\" content=\"Of the 40 percent of tech pros who plan to change jobs in 2017, 31 percent are looking for more responsibility, according to the Dice Salary Survey. 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