Using data to identify the best professionals
Our market intelligence benchmarking team use a wide variety of data sources, combined with a methodical approach, to deliver a unique approach to recruitment. Using our established data model, we evaluate the availability of professionals to ensure our searches find the best talent through data led marketing campaigns.
What problems does the Talent Mapping and Competitor Analysis service solve?
Many organisations want to learn more about where the top candidates for their market are located across the country, including key candidate behaviours and preferences as well as overall hiring demands for certain roles, particularly when it comes to the actions of your top competitors.
Few employers have access to data tailored specifically to their business; this can be an invaluable guide to combat potential issues affecting overall business success, including:
Inaccurate target marketing
Without the ability to see and compare market positions, businesses are unable to identify where to target recruitment efforts, risking time and money being spent in ineffective areas.
Prolonged recruitment processes
A lack of understanding around current market trends can lead to unrealistic expectations on where to find top talent, and what that talent looks like, extending the search process.
Top talent lost to competitors
Without gaining information through a talent mapping process, companies risk failing to develop competitive compensation packages that ensure they can attract top candidates.
What are the key benefits of the Talent Mapping and Competitor Analysis service?
Bridge the pay gaps in your organisation, with data that's relevant and non-biased. Using our established data model we evaluate the availability of professionals to ensure our searches find the best talent through data led marketing campaigns across job advertising, social media and pro-active headhunting.
Learn how you compare to competitors
Our data-backed analysis will help you to identify how your business is performing in terms of attraction and retention rates, compared these to similar organisations in the market.
Find out where competitors obtain talent
In this candidate-short market, we can locate talent with transferable skills and where competition have located their talent, as well as where they are obtaining their funding.
More educated search of the market
We will locate in-demand talent, specifically relating to the candidates you are searching for. We can also uncover competitor organisational structures and movements.
Robert Walters has 35 years of experience operating in this business. Using a combination of our own recruitment data, paid for data partners, publicly available insights and the knowledge of our recruitment experts, we build bespoke overviews to give you the most accurate view of the market.
All data collated is internally checked to ensure maximum validity.
If there is online information about a candidate, or we have this stored internally, we can amalgamate multiple sources. If a candidate does not have an online profile, they will not pull through to this analysis.
Our Talent Mapping and Competitor Analysis reports can include key market trends, talent heatmaps, details of companies retaining the talent you are looking for, employee value propositions and competitor insights, such as funding activity.
You can request a sample of our report to find out more.
No two projects are the same. Upon your enquiry we will have a call to understand your needs and business problem. We will then construct a methodology on how best to fix this issue and deliver our suggestions. We can break-down our data down into several categories: company size, industry, location, sector and job title. If the data is available, we can tailor this to meet your requirements.
If we do not believe we can offer you the services you need, we make you aware of this upon our first call.
We find talent mapping useful across the senior leadership teams and heads of talent, including CEOs, MDs, Heads of Recruitment, and anyone involved in people-management and recruitment.
Our cost is completely dependent on how many person-hours delivery will take and how much data is needed to be purchased to complete your bespoke project. We have a team of in-house analysts who will provide accurate quotations upon discussing your bespoke requirements.
Depending on the complexity of the project, our usual turnaround time is between 6-8 weeks from you providing the team with your final requirements.
We suggest beginning your Talent Mapping and Competitor Analysis process 3-6 months prior to embarking on any business growth or expansion, so that you are able to implement our analysis suggestions into your structural plans’ recruitment process.
Request a quote
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Find out more about our other Market Intelligence services:
Benefits of partnering with the Robert Walters Group Market Intelligence team
Our agile mindset allows us to build collaborative partnerships with businesses to provide tailored, custom-made research that meets their specific requirements, allowing businesses to leverage on our sophisticated global research team, the latest market software, diverse & broad candidate network and subject-matter experts.
We use a wide variety of data sources combined with a methodical approach to ensure the accuracy and validity of our data, with in-depth statistical rigour to provide strong market analysis.
When is the right time to start salary benchmarking?We suggest beginning your benchmarking process 3 months prior to the start of the hiring project / end of the financial year, as this is an ideal time to assess and plan required headcounts. Benchmarking is also a beneficial tool for business expansion, as it identifies which talent competitors are utilising to support their business. This is particularly valuable if you are growing within different regions, as it highlights the key areas where you could be more cost effective. If you are experiencing employee attrition, the benchmarking service can help to uncover whether your competitors have more appealing offerings, so that you can ensure your packages will attract/retain talent.
What information does benchmarking include?We provide the lower 25th and the top 75th percentile of all salaries benchmarked, as well as both mean and median averages of all data collated. This data is then separated into the various locations that are of interest, with each of the job titles listed.
Where does benchmarking data come from?Using a combination of our own recruitment data, paid for data partners, publicly available insights and the knowledge of our recruitment experts, we build bespoke overviews of the compensation and benefits required to attract the best talent. All data collated is internally checked to ensure maximum validity.
How many data points are used in benchmarking?Our data points differ depending on our clients overall requirements, such as what industry, sector, job role or location is of interest. Our Market Intelligence team aim to take a minimum of 20 values – where there is not 20 data points, we source additional postings directly from google advanced commands, web-scraping, job boards and desk research. If the area of interest is very specific, such as a niche job title, we will be entirely honest with the amount of data we can provide before any commitments are made.
How is salary benchmarking data analysed?The team standardises terminology against various job specifications, filling in any necessary fields manually. Each job title / data row is analysed, looking for the matching contract rates. To accurately calculate the value, the bottom 20%, as well as outliers of double minimum value, is removed.
How bespoke is benefits benchmarking?We can break-down our data down into several categories: company size, industry, location, sector and job title. As long as the data is available, we can tailor this to meet your requirements.
Who is benefits benchmarking useful for?We find benchmarking data is particularly valuable for: HR teams, Procurement Officers, Finance Directors, CFOs, CIOs, IT Directors and any other team members who are usually involved in financial decision making.
How much does benchmarking cost?Our cost is completely dependent on how many person hours delivery will take. We have a team of in-house analysts who will provide accurate quotations upon discussing your bespoke requirements.
How long does salary benchmarking take?Depending on the complexity of the project, our usual turnaround time is between 6-8 weeks from you providing the team with your final requirements.