Talent Mapping and Pipelining for the Future

Project

With record levels on investment in transport infrastructure, this high-profile state government enterprise is charged with delivering a number of complex, high-value road and rail projects over the coming decade and beyond.

In order to meet this unprecedented level of construction activity, the organisation needed to undertake a major talent attraction and recruitment campaign and had identified a number of high-risk roles that had traditionally been challenging and time consuming to identify suitable individuals for. The role identified were typically in the new commercial and contracts management division, ranging from senior project commercial leaders through to Director and Executive level roles.

The organisation identified the need for a proactive approach to mitigate these hiring risks and engaged Universe to develop an appropriate strategy to identify and ultimately attract the best talent to deliver these critical landmark infrastructure projects and build their team for future success.

Solution

Working with senior business and HR leaders, Universe helped to identify to scope requirements of the proposed job roles, identifying seven distinct job roles across three defined career levels – Senior Project Level, Senior Group Level and Director / Executive Level.

Drawing on our extensive networks in the transport infrastructure space developed over a combined 25 years in the sector, we employed our expert research methodologies to identify and map out relevant talent nationally across the job roles and corresponding career levels.

Our research also included investigation into current market salary and benchmarking data for the proposed roles, as well as anticipated trends.

Our project report also provided detailed analytics around gender splits and composition across individuals presenting with skills and experience across the defined career levels, as well as the distributions of top talent across the various types of organisations within the construction sector including other client-side organisations, contractors and consulting firms, as well the geographical spread of talent across Australia

Outcome

The talent mapping process identified over 300 potential targets nationally, whose backgrounds were profiled and provided to the client in a detailed report. Our team assisted with presenting and communicating this data with the internal talent attraction and sourcing teams, as well integrating the information into the organisation’s HR systems. This mapping has been utilised by the organisation as a first point of call for talent identification for challenging commercial roles and has supported the development of a pipeline of commercial talent to meet current and projected needs.

Data from our project report including salary benchmarking and talent distribution has also assisted our client in being able to make informed hiring decisions, as well compare their organisation against the wider industry sector.