Talent identification

Assess Manager can help you define and identify your talents so that you can design the company of tomorrow, with your future Key People.

Talent identification and talent mapping

People reviews, key people, talent mapping… these are all anglicisms with one major objective: to identify the talent of tomorrow in order to invest in the company’s human capital of the future and ensure its loyalty.

Here we set out a definition of talent, the issues facing companies in this race for talent, and the solutions we propose to complement those you may already have in place.

What is talent?

Not all companies have the same definition of talent when it comes to determining criteria. However, they all agree that a talent is someone you want to retain and develop to ensure the company’s future, and on whom you can already rely.

The notion of measurable results is a detection factor. Any employee who performs beyond expectations is often a candidate to become a company talent. The 9-box or even 12-box talent mapping aims to achieve the same result.

While results are one of the criteria, they are rarely the only one used to detect talent. It can sometimes prove to be a risk if the achievement of results is highly individualistic, or even involves conflicts of interest. Today, HR directors are pointing the finger at this limitation.

In defining criteria for detecting talent, other companies take a more qualitative rather than quantitative approach. A talent sometimes becomes a key person because his or her expertise is unique and/or critical for the company.

Whenemotional and intellectualagility are high, and managerial agility too. We often have a talent. These criteria alone are not enough, but they are very revealing first indicators, and are proposed in Assess Manager ‘s MANAG-ER management tests.

The Assess Manager management test helps you to define the talent in your company according to the criteria reviewed.

Why rationalise talent identification?

What companies are increasingly complaining about is the impression that they are missing out on talent without even knowing it, or that they are including someone in a talent programme who may not have been eligible. This growing awareness makes this a strategic issue.

How do you miss out on talent?

Talent is detected through the results and/or assessment of the L1, backed up by a careers committee.

In both cases, how can risks of failure arise?

  • A so-called “potential talent” is not recruited for the right job, and does not fulfil his or her potential.
  • A manager finds his colleague particularly talented and perceives him as a threat to his own position. He withholds information from the people review and the talent leaves the company.
  • A Manager has recruited his “colt” and promotes him as a talent, pushing him hard with HR, which does not always have sufficient counterweight to make the assessment objective.

These are 3 classic examples, and others could be cited.

What solutions does Assess Manager offer to detect talent in your organisation?

  1. Analysis and advice on defining your company’s talent (there may be several types of talent)
  2. Translation of the definitions into objective criteria (results, adaptability, commitment, fit with the company’s culture, etc.)
  3. Setting up an automated talent detection filter to produce a level 1 panel of potential talent (Assess Manager solutions)
  4. Assessment of the level 1 panel to validate all the automatic criteria, through a second in-depth filter (Assess Manager services and production of deliverables)
  5. Presentation of the level 2 panel to the CODIR or careers committee, depending on the company, for final validation on a level 3 talent group.
  6. Closure process with potential talent not selected to maintain motivation levels and open up possibilities for the future, if the defined criteria allow.
  7. Implementation by the company of measures to retain talent (training programme, typical career path within the company, etc.).

Assess Manager can provide you with an answer to each of these questions and help you manage the project so that you can put in place tried and tested, objective methods for detecting talent, to complement your people reviews.

ASSESSMENT Offer : Assess a candidate’s skills using a range of psychometric tools and a variety of situational exercises

Key points about talent identification

  • Talent identification is not a fad, but an investment in the future.
  • Talent spotting can be used objectively to select the company’s real talent, so as not to miss out on any.
  • The investment in the process is less costly than the loss of an overlooked talent.

To go further with Assess Manager