Identifying Genuine Talent in the Workplace for Better Success

The workplace is vast hub of talent.  How do we identify and unlock true potential? 

good should look like. 

Talent Management spans Sourcing, Hiring, Performance Development, and Retention.

Tech is changing the way we define and identify Talent.  Data analytics have paved the way for evidence based decisions throughout the Talent Management process.  Including social media to attract candidates, AI for the selection process and data to support, plus multimedia tools to provide dynamic training and development opportunities.

Talent profiling usually starts with a combination of business culture, underpinned by its values and organisational goals.  Layer these with the key skills and attributes to perform high impact roles. 

Whilst companies endeavour to make this process as objective as possible inevitably direct/indirect encounters and feedback build a perception of the employee.  Leaders need to challenge feedback and opinion to gain a broad view of the employee to ensure the most robust review of their performance and potential. 

Can Potential really be measured?

Are robust talent processes reliable enough even when done well.  Potential is at its core based on a multitude of behavioural assets including attitude, approach to tasks, learning potential, agility, temperament and curiosity.  And does recognition of potential and ultimately success depend on the personality, attitude and elements of bias of leaders that surround them going to seal their career pathway fate?

As with all other forms pf assessment gaining a variety of sources of feedback and inputs is critical to identify talent.

In this environment of fragmented career pathways Technical know how is important but navigating routes, anticipating hurdles, channeling ambition and remaining calm amongst the chaos all with a ‘positive, constructive outlook’ will be the recipe to topping up your career back pack.