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3 reasons to recruit Talent



Virginie Graziani

Talent Management & Synergologist

15 September 2022

Reading Time: 4 minutes



In an ever-changing world, businesses are not left behind. Today, the fundamentals of planning are being challenged. Visions, strategies and policies must be variable geometry. In order to carry them through, they must be translated into action on the ground. To be effective, the company must therefore have an appropriate organizational chart. Indeed, the people in an organization are THE levers for success.

Recruiting Talents

This is where skills and talent come in. And human resources are trying to put processes in place to better understand the reality of talent management.

Indeed, the whole company is concerned: Management, Human Resources and employees, whether they are talents or not! So why do companies recruit talent?

The mastery of an operational Talent

Companies are looking to recruit employees who have specific skills in addition to their ability to develop others. In a fast-paced world, it is better to be progressive yourself.

As a result, the most sought-after individuals are those who are able to use their intellectual curiosity to broaden their range of skills. Hence the sudden interest in high potential people who have a brain that works at full speed, an exacerbated sensitivity and a feeling of living perpetually on the fringe.

With the urge to continually develop their skills, High Potentials are never satisfied. Indeed, this population of professionals has a capacity of abstraction allowing them to think quickly. Their motivation is directly linked to the interest of a task, their curiosity and their need to create.

Ability to perform the job of Manager

As soon as the company grows, the biggest challenge falls on the shoulders of the managers, who are the relays of the management at all levels. In the traditional Latin model of career development, organizations often seek out individuals on the job market who are capable of holding strategic “top of the pyramid” positions.

Parachuted into a new world, this model clearly demonstrates the lack of preparation of internal progression plans. The “executive transition” process does not exist in the services sector, where turnover is much higher than in industry, which has an old tradition of career management based on skills and seniority.


The precursors of tomorrow’s world


The more experienced employees are, the more they are formatted according to well-established rules and procedures. It will therefore be difficult to make them evolve towards other ways of doing things.

Thus, the added value of today’s high performers is mostly based on their expertise and seniority, which can prove to be a limitation in the face of the uncertainty of the world to come.

Indeed, studies show that today’s high performers are not necessarily tomorrow’s. We don’t know what the company of the future will look like, but what is certain is that it will be completely different from the one we know today.

Today’s skills and professions are bound to evolve significantly, or even disappear for some. Recruiting a talent and/or a high potential allows the company to build a strategic competitive advantage in the long term.

Having at heart to make the world move forward or, at least, to contribute to the building, even in the most anonymous fields, these talented employees will find a particular interest in being at the forefront of creation, research, innovation and ideas.

However, it is not enough to recruit these profiles; you must also know how to integrate them, retain them and develop them. A company and an organizational chart that value efficient employees who want to invest themselves are a real asset!

But to do this, you also need to identify tomorrow’s potential among your existing employees. Double your chances of success with our Assessment Center services.


About the Assessment Center


Some praise the merits of the Serious game. It is true that the two approaches have a common basis: they both come from the American army. However, what follows differs greatly: the Assessment Centre is an evaluation process, while the Serious Game is a training and (in)training tool, with playful elements and technologies from the video game. Others are familiarising themselves with the MRS (method of recruitment by simulation), which is much less complete but also inspired by the fundamentals of the Assessment Centre.

The Assessment or Development Center are methodologies that use a professional situation. The objective is to carry out a precise diagnosis of the strengths and areas for improvement of a candidate or employee. In the context of recruitment, this stage enables the company to advise on a suitable integration plan for the individual’s personality and skills. Also, having a global vision of talent is essential to prepare a new organisation within a company. In the case of internal mobility, the assessment includes specific recommendations on a development plan.





Explore how an individual will perform in the future : Discover our Assessment Center based on simulation of a professional environment

To find out more about how we can help you attract, motivate and find the right talent, please contact us via the contact form or at contact@apostrof.fr.


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RH Consulting – Talent Management
Scientific evaluation of skills and potential

Expert in the evaluation and development of resources, skills and potential, Apostrof helps you make the right decisions regarding recruitment, annual interviews, professional training, organisation of operational staff, career management and professional development, succession plans and high potential..

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17 rue de Naples Paris 8è France
+33 (0)4 27 44 96 65

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