In a changing world, companies are constantly evolving: visions, strategies and policies vary. All this must be translated into operational actions and therefore supported by an organisation chart! The people in an organisation are THE levers for success. This is why organisations are increasingly concerned with managing the talent already present in their teams. Indeed, having one or more talents in the teams, allows to ensure this success and to build a target organisation which values the performing employees and who want to invest themselves. Attracting these profiles can therefore build a strategic competitive advantage.
How to identify and develop Talents?
There are two main approaches to taking action. Some assess a candidate’s (or employee’s) talent on the basis of performance already observed in a current position. For others, the objective is to identify a potential employee who is ready to take up targeted positions that will allow him or her to achieve professional fulfilment.
This depends very much on the convictions of the women and men in the Human Resources Department. Individuals who perform well in their daily activities are easy to spot, you just need to put in place the right operational indicators.
On the other hand, several studies show us that only one potential is found in a group of 7 performers. Therefore, we need to go further to identify and develop the unseen potentialities.
This is where things get complicated. While managers have many tools to evaluate their employees in the light of today’s known strategic and operational objectives, it becomes tricky when it comes to stepping outside this context and imagining an individual in a completely different universe!
In these situations, it is therefore necessary to look for other tools to assess these “invisibles”.
Relevance of the work situations
A different type of evaluation is needed, oriented towards the detection of more transversal and strategic skills. It is also a question of implementing a different purpose than that of performance.
In fact, the objective is placed in a different place: it is a question of revealing and accompanying talents in the making, often unknown to the employee himself. With the objective of being neutral and factual, the principle of situational testing makes it possible to observe a person’s ability to bounce back from given situations, even new ones.
The main advantage of the Assessment Centre is its degree of predictability. The resulting analysis, carried out by experts at the end of the exercise, is based on factual observations.
It thus provides a reliable picture of the candidate’s skills and potential, regardless of the professional environment. Generally, participants appreciate the operational and concrete aspect of the exercises, as they can clearly see the link with the competences surveyed.
About the Assessment Center
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.
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Whatever your objectives, we can help you attract, motivate and find the right talent. To contact us, use the contact form or write to us directly at email@example.com