Talent Management
Getting exceptional people to perform exceptionally, that’s talent management. Having the right people in the right place/position in your company, can provide you with the competitive edge you’ve been looking for.
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Talent is measurable
In order to manage and develop talent, you first have to know what they are. Talent assessment provides a systematic approach to find out:
- What competencies predict performance and success in a specific job/corporate position
- Who are the people that have these competencies that will make them a successful employee
- Who are the people that need some further development
- Who are the people that are fit for job rotation and/or promotion
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Measuring talent has positive consequences
Both you and your staff will benefit from knowing exactly what your talents and competencies are.
- When people feel like they are fulfilling their potential, they will have a higher level of job satisfaction
- You’ll improve the return on investment on the talent
- We can predict the future job performance of the employee
The seven steps of an assessment
Step one: Develop the competency matrix in line with the target job
– What are the competencies that differentiate between superior and average performance for the job?
– How do we define the ‘to look for’ competencies?
– How do these competencies translate into behavior?
– On what level of the competency does the company require the employee to perform?
Step two: Select or develop assessment tools
Examples of measuring tools that can be used in an assessment:
– Inbox exercises
– Coaching exercises
– Vision presentation/ strategy speeches
– Behavioral event interview
– Personality test – We are authorized by Hogan, SHL and Psychometrics Canada for Personality Assessment tools
– Group discussion
Step three: Assess the competencies of the candidates for the job
The candidate participating in the assessment gets the opportunity to give a talk about his competencies and to demonstrate them in front of a team of professional assessors.
Recording
During the assessment, the candidate receives a score on the competencies presented.
R&S management consultancy strives for the highest level of objectivity in the evaluation of the candidate’s strengths and areas of improvement. Our knowledge, experience and professional approach makes this possible.
Classify
R&S assessors classify different competencies from different exercises
Evaluate
Evaluation of each participant by a group of internal and external assessors.
Analyzing the gap in skills between the job description and the candidate. Listing optional development actions.