Delivering Rigorous Talent Management

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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.

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

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 is the desired profile of the ideal candidate for the 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

What is the best combination of tools is needed to optimally screen each of the required competencies in order to predict success in the target job?


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

Behavioral observation

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.


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.


R&S assessors classify different competencies from different exercises


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.

Step four: Decision

Evaluate the extent to which the person fits the job

Step five: Reports and individual briefings

R&S prepares a detailed report for the behavioral observation validated with personality analysis.

Step six: Design the development plan

Based on the self-assessment and external assessor’s assessment; a debriefing session will take place to design a personal development plan and organization training & development plan. The outcome is the development of commitment, social contract among 3 stakeholders: line manager, HR and assessee to be monitored throughout the year.

Step seven: Implement the performance management process