Identifiying Internal Talent

The aim is to identify people from within a company that are considered to have potential for developing a career in the company. This made it possible to devise training and development plans that would meet the needs detected and avoid unwanted staff turnover.

When is it recommended?
In all those cases in which the company wants to identify precisely those people that in the short, medium or long term could fill positions of a higher level of responsibility. In this way, a company can achieve to deal with talent properly, which is a key factor in reaching the goals that are expected.

How do we go about it?
In a rigorous way, using the most innovative and advanced methodologies, which allows to get an objective overview, not only of the expert skills they should have, but also of the competences and abilities that the company considers crucial according to their culture.

Practical Case:
A company of the insurance sector in a period of growth, and thus foreseeing the need to fill positions, that would be newly created as well as vacancies coming up due to retirement.

Objective criteria were set up to identify first of all who was going to be chosen to participate in the assessment programme: The years of working in the company, age, training, performance evaluation…

Then a programme of Development Centre was put together, which included the most suitable exercises in order to see clearly the strengths and areas for improvement of each person. This enabled us to devise the most adequate training and development plan for acquiring the essential knowledge and skills that would help them when taking up managerial functions at any time.

After that, feed-back interviews were held with every one of the participants so that they would know in detail about their profile and areas to improve, which contributed to their total involvement in the development programme.

Given the great results of the first programme, the company set up a policy of carrying out an annual programme with the same characteristics to ensure that all the vacancies coming up would be filled successfully and thus always offering the possibility to occupy these posts with internal candidates rather than looking for them outside the company.

In this way, the identification of the people from within the company was achieved and its know-how retained.