RESOLUTIO Human Resources Consulting - Professional assessment of competence - Talent Identification - About the method

Definition: process of selection of individuals from among the Company’s employees or graduates of the Universities, with extremely high competency potential – so-called Talents

OBJECTIVES:

• Recruitment from the market and development of valuable and talented candidates
• Selection of people, within the Company, with the highest developmental potential
• Identification of strengths of candidates for developmental programs and areas that should be improved
• Building the management from the group of people with the highest competency potential

METHOD:

• Internally recruited candidates for the developmental program may be nominated by the superiors or come forward on their own
• Externally recruited candidates may be selected from the market, through a specially designed and realized recruitment process
• The recruitment is divided into 3 or 4 stages of candidates selection (depending on the process, e.g.: selection of application forms, telephone call, motivation interview, Mini Assessment Centre, Assessment Centre)
• After each stage of the recruitment process, participants receive information concerning their further participation in the process
• Participants of the final stages (MiniAC, AC) are provided with feedback in a form of an individual report or during a meeting dedicated to discussion about the results of the assessment and creation of a developmental plan
• In case of internal recruitment for developmental programs, the competence appraisal with AC may be supplemented with 360 Degree Feedback, its results also form part of the report or the individual meeting 360 Degree Feedback

THE ELEMENTS OF THE PROCESS:

• Defining the objectives and character of the developmental program and determining the expected competences of participants
• Determining the stages of the process, development of the methodology of candidates recruitment and selection criteria
• Information campaign concerning the recruitment for the program
• Realization of the following stages of recruitment process
• Recommendation of the best candidates and preparation of reports concerning members of the process (individual reports and group report)
• Meeting dedicated to providing each member of the last stages with feedback (optional stage)

BENEFITS:

• Recruitment and development of talented people that can fulfill important roles in the organization
• The awareness of strengths and areas for development of people selected for the program – possibility to use this knowledge during building of development paths
• Increase of employees identification with the Company trough participation in a prestigious program
• Prevention of outflow of the most important employees and at the same time attraction of the best University graduates.
• Optimization of Company’s personnel policy – investment in areas of the highest rate of return
• Building of positive internal image of the Company, as an organization that takes care about employee and invests in his or her development, as well as external image, as a Company that employs the best specialists
• The starting point for development of “Talent” management system that is aimed at realization of developmental and business objectives of the organization