Recruiting new talents with Human Side©

Graduation and direct comparison : The profile Person/position comparison

 

• Motivations, and values for the position and application to maintenance
• Preference for thought
• Reading the results
• Synthesis: Competency Repository
• Synthesis: Summary of the repository (example)
• The Personal/Post-Match profile is used to identify, analyze and understand the differences that may exist between a person’s natural behaviour, which corresponds to what he or she is, and the behaviour expected for a given position so that skills can be expressed in optimal efficiency.

 

Defining the criteria for “talent”

 

• Develop criteria for assessing potential and high potentials
• Identify discriminatory criteria
• Cross performance and potential
• Build the grid for identifying potentials and high potentials

 

Define and detect potentials

• Definition of the concept of key resources (talent, potential, high potential and expert; key competence, ability to innovate and manage…)
• Tools to detect skills and potential: competency assessment, evaluation interviews, feedback…
• Build referentials according to the type of company
• Decline them according to strategic skills

 

Natural talent

• Differentiate the notions of competence, personality traits, potential values and natural talents
• Understanding the origin of natural talent formation with the contributions of neuroscience: the reward loop
• To evolve from the logic of know-how (skills) to that of loving it (talents)
• Assessing the benefits of management through natural talents for yourself and your company