Updated on 19/05/2026
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
Prerequisites
No prerequisites.
Assessment method
We assess learning outcomes through role-play exercises and/or multiple-choice questionnaires or quizzes during and/or at the end of the sessions. Observations and feedback from the consultant are also provided during the role-play exercises.
