3 tools to help identify hidden talent in your organization

Employers everywhere are scrambling to adjust to the talent shortages they are facing in 2021. Some are realizing the solution to filling open positions is to tap the incredible amount of hidden talent already working for them.

When we identify hidden talent in organizations--whether that means at the lower-level, among mid-level managers, or at the C-level--this is how we do it. Here are three assessment tools you can use to identify the hidden talent, personnel risks, and opportunities in your organization.


1. Transferable skills inventory

When looking for hidden talent, at any level of the organization, it's important to focus on the factors which differentiate one high-performer from another. Those are what we call broad transferable skills--the types of skills which are a positive attribute for anyone, in any industry.

We break these skills down into three categories:

  1. Learning skills: How well the employee learns new information or analyzes existing information
  2. Relationship skills: The employee's ability to effectively collaborate and build positive working relationships
  3. Value adding orientation: How focused the employee is on adding value in every interaction and contributing to the mission of the organization

The transferable skills inventory is a great tool for identifying talent at any level for further targeted development, or for identifying one's own strengths and weaknesses in the workplace.




2. The Strong Manager Index

Nearly 90% of leaders are not providing direct reports with the guidance, direction, support, and coaching they need. If turnover is skyrocketing among your best talent, chronic undermanagement may be the cause.

We developed our Strong Manager Index based on what the best managers--that is, the ones with the highest retention and performance rates--do differently:

  • Clear communication of the mission, vision, and values of the company
  • High-quality, routine one-on-one meetings, focused on employee development
  • Support for and recognition of high performance

The Strong Manager Index helps identify the best mid-level managerial talent to develop into senior leadership positions, as well as diagnose cases of undermanagement among your leadership team.




3. Executive leadership competencies model

Personnel risks and opportunities are everywhere--even in the C-suite. Identifying which senior leaders have the right mix of strategic and people-focused thinking is crucial, particularly if you're in the midst of a merger or acquisition.

Our executive leadership competencies model has been designed to dig deeper into six key areas of C-suite success:

  1. High-level thinking
  2. Confidence of direct reports
  3. Decision making
  4. Leadership
  5. Executive management
  6. Attitude (Which, yeah, it matters--a lot.)


Need more help identifying personnel risks and opportunities in your organization?
Contact us to learn how our in-depth talent assessment process can help.

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