Whatever industry you operate in, to stay competitive and successful in the long term and handle future uncertainty it is vital to have the right leaders in place. When appointing new executives you need to explore in-depth whether candidates are equipped to deal with the role’s current and future demands.
Talent Management is one of those terms that we glibly throw around in our HR strategy meetings and boardrooms. We all recognise that Talent Management is the process of recruiting, retaining, and developing our most talented employees, in line with our organisational goals. However, even with this precise definition, it’s clear that there is no template to manage talent and no foolproof way to bring our talent to the top.
Personality assessments are commonplace in today’s recruitment processes, as potential employers look to understand how closely a candidate fits their role and organisation. A high quality personality questionnaire adds real value to a selection process by delivering insight into the work style and preferences of an individual. But with the popularity of these tools comes a variety of myths surrounding their use.
International secondments can bring a wide range of benefits, both for employers and employees. They’re an agile way for organisations to fill vacancies, as well as offering excellent opportunities for individuals to develop new skills and experience different cultures.