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The Hidden Talent: A Roadmap for getting the best of the talent you already have in-house

By giving an increased number of internal candidates the chance to apply, organisations are more likely to identify and develop their top internal talent, in a way that is fair and objective.

According to Korn Ferry Hay Group, in his Recruitment buzz article, ‘The Hidden Talent,’ organisations are increasingly looking internally to identify the potential they need for the future, as finding people externally can be difficult, time consuming and costly.

The emphasis is now on organisations to understand what talent is already in the business, and to ensure that it is developed and nurtured effectively.

So how are companies identifying those with high potential?

Organisations provide insight for all employees in to their high potential scheme and the future roles applicants might expect to fill. Increasingly this approach is allowing organisations to identify the hidden talent within.

However, opening up high potential programmes to a wider internal audience can lead to a high volume of applications, and managing this effectively can be a real challenge.

Korn Ferry recommends an effective approach.

Implementing an engaging and insightful process for your high potential scheme

  • An internal website can be a great way to create interest in the high potential programme. Ideas for content include an overview of the programme, the different stages within the application process, and testimonials from previous candidates who have gone on to complete the programme.
  • Provide insight in to the programme and future roles by using a realistic preview. Providing insight upfront could reduce the amount of people that drop out of the programme, or leave shortly after its completion.
  • Online psychometric assessments, such as personality or ability assessments, can be used to highlight the strengths and weaknesses of candidates, along with their likely fit. Following completion of assessments, candidates should be provided with objective feedback, to aid their future.

By this stage, only the very best of your internal talent will be left in the process, and their numbers should be a lot more manageable for your HR team to handle.

By giving an increased number of internal candidates the chance to apply, organisations are more likely to identify and develop their top internal talent, in a way that is fair and objective.