Define what you need.

What good looks like.

Defining talent requirements is similar to defining the “goal post”. It is critically important as it provides the foundation for all downstream talent processes. As talent management really comes alive in reporting (how information is used for decision making) Talent Requirements and accurately defining talent requirement provides the foundation for reporting and for better talent decision making.

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Talent Models

We use scientifically validated talent frameworks as the foundation of a standard measurement model. Scientifically validated frameworks in our value adding technology provides us with the ability to produce and audit tailored client frameworks and models quickly and efficient from a standard set of components. It reduces reliance on the particular skills and abilities of individual consultants or employees and produces a more consistent, high quality product for client organisations. All our models are linked to standard measurement methods right from the start.

Talent requirement profiles consist of Talent Models that contribute to the overall score and those that add useful additional information to consider (doesn’t contribute to overall score) in the selection or development decision.

By means of job analysis and talent requirement profiling talent models are linked and profiled per level and per role if needed. Talent requirements profiling provides for a more holistic and standardised job description.

Scientifically validated talent frameworks

Scientifically validated frameworks such as the Saville Consulting WAVE Performance Culture Framework detailed to the right acts as underlying construct frameworks that provides us with a rational, consistent and practical basis for defining what talent factors we need to ensure success at a given level of work or in a specific role.

Talent Models on the right are based on scientifically validated frameworks at an executive level.

We use generic off-the-shelve models as well as models tailored specific for clients. To ensure that solutions are contextual we encourage some customisation with most clients opting to design their own competency and values model.

All talent models are based on underlying scientific construct frameworks that provides us with a rational, consistent and practical basis for defining and auditing client specific talent models.

If you already have specific customised models, we can audit and map client frameworks and models quickly and efficient to a standard, scientific models that will allow accurate measurement and class leading reporting.

To ensure that our client solutions are contextual and automated we create a unique webservice account for each client.

This allows us unlimited flexibility to customise and assign talent models to clients for use in the talent process.

After linking talent models to a client that client can select per talent level or job:

  • To Include the model in the selection and/or development report
  • To profile the talent model sub areas
  • To Include in the overall selection and/or development fit score
  • The talent model weighting (%) in the overall selection and/or development fit score

This approach allows our clients to get really close to the requirements of the level and the job in all the downstream talent process.

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Job profiling functionality

  • Create, approve and manage jobs
  • Analyse and profile roles
  • Manage job descriptions and success profiles as a single profile
  • Keep all job records safe in one place
  • Link jobs to Talent Requirement Profiles (per level or specific to each job)
  • Create automated workflow
  • Flag mission critical jobs
  • Create talent pools for succession