the potential of talent
TRANSCRIPT
Speakers
Kirsten Jansen – Communication Manager
Gyuri Vergouw – Owner Vergouw Consulting
When hiring talent, which selection
criteria are most important for your
organisation?
Talentmanagement
how to spot, develop and retain
the potential of talent
Breakfast Meeting
Undutchables
Gyuri Vergouw MSc MMC
Summary
• How did talentmanagement evolve in history?
• How can you identify talent?
• How do you spot talent?
• What are the crucial questions you can ask when youhave a job interview with a talented person?
• What is the best way to retain the talented?
Why is talent so important?
Companies with sophisticated talent management
outperform peers by:
• 26 % higher revenue per employee
• 29% higher engagement levels
• 40 % lower turnover among high performing
employees
Five era’s of talent management
Physical attributes: till approx. 1850 Standardization of skills: till 1960-70
IQ: tilll 1970’s Competencies and EQ: till 2010
5th Era: Focus on PotentialMarkets too:
Volatile
Uncertain
Complex
Ambiguous
Global
Fast Change
Competencies = NOT excellence!
It is not: do my talents have the right skills?
It is: do they have the right potential to
learn new one’s?
The Basics Remain The Same
• Intelligence / IQ
• Values
• ‘Technical’ capabilities
• Leadership abilities, a.o.:
- results orientation
- collaboration & teamleadership
- organisational development
- customer focus
SHAPES®™ of Talent
• Spot Talent
• Hire Talent
• Ability to Adept Potential
• Professionalise and Develop Talent
• Engage Talent
• Smart retention and stretch assignments
How to spot the potential
• Mining in the personal & professional history
• Reference checks
• In depth interviews/body language
• Do not ask: are you curious?but ask for instance:‘what did you do in your life to seek/discover the unknown’
• Reactions to totally off-beat questions
Potential
Alignment Talent Commitment
Values Capabilities Engagement
Goals Clients IQ/EQ/SQAbility to
AdaptMotivation
Retention
and stretch
ProfileAlignment Talent Commitment Potential
Talentmanagement
Rhineland vs Anglo-Saxon
Approach
SHAPE-Tips:
The Potential Of Talent1. Include the ability to adapt to and grow into complex
roles and an ever changing environment in your selection
procedure.
2. High potentials can be demanding and need extra
attention. Do not forget to give this extra attention and
focus on keeping them aboard.
3. Talents need to be challenged and like change; personal
growth is a least as important as financial compensation.
4. The search of the potential of talent requires a new focus
and approach of the selection procedure. A shift from
looking into the past (CV, track record) to a look in the
future (adaptability).
SHAPE-Tips:
The Potential Of Talent5. Try to imagine where you would like to company to be in
2-3-4 years time; who do you need by then?
6. Talent enough isn’t enough; did the applicant do
completely different things in his/her career that
fit in the future of the organisation?
7. Be aware of your own cultural background
concerning the approach to talent
8. Talent, Alignment, Commitment
Discussion
• Spotting the right
talent in the current
environment is so
difficult, it should be
done by specialized
(external)
professionals
• We should focus on
internal AND external
talent, we waste too
much talent we
already have inside
our organisation
Discussion
• The market for talent
has become so
international that we
have to look at talent
from a global
perspective
• The capabilities we
need in our
organization change so
fast that we need
different talents every
6-12 months
Thank You For
Your Active Participation!
Gyuri Vergouw Msc MMC
www.vergouw.com
www.1minutemanager.nl
‘Talent does not exist. Talent is having the drive to do something’.
Jacques Brel
‘Talent: someone who can put together a jigsaw
puzzle within two weeks while on the box
it states 4 to 6 years’.
Unknown
‘Many people stop looking for work when they have found a job’
‘Talent is cheaper than table salt. What seperates the talented individual
from the succesful one is a lot of hard work’.
Stephen King
‘The person born with a talent they are meant to use
will find their greatest happiness in using it’.
Johann Wolfgang von Goethe‘I have no special talents,
I am only passionately curious’.
Albert Einstein
‘Surround yourself with the best people
you can find, delegate authority, and
don’t interfere’.
Ronald Reagan
Thank you
We hope you have enjoyed
this meeting and look forward
to welcome you at one of our
next events.
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http://www.managementsite.nl/
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