How to identify and develop internal talent?

Talent has become the most sought-after asset for companies of all kinds. Companies want the candidates who apply to fill vacancies to be talented, but often forget that talent not only comes from abroad, is also already inside the template. What to do is enhance it to make it shine and to be able to take advantage of it in the best possible way.

But what really is talent? It is a quality that allows the person perform a variety of tasks with a high level of competence. When an employee has this quality, they stand out from the rest and provide greater added value to the company. 

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In addition, it is made up of different factors. Part of an employee's talent is his professional skills and knowledge, but also his personality, his soft skills, his experience, and even his motivation. That is, all those factors that, in one way or another, allow fulfill their work obligations optimally.

Another aspect to take into account is that there are three basic types of talent:

  • Natural talent: it is an innate ability that you have without having done anything to develop it.
  • high performance talent: It is an innate ability, but it stands out for being developed at a higher level than average.
  • potential talent: It has not yet come to light, but the person has abilities that make it foreseeable that he or she may develop that ability.

It is good for the organization to look for talented employees but, as we said at the beginning, you must be aware that you already have highly talented people on your staff. For this reason, one of the challenges that companies currently face is to detect that talent that is already present in them and manage to develop it.

How to identify talent in the company?

You have to know the employees

Workers are much more than a productive element. They are people with different abilities, expectations and concerns. The better the company knows its staff members, the easier it will be detect those who have a talent that has gone unnoticed, or a talent that could develop with proper training.

Analyzing the performance of workers

If we do a periodic evaluation of the performance of the employees, over time we can detect a series of patterns. For example, a worker who stands out from others for his ability to cope with stressful situations, or who shows special interest in training actions.

Looking beyond the performance itself, the analyzes carried out give us very useful information about talents that are already there or underlying.

Examining soft skills

The soft skills they have become one of the most important aspects to take into account when it comes to incorporating new members into the workforce. However, a few years ago they were not taken into account.

This can mean that we have employees whose soft skills are unknown to us. Luckily, tools such as the performance analysis that we just referred to, can provide us with information about them.

Because these skills are usually linked to each person's own talents. Such as a great ability to work in a team, or a communication ability that stands out from that of others.

Undoubtedly, employees who have soft skills, or are willing to develop them, are talented and have the ability to generate a lot of value for the company.

Why promote the development of internal talent?

By doing an in-depth analysis of the workforce, we can detect different talents, and take steps to further develop those that are already present, and to promote the development of some new ones. 

A Harvard Business Review research has shown that companies often it is more profitable in terms of time and money to promote internal talent before looking for it outside. 

This is because new employees take longer to adapt to their new role and, if the selection has not been done quite well, they always there is a risk that the latest addition to the squad will end up leaving if you do not feel completely integrated or satisfied with what the company offers you.

On the other hand, the employees who are part of the organization already know how it works, and can apply their talent more quickly and effectively. They understand the organizational culture and are more loyal, so there is less risk that, after investing in the development of their talent, they decide to leave.

Talent development as a tool to build employee loyalty

An important aspect to assess when considering the possibility of investing in the development of internal talent is that these measures help to achieve greater loyalty and employee commitment.

When the company puts its focus of interest on them, it trains them, and gives them the opportunity to develop professionally, the employee experience improves noticeably. They feel valued, and this guarantees their permanence in the company in the long term.

This is especially important today, as younger generations do not enter the labor market with the idea of working in a company for life. Something that is a problem for companies because, frequently, they see the most talented members of their workforce leave in search of better job opportunities or, simply, in search of new challenges.

By promoting the development of talent, and allowing the employee to grow professionally within the company, we eliminate that need to change jobs from time to time. The consequence is that the company has a more stable workforce, it does not have to invest as many resources in attracting talent and, in addition, it improves its reputation as a good place to work.

The strategy to develop internal talent

Identify the necessary talents

To the define a job, the company establishes the hard and soft skills that are necessary to occupy them, and with the talents, something similar has to be done. The first thing the organization must be clear about is what competencies and skills would be useful to her both now and in the medium-long term future.

Evaluate the talent

When we know what we need, we can start looking for it. The next step is to assess the soft skills of the employees, in order to see what does each one stand out for, and what potential skills have not yet been developed.

We must keep diversity in mind here.. We do not want all employees to be the same, but to promote in each one that talent in which we know that they can stand out. 

When employees with different talents collaborate with each other, they are able to face all the professional challenges that may come their way. Platforms like Hirint help you evaluate the skills of your employees and thus be able to identify those key skills of each one. If you want to know more, book a meeting here

Create development plans

In the next phase, you have to work on how to turn an employee into a high-performance worker and, to achieve this, you must create a specific development plan for each one.

Starting from the weaknesses and strengths For each person, you can set a series of goals for them and then think about how you can get that employee to develop or further develop certain talents.

Promote talent at all levels and at any stage

It may seem that talent development actions are only aimed at more or less young employees with a technical profile, but this is not the case. Actually, any worker can benefit from them.

For an employee who has been with the company for many years and has passed the 55-year barrier, developing or promoting certain talents can be a great motivation that will help them be more productive in later years of career. And this is a good idea, because it is common for productivity and motivation to work to decline as retirement approaches.

On the other hand, if we develop the talent of employees at a lower level in the organization, we will be helping them to do your job more effectively. We can even detect among them people who have the potential to go much further.

The talent shortage in the labor market it is an obvious problem, and good proof of this is that companies are taking longer and longer to find employees to fill certain positions. Therefore, the smartest thing is search within the organization itself. When a strategic position becomes vacant, it will not be necessary to resort to looking for candidates abroad if we know that the most suitable people to fill it already work in the company. 

The internal mobility it was a system used for decades within companies, promoting the most valuable employees to the most important positions. However, this technique fell into disuse a few years ago. Fortunately, more and more organizations are aware that this internal mobility is the perfect solution to the talent search problem. Betting on the workers themselves, and helping them develop new skills, abilities and talents, is an investment in the future.