Quantitative data helps you validate nominations to your high potential pool

[Joywtseo421]

Your employer brand describes what kind of employment experience you offer, but also how it relates to the work you do. Just like your internal corporate values, your brand won’t be for everyone. Instead, it should inherently attract those who relate to it and encourage others to look elsewhere. You can also apply for employer awards (such as the Best Places to Work) to help build your brand.

Another aspect of attraction is reaching out to future employees in order to expand your potential talent pool. Some companies have gone to extremes to do this. Many businesses rely on a push strategy for recruitment by listing roles on job boards or actively contacting talent on LinkedIn. Attracting the right people through a pull strategy reduces the time your teams need to spend actively finding talent to fill your pipeline.

Assess Candidates
There are many simple, customizable assessment instruments that can supplement management’s judgments with quantitative

data regarding a leader’s performance and values. Multi-rater approaches are the kazakhstan phone number resource most valid and help to overcome resistance by the person being rated. . For example, a “micro-manager” may be very successful when working with subordinates; however, in a peer group of other managers, the peers may rebel against the micro-managers style.

Do not compromise your standards when you are identifying future leaders for your company or hiring frontline employees for that matter. Conduct periodic reviews of your talent to ensure that your plans are on track and the right people are still being developed and rewarded appropriately. Use this review process to help design individualized development plans for your high potentials.

Train and Develop
Building your talent model pipeline isn’t just about finding the right people — it’s about the ongoing development of your teams to put them in the best position for success. After you’ve identified assessment criteria, you can build a dedicated program that will address any skill gaps and provide ongoing training opportunities for development. This could include internal and external coaching, cross-functional experiences and internal assignment opportunities both nationally and globally.

Your business can have multiple programs, such as regional or global leadership development programs, or dedicated executive training programs. Regardless, ensure you develop a brand and identity for your program, and communicate it widely so all team members are aware of the initiative. This program also serves as a great selling tool to attract future talent to your business.