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Talent is not just a word but it is a potential in a person
to achieve or do something for which he or she has motivation to achieve. In
business talent is an ability to get excels at an action or a duty. Talent is a
set of person’s own characteristics or abilities which can improve one’s
abilities to achieve something through an accelerated way. There are the traits
which allow one person to improve at quick rates as compared to the others in
the same field who are at the same level as well like expertise, skills and so
on.
This all is due to a reason that talent is the ability of a
person to adapt him or herself towards the training and all the developing
skills in their specific era. This world talent occurs when genetics as well as
person’s desire to do practice come along for the creation of some superior
ability for doing a particular activity. This can only take place when a person
has his or her own interest to do so. Talent is not just one’s ability but it
sharpens with the exposure and skills as well. Experience matters a lot along
with the talent.
Some of the points through which talent in the employees can
be assessed:
Mind the first impression
Whenever an employee comes for an interview, an interviewee
can tell from the body language, how he or she speaks that how much a person is
capable and has talent to achieve something. So first impression is what
matters a lot. It is an intuition of an interviewee that tells a person that
whether this person is capable for the job or not.
Make yourself a stalker!
Stalker word seems to be a bit funny, don’t consider
yourself a real stalker here. Looking into a candidate’s social media is not
stalking. It is just a part of the job. Seeing a candidate being active and his
honest presence on the social media can evaluate their skills of communication
and how that candidate behaves towards the other people around them. From these
activities you can know that what interests and talents that particular
candidate has. But what if that a person is not active on social media? Does it
mean that person is not suitable for the job? Not everyone likes social media.
This is a small way to know about the talents and potential of a candidate.
Go for the trickiest questions
Try to be comfortable with that particular candidate. Ask
about his or her interests and all then jump on the tricky questions which can
help them to sort out and know about the potential of a candidate. Trickiest
question can be “What changes you think can make if you were the leader of the
company?”
Through asking this question you can know about the soft
skills of the candidate. Very first thing is to know that how well a particular
candidate can handle the situation when it becomes challenging. In the given
time period they are supposed to think and give answer and in the answer you
can know about his or her talent that what capabilities a person have.
Well don’t consider this technique a magical solution as it
can tell your or sort out your every problem but yes through this you can have
an idea about the talents and potential of a particular candidate that how much
he or she is motivated and want to achieve.
Just don’t limit all of the observations to the interview
cabin
Many of the interviewees just observe the talents of the
candidate in the interview room through the questions they answer but here you
need to stop. Make sure to give them space and look at their profile along with
it that how they communicate and act with others around them. many of the
people just get scared by hearing the word of Interview and can make them panic
enough due to which they can’t answer every question in a good way or can tell
about their talents . Try to look at their previous activities and their output
along with the interview. After taking the interview evaluate the results with
their CV and the way how they communicate with the others and then conclude the
result.
Observe beneath the surface
Try to notice their behavior, body language and their words
that how they speak. Do their words match their body language or not? All these
things can tell much about a person. Go for different questions through which
they can reveal about their personality. How the person gives answer, the way
of their eye communication and strength of the hand shake all these small
things do matter and make up a complete personality.
It is not easy to differentiate between talent and talent
potential (potential). Talent is basically the potential for any individual to
achieve and display the skills. Talent is when one displays the skill within
their potential and has credentials to prove the talent and skills. The
performance and credentials come from talent that one possesses. Talent
reflects the general aptitude, abilities, nature and the skills that define the
persona of one.
Whereas the talent potential or the potential reflects the
ability of performance one can give based on the talents and personality of the
person. Potential is the capacity of individual to better his talents and
acquire more to enhance performance and display better credentials. Potential
may or may not be in the same field. It means a talented accountant and may
have potential to become a great financial analyst that is in the same field
but it may also be that he may have potential to become a great singer.
Potential is raw and like unearthed resources. Potential is the unachieved
level of mastery in one’s own skill. By hard work and acquiring the right skill
one can polish his talents to reach the potential. Once polished the potential
becomes the talent.
Difference between the talent and talent potential is the
acquired skills and performance gap. Once it is bridged the potential turns
into talent. Potential is basically unachieved talent or not displayed talent.
There are different methods by which potential can be assessed. There are
different ways organizations seeks to assess potential of employees for the
best fit job. It is not just the fancy degrees and education that gives the
insight but overall personality that serves as the package to assess the
talents and unearth the potential. Smart organizations place employees in such
a way that they are used to their maximum capacity or potential. Five ways to
assess the talent potential in the organization are:
Finding well connected employee
Any organization seeks to find doers and leaders in the
organization. Displaying managerial talent is not enough but having a social
personality by being connected with the other members of the organization
displays potential to become great leaders. To assess the talent potential it
is imperative for the organization to see how well connected
One employee is to the others.
Being the hub of activities in the organization can get
oneself in the role of the leader. Not basically due to the talents displayed
but the leadership potential. This is due to being able to be at heart of the
activities and having way to communicate.
Display of Character
Character is what defines the qualities of personality and
is an important benchmark to assess the abilities and talents of one person.
The potential of a person is reflected in the character of that person. Talent
management within organizations help the companies break down personality
traits to objectively quantify character of an employee. Roles of the person in
the company can be identified helping assess the potential of the person in the
company. Organizations pass employees through different tests to assess the
personality and reveal their potential. Employees reflecting core values of
company are considered more potent as their talent reflects well on the
company.
Commitment
One of the pressing questions that go in the organization is
how much effort is being put by an individual. It is of concern if people are
performing up to their potential and if there role is satisfactory. The talent
potential is not just by having but also having passion to achieve and do what
it takes to be at that level of the leader. Talent Potential requires
commitment and the passion to learn to make it a talent that can be put to use.
The best among the lot rise to become leader due to their potential and
commitment to rise.
Have an example to follow
To truly measure the potential there needs to be an ascended
benchmark for the people to follow. The employees should be given strategic goals
and objectives and it should be up to them to take up their ways to achieve
those goals. There must be subordinates who display character and become an
example for others to follow. This is by when seeing the others the potential
of the other employees can be seen if they can or they not become superior to
what they are at that point of time.
Planning of Career
A potential of an individual can be measure and assessed by
reflecting onto their aims and goals of their career. The way an individual
sees themselves in future within the organization defines the scopes of his or
her thinking regarding what they can do or not. A successful organization is
never shy of recognizing talent and supporting the talent to reach its
potential given the employee recognizes his or her potential.
Talent and competency are very relatable terms and
practically very similar but there are some differences that are worthy of
debate and need to be clarified. The identity of both at the basic level is
similar. Talent is the skill that one possesses and displays which are used as
credentials and performance. Now talking about competency it is pretty much the
same and both talent and competency are acquired through years of training and
hard work. It is not in the meaning but in practicality and functional
characteristics both differ having distinct meanings put to them.
Talent can be classified as ones skills and abilities as
referred earlier but for clarity we can use examples to differentiate. For
example talents of employee may include that he or she can do financial ratios
with analysis. To be able to conduct financial analysis is the talent of the
employee. The talent is result of the knowledge and experience that one has acquired.
The organization having knowledge about the individual’s talent or skill help
us identify that if they are best fit for the job and tasks related to the
workplace. If it is to be said in different words it can be said that talent is
what a person can do what are his or her abilities for the job and the role.
On the other hand competencies broaden the horizon of the
though process and seeks to answer beyond what a person can do but how he can
do it. How competent he is in doing and justifying talents. Another person may
perform the financial ratios and analyst but what differentiates them when they
both have the same talents. It how they do it and how successfully they manage
the other factors around them. The end result is the ultimate goal but for a
cohesive workplace environment the how defines it.
Talents may not be everything but our competency to do it
the right way matters. The two persons may be talented enough but if one takes
one day and the other one takes two days it reflects that the former person is
more competent given the efficiency. This shows us that competency is the
ability to carry out the talents of one in a better and efficient way.
Competencies define the way talent is used and expressed. Without competency
talent goes to waste.
There are different ways to measure talent and competencies
of a person. First of all it comes from hard work and experience. The ability
to carry out tasks is the best measure to assess both talents and competencies.
Talent can be assessed by the means of evaluating the abilities of the
individual and what are the able to do or not. It can be assessed by giving
different tasks and scenarios and see which skills that the person applies and
has he been successful in fulfilling the tasks or not. When it comes to
competencies the situation is different as it is not limited to the final
result but the overall performance of the task what matters.
Competencies take the talents of a person to incorporate
them into the workplace behavior. It is the behaviors that reflect the ability
(talent) to perform the tasks competently. Competency can be measured by seeing
the job experience of the person and in what dynamics has one worked in.
Resumes, tests, interviews and job performance at the workplace give one an
insight about the competency of the person. Competency is displayed over time
and there is no hard and fast rule to measure the competency until one is put
up to the task however assessing the talent and how it is used in different
jobs do give us a meaningful insight.
Talent and competencies are very close and essential for any
organization. They are related in ways as they define the character of the
employee. The talent defines the skillset and abilities of the person whereas
competencies clarify the talents by defining how able the person is to put it
to use. Competencies are a step further than the talents and many organizations
are interested in knowing the competencies of the person. Competencies provide
a broader view than talents. Competencies take in account different factors
where talent is one part of it but it defines whether the person possesses the
right attitude for the job or not.
In talent management it is of importance to realize the
importance of both and how right training can polish the talents to make it
more competent. The competitive dynamics of the business environment require
the organizations to focus on the broader picture. Realizing the relationship
between the two factors helps organization to work on development to turn
talent into competencies and competencies to core competencies to increase
overall workplace efficiency and environment.
Ever year large percentage of the employees leaves their job
without making it to a half year due to the burden and load given by the
company. Talent retention is a major task which needs to be done in the
employees. To make sure that the talent retention remains in the employees so
that they remain focused on their work three different kind of the strategies
are listed below:
Benefits and Salary should be competitive
It has been found that the biggest reason due to which the
employees leave their job is that on the top of the list, reason is salary.
Yes, salary is important thing in every employee’s life but is it always about
the money and salary? According to the different studies which have been
conducted states that the biggest motivation for any of the employee is the
financial stability that attracts an employee to continue their job. Benefits
other than salary do matter but what matters on the top of the list is “Money”.
Now here is one thing which should be considered that make
sure that the amount which you are paying to specific candidate must be comparable
to the other business in your area. Salary and benefits both play an important
role in the life of an employee and both of them should be considered or else
they will look for the better option and avail it at the first chance. If a
company is playing less salary than make sure to cope up with it by making
other benefits.
Put less burden on the employee
People these days expect in companies that employee can work
like a robot if you are paying them which is wrong totally. Obviously no man
can do or work like this. When the life of an employee and work both gets out
of the jack than the real pain starts. If your employee starts to think that he
or she is spending most of the time on job rather than on the life than trust
me job is the one that becomes a bad guy here.
Schedule of the work should be made and make sure to give
free time to the employees as well. Obviously working every time can make
person sick physically as well as mentally and it can cause a big problem so
one should be clear about it. Ask their recommendations as well that what they
think should be done and all. Make them a part of team not just for the sake of
work but for other activities as well that can make them happy and motivated
towards work. One thing which needs to be done is that work or tasks should be
given to the employees by looking at their talent and interest. Apart from the
work different other activities should also be planned that can make them clear
their mind and make them happy like small group tours, dinners and all.
Have leaders but not Bosses
There are just few people who want to be leaders but many
who wants to be a boss. One thing which should be kept in mind that people like
to follow and they do follow the leaders and in the case of boss they abandon
them. There are few of the points that can help in the employee engagement that
can help them remain focused by the actions of the manager of the company.
Give clear directions to the employees towards their future. Only good leaders let their employees know that where does their company stand and in future where it can be headed. While boss don’t do anything and leave all of the work on their employees.
One should know how to face the challenges. Only leaders
know that how challenges can be faced without giving stress to their employees.
Only good leaders offer their employees best services,
products and experience while bosses are behind the curve, where they scramble
to meet up the minimums.
A belief should be present in the importance of the
employees rather than just counting the numbers of the employees.
Confidence should be given to the employees by giving them
free hand and opportunity to show that what they can do because at times you
never know who can tell or guide you better. Let them be confident about their
talent and abilities to lead them towards a good place.
Make sure to be always available for the employees whenever they need your you or ask for your help rather than just sitting and relaxing and leaving the whole burden on their shoulders because they can remain focused only when they see their manager motivated to achieve the goal
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