One thing that has come up lately when I talk to customers and prospects is that the Talent Profile gets a lot of “wows.” I think people are amazed that so much talent information can be shown in one view, without having to search multiple places and gather many reports.

 

Why is this important? To be able to make talent-related decisions, you need access to a multitude of information. However, a lot of companies have a hard time finding this information since it resides in so many different places and many reports need to be generated to find it. To make strategic decisions, you need to be able to quickly extract talent data and that’s exactly what a talent profile should do.

 

A great talent profile provides key information for critical decision making and helps to unlock the potential of your workforce. In addition to basic employee data such as name, position and reporting hierarchy, a talent profile should contain valuable information about your workforce, including performance history, potential, flight risk, career development plans and more. This information is critical for Managers and HR Professionals who need it to plan career development, succession, assessments and more. Employees can even take part in filling out their talent profiles with information such as career aspirations, relocation availability, languages spoken and other qualifications to help develop their career path.

 

Talent Profiles Should Include:

 

• Competencies
  Include competencies that are critical to that particular role, such as leadership skills, adaptability, decision making, problem solving, etc. These competencies will also help select succession candidates for positions

 

• Qualifications
  View education, experience, languages spoken, training and certifications to better evaluate employees

 

• Performance & Potential
  Historical breakdown of performance and potential will help assess employees against current and future positions

 

• Succession Plans & Readiness
  See which succession candidates are in line for positions and include indicators to tell you when your employees are prime to assume responsibility and what action needs to be taken to prepare them

 

• Risk of Loss (Flight risk)
  Determine flight risk for your talent and put plans in place to improve retention of high potentials

 

• Diversity Requirements
  Key information such as race, gender, etc. will help ensure that your organization is compliant with diversity laws and regulations

 

Great talent profiles will give you in-depth visibility into your talent pool to effectively align your workforce with corporate objectives. By gathering this information in employee talent profiles, your Managers and HR Professionals will be well placed to analyze, develop and place talent in the right roles at the right time.