Take the guesswork out of hiring, team dynamics and employee development.
Talent is perhaps the most precious resource for any company. Talent optimization – deploying that talent in the most effective means possible – is the responsibility of the company’s leadership.
A great way to think of talent optimization is that very person has strengths, things they’re good at that come naturally to them. Each of us also has personality traits that define the type of motivations we respond to, the type of work we enjoy and the type of team we like being a part of.
When these factors are out of line – when a person’s personality and aptitudes are not a fit with their job – that person suffers. While this can be sustained for short periods of time (“flex”) – productivity and morale will decline in the long term. This lack of morale isn’t related to the talent of the person but rather the fulfillment of those aptitudes and talents.
The same type of dynamic happens when the aptitudes, personalities and relationships within teams are not properly aligned.
Hiring is a complex task that’s often based on “gut”, “likeability” and “what did you think?” Very often, who gets hired is based solely on the impression that your candidates made – often after intense preparation. Your candidates all took the same open book test and you graded them on the show they put on for you.
There is a better way – using science and data in your hiring can produce results that are repeatable and better than the other way. That’s where the road to talent optimization begins.