Strategic Talent Mangement
Align Expectations
The decision to recruit most often arises when an employee leaves the organization or when the organization identifies a gap in competence or roles. The choices made at this stage will significantly influence the entire recruitment process.
Examples of questions that help clarify the actual need include:
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Does the required competence already exist within the organisation, perhaps in other departments?
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Can the need be addressed through task redistribution or reallocation of responsibilities?
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Can existing roles be adapted to meet the requirement, and what would that entail?
Assessment
Once the need is anchored and agreed upon, we proceed with a structured role assessment.
Successful recruitment begins with clarity. Before initiating the recruitment process, we must define precisely what we are looking for.
A thorough job analysis primarily aims to clarify:
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The purpose of the role
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Critical success factors
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Key responsibilities and tasks
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The requirements that must be met by the candidate
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The competencies and personal characteristics most likely to support success in the role
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Whether the role is expected to evolve over time
A well-conducted job analysis provides the foundation for a focused, efficient recruitment process and significantly increases the likelihood of a successful hire.
Job analysis
A job analysis helps us focus on what truly matters. It ensures that time and resources are used effectively, clarifies the demands of the role, and consequently defines the profile required of the candidate.
The job analysis provides a strong foundation for drafting the job advertisement, supports more informed and objective hiring decisions, and gives candidates a clearer understanding of the role and its expectations.
Most importantly, it forms the basis for identifying which competencies and personal characteristics are most likely to contribute to success in the position.
Defining and Assessing Critical Competencies
To ensure an objective evaluation of an individual’s competencies, I use assessment tools that measure personality traits, attitudes, cognitive abilities, and skills.
For these measurements to meaningfully inform how well a person fits a specific role, a thorough job analysis is essential. Without a clear understanding of the role’s requirements, assessment results cannot be accurately interpreted in relation to performance expectations.
Client testimonials:
LEE helped us see our own strengths and weaknesses in an entirely new way. The assessment process was eye-opening, and the measures you proposed were so straightforward to implement that we wondered why we had not identified them ourselves.
Department Manager, Technology Company
Finally, someone who understands that we do not have time for lengthy processes. The workshops were focused, relevant, and provided tools we now use in our daily work. The difference in our team before and after is remarkable.
HR Manager, Manufacturing Company
The most valuable aspect of the collaboration was that you did not arrive with predefined solutions. Instead, you guided us in identifying what truly fits our culture and our specific challenges. We now have a strategy that genuinely feels like our own.
CEO, consulting company
A clear talent strategy ensures that the people we hire thrive and actively contribute to sustainable value creation.