Finding and retaining the right employees is a critical element for the success of each Multinational Enterprise (MNE). Over the last few years, the interest in the field of talent management has grown rapidly, as more and more academics, consultants and practitioners are starting to understand its impact on organisational sustainability and organisational prosperity. Talent management can be broadly defined as “all organizational activities for the purpose of attracting, selecting, developing, and retaining the best employees in the most strategic roles (those roles necessary to achieve organizational strategic priorities) on a global scale” (Scullion, Collings, & Caligiuri, 2010). At the center of talent management lies the presumption that “talent” must be identified, sustained, and allocated to important positions that are essential for the competitive advantage of the company. One of the major challenges for MNEs is to adequately identify high-potential and high-performing employees and to establish them in key positions within the MNE’s international structure. Taking this into consideration, in the following work, we will focus primarily on the area of talent identification, starting with a differentiation between talent identification and talent development. Next, we will move on to an in-depth review of the existing literature on talent identification in recruiting and personnel selection. Consequently, we will briefly review the validity of the most implemented personnel selection tools. After that, we will assess the three tools currently used in your organisation. Finally, we will explore the future of talent identification and recruiting tools by taking into consideration the technological advancements in the last decade, and provide you with research-based recommendations and best-practices to increase the likelihood of finding the right employees for your organisation.
Inhaltsverzeichnis (Table of Contents)
- Introduction
- Talent Identification in Recruiting and Personnel Selection
- Talent Identification vs. Talent Development
- Talent Identification in Recruiting and Personnel Selection
- Validity of Recruiting Tools
- Current tools for talent identification in your organization
- Interviews
- Assessment Centres
- Personality Tests
- Future of Talent Identification
- Conclusion
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This work aims to provide a comprehensive overview of talent identification practices, focusing on the process of recruiting and selecting high-potential employees for multinational enterprises (MNEs). The text delves into the differentiation between talent identification and talent development, explores the validity of various personnel selection tools, and examines current practices in talent identification within a specific organization.
- The importance of talent identification for organizational success
- The distinction between talent identification and talent development
- The validity of different personnel selection tools
- The use of interviews, assessment centres, and personality tests in talent identification
- The future trends and advancements in talent identification and recruitment
Zusammenfassung der Kapitel (Chapter Summaries)
The introduction highlights the growing importance of talent management and its impact on organizational sustainability and prosperity. It introduces the concept of talent identification as a core component of talent management and emphasizes its importance in securing the competitive advantage of MNEs.
The second chapter explores the differentiation between talent identification and talent development, outlining the contrasting approaches to employee development within organizations. It then focuses on the role of talent identification in the process of recruiting and personnel selection, discussing the systematic approach to selection and assessment.
The third chapter delves into the validity of various recruiting tools, presenting a meta-analysis based on the work of Hunter and Schmidt (1990). This analysis sheds light on the effectiveness of different tools, including cognitive ability tests, structured interviews, work sample tests, and references, in predicting future job performance.
The fourth chapter focuses on current practices in talent identification within a specific organization. It examines three widely used tools: interviews, assessment centres, and personality tests. Each tool is briefly described and its role in the selection process is explored.
Schlüsselwörter (Keywords)
This work explores key concepts related to talent identification, talent management, recruiting, personnel selection, and the validity of various selection tools. The text examines the distinction between talent identification and talent development, explores the use of cognitive ability tests, structured interviews, and work sample tests, and discusses the role of assessment centres and personality tests in the talent identification process.
- Quote paper
- Vladislav Tsekov (Author), 2018, Talent Identification in Recruiting and Personnel Selection. Past, Present and Future, Munich, GRIN Verlag, https://www.grin.com/document/446931
