How to identify talents with competency management

How to identify talents? Those a company needs may already be in the company. Learn how to identify them with competency management.

The talents a company needs could already be in the company. Learn how to identify them!

The concern about how to identify talents is relevant. After all, talented collaborators have a direct influence on the success of an organization. Knowing this, many companies spend large amounts of time and money in an attempt to identify and recruit strategic talent for their business.

Why, then, are there so many organizations looking for people to fill their openings and, at the same time, so many people struggling to find a job?

Identifying talents is a complex task and companies usually count on the support of specialized consultants and look to the market in their search for candidates. Generally, this alternative is the most expensive and most time consuming.

Another option is to promote internal recruitment. This method is less common, but, when done properly, can be quite advantageous.

Even companies that prioritize their workforce have difficulty identifying collaborators with latent potential. In general, they focus only on past performance, indications from other managers, or technical skills. They do not assess the real potential of the collaborator.

So how to identify talents with potential to be developed among the entire workforce?

1. Look beyond just technical skills

Although technical skills are essential for certain functions, they are not the only aspect you should consider. Behavioral skills are important in determining whether a person will succeed in other positions. It is also important to look at leadership capacity, as these people can become leaders in the future.

2. Use support tools

There are a number of methods for evaluating employee performance. It is important to choose one that allows you to classify employees according to potential (low, medium, high). The assessment of competencies is an excellent option. It provides an evidence-based evaluation model, allowing it to be measured, observed, and understood. This ensures a greater level of transparency and precision, compared to simply judging performance without clear criteria.

3. Discover the real potential of each employee

Competencies help identify talent and their degree of adherence to the job, revealing the real potential of a collaborator. By hiring employees who meet specific criteria and competencies, they are likely to assume other responsibilities. These competencies should be a combination of behavioral, technical and leadership skills.

4. Consider introverts as well

Planned actions to develop talents and identify potential leaders are usually directed toward outgoing people. This means that introverted collaborators are often overlooked, and their skills are underutilized. With competencies, you can determine what someone’s specific strengths are and how they can be used to benefit the organization. Many introverts are skilled at listening and empathizing with others, assessing certain situations, and working independently. These skills are often not so noticeable in an extrovert, but are extremely valuable in leadership positions.

By using these techniques to identify talents within your organization, you will probably find collaborators who may have been overlooked. Competencies are a great way to redefine your talent management strategy and improve organizational and employee performance.

SoftExpert can help your company identify talents with competency management.

Learn about SoftExpert HDM

Marcelo Becher


Marcelo Becher

Specialist in Strategic Management from PUC-PR. Business and market analyst at SoftExpert, a software provider for enterprise-wide business processes automation, improvement, compliance management and corporate governance.

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