The Talent Assessment Process
In this chapter you will learn the following:
All new organizations need good people in key positions, and talent selection is an important part of any integration plan. Similar to cultural assessments, talent assessments should be done in close conjunction with HR leadership. Companies frequently choose to seek outside experts to help with the specific process elements, given how important assessing talent in an organization can be.
As with any merger, there is always a risk of losing key people, so getting your talent assessment process documented and underway quickly during the first phases of an integration is important. It is typically the people you most want to keep whom you are most at risk of losing. The most talented employees are the ones who have the most options and who likely have headhunters and recruiters reaching out to them as soon as the news of a merger is announced.
TALENT ASSESSMENT GUIDING PRINCIPLES
Talent assessment processes are often accompanied by some specific retention plans from the HR manager. Getting these activities done expediently is of the utmost importance.
After you have gotten a process set up, here are some additional guidelines on managing talent-related integration activities from the IMO: