Introduction
⚫ Selection Process – vital step towards building a skilled and
Using a Talent Management Model for Selection :
Guarding the Entrances to Your Organization
⚫ The ritualized process includes predictable questions with
predictable answers.
⚫ Both parties know there are important matters that are
frequently not discussed or covered.
⚫ Important matters that are not discussed or covered in the ritual
– like interview are
✔ What is the job really like ?
✔ Will I fit into this company ?
✔ Will they appreciate me and meet my needs ?
• Answers to these questions are essential to a candidate’s
acceptance decision to determine how the candidate will fit into
the culture and how his/her skills will add value to the
organization
⚫ Foundations for Talent Reservoir® – competencies such as
behaviours and skills that enable a person to be successful in
his/her job
⚫ Used to reengineer their internal practices to improve selection
procedures
⚫ Benefits that the model offers –
✔ More meaningful discussion of an employee’s potential fit
✔ Alignment of the candidate’s capabilities to organizational
values
✔ Improved prediction of the employee’s future job performance
competitive workforce
⚫ Successful recruitment – critical in developing the pool of
future team members that will ensure organizational success
⚫ Selecting new employees – the most critical purchasing
decision an organization can make
⚫ Biggest cause of turnover – weak employee selection
⚫ Selection process starts with public announcement of an open
position, request for resumes, sorting of respondents, and call
for interview.
Improvement Through TalentReservoir®
⚫ Talent Reservoir® is a process that can enable recruiters and
job candidates to add a meaningful dimension to the selection
process
⚫ Talent Reservoir® is a talent management process that
integrates diverse assessment systems into a single program
that links jobs to employee capabilities in order to generate a
continuous cadre of qualified replacements
⚫ It identifies key areas
✔ organizational and employee deficiency
• It utilizes organizational competencies as defined by
stakeholders within the company and meshes those
competencies with candidate’s skills and behavior
✔ Reduction of turnover through the selection and hiring of the
right employees
✔ An assessment of how the candidate’s skills can add value to
the organization
Talent Reservoir® Candidate Selection
⚫ The “ typical script ” plays out with a standard resume
presented by the candidate and a job description outlined by the
A. The Typical Script:
employer
Resume ⚫ The candidate should ask
Job Description ✔ “ Will I fit into the organization ? ”
Other Credential
✔ “ Do I believe in the organization’s mission and values ? ”
B. The Talent ⚫ The employer wants to know
Reservoir®
Rescript: ✔ “ Does the candidate possess the values and skills our
C. The Hidden Competency organization finds important ? ”
Script: Assessment
✔ “ Will he/she fit into the organization ? ”
Human Factors Organizational Fit
Alignment to
Organizational
Values

⚫ In the “ hidden script ”

Agency Overview
⚫ United Staffing Services, Liberty Lutheran Services and
⚫ The candidate privately asks
Ken-Crest Services are institutions located in Southeastern
✔ “ Do they share my values ? ”
Pennsylvania
✔ “ Can I balance my work and family life here ? ”
⚫ Common areas of concern
✔ High turnover
⚫ The employer’s concern
✔ Requirement for high – talent employees in a highly
✔ “ I am not sure I like this person, but she appears to be the best competitive labor environment
qualified ” ⚫ They have the need to
✔ Identify and reward top performers
✔ Evaluate and develop staff
✔ Proactively engage in succession planning
✔ Manage internal training resources

Talent Management Model: The

Select Competencies –
TalentReservoir® Process
▪ Skills, attitudes and behaviors that are needed to succeed in a
⚫ TalentReservoir® is a proprietary system of selecting, job
evaluating, and developing staff
▪ The designated competencies support the organization’s
⚫ It integrates all components of talent management mission and align staff to its values
✔ Selection ( both internal and external ) ▪ Typical competencies selected
✔ Competency and performance evaluation ✔ Team participation
✔ Coaching and staff development ✔ Respect for others
✔ Succession planning ✔ Communication
⚫ When the process is used for selection, internally or externally, ✔ Integrity
the following steps must be followed :
✔ Innovation
✔ Caring and compassion
✔ Financial responsibility
✔ Safety Selection Through the Talent Management Model
✔ Professionalism
⚫ Ken-Crest and Liberty Lutheran -
✔ Planning
TalentReservoir® system is used to provide tools to evaluate
✔ Follow-through and select internal candidates for open positions
✔ Technical skills and ⚫ United Staffing Services –
✔ Results orientation TalentReservoir® to the selection of external candidates and to
Define Measurement Scales - measure the satisfaction of its customers with the temporary
▪ Rating scales are determined for the selected competencies staff assigned to them
based on organization levels much like those in a job ⚫ The selection process incorporates the competencies into a
evaluation point factor approach multi-rater staff assessment model that includes the candidate (
Develop a Structured Interview Outline – self ), interviewer and references
▪ The recruiter develops a list of questions directly related to the
job

⚫ The process works as : ▪ For example- the competency of compassion & caring is
❖ Self – defined as follows: “Shows concern about others’ needs and
▪ At the initial interview, the applicant completes a self – feelings. Exhibits kindness and concern with co-workers,
assessment form. customers. Exhibits fair treatment to all people and shows a
willingness to give others support.
▪ The form asks the application to identify the extent to which
❖ References –
he/she exhibits each of the 8 selection competencies.
▪ References are provided with a form that includes
▪ Competencies are adaptability, compassion & caring,
1. The same 8 competencies
dependability, interpersonal skill, planning, professionalism,
2. Their definitions
and job competency.
3. The same five – point rating scale
▪ The five – point rating scale is used
that the candidate and recruiter use
❖ Interviewer –
❖ On the Job –
▪ Reviews the self- assessment and begins his/her assessment of ▪ Periodical assessment of performance on the same 8
the applicant’s competency levels competencies and rating scale, using customer feedback
▪ Interview questions on competencies are selected.

Conclusion ✔ User – Friendly –

⚫ A well – defined talent management system can be used for
staff selection
⚫ Seven lessons that have been learned from using Talent
Reservoir® for improved selection :
✔ Start at the top –
ensure buy-in and ownership of the process
✔ Tie competencies to the organization Mission and Core
Values –
value – driven behaviors for the staff
✔ Survey Key Stakeholders –
stakeholders include customers, employees and others. These
stakeholders can describe competencies and behaviors that are
important for a staff person to successfully perform his job
manuals, training and staff communication must be easily
understood, free of jargon.
✔ Inclusion –
include those persons from the inception who are responsible
for the maintenance of the talent management system (e.g. HR
staff, information system staff etc.)
✔ Simplicity –
keep the talent management system as simple as possible
✔ Predictive Capabilities –
predicts successful job performance by reviewing the
pre-placement forms ( self, interviewer, references ) and
comparing these results with the post-placement ( customer
assessment ) forms