Individual Talent

WHAT OUR CLIENTS EXPERIENCE

Individual Talent Challenges

Everything starts with the person. Without the right people, with their right attitudes, skill sets and experience, all other organizational efforts eventually become irrelevant.

MOST COMMON INDIVIDUAL TALENT LEVEL CHALLENGES:

Motivation
People are different and sometimes volatile. Only individualized approach can keep their motivation high.

Potential
In other words – Talent is in-build proclivity to be successful in some areas. It seems that everyone is talented for something, but how to identify and utilize talents is constant challenge.

Readiness
On the top of pre-build talent, specific knowledge, skills and experience is needed. How to do this is challenge.

Enablement
Ongoing care for employees’ needs and reasonable demands should be paid in terms to boost their performance.

Performance
Recognition and reward are vital and in many cases deficient managerial practices with huge imact.

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WHERE CAN WE HELP YOU?

Individual Talent
Proved Solutions

Each person is different. Individual talent solution might seem standard services but the key is individualization.

Succession/Mobility

Moving people up and around is important and needs careful consideration.

Competency Gaps

Development starts with competency gap analysis at individual, team and group level.

Development Plans

Bridging the gap plans, with target groups, competency to develop and timeframes.

Coaching

Classical coaching is aligned with individual's, not company's goals.

Job Assignments

Most of the competence is gained by practicing challenging tasks, assignments and project roles.

360 Feedback

360 is used for measurement of the progress in practicing of behaviors and competencies.

Development Plans

Bridging the gap plans, with target groups, competency to develop and timeframes.

Emotional Comp. EQ

Understanding, be aware, manage and express your emotions is key in modern word

LATEST ENGAGEMENTS 2025

Job & Cultural Fit Selection
Accenture

Unique Client Challenges

Accenture is interested in high quality placements with long tenure and hi productivity of the employees. They recognized entry level as a best stage for selection, including of the people with potential.

Customized Solution

This project consisted of several stages:

Panel discussion about roles
Approval of final competency profiles
Creation and adjustment of customized account in Deeper Signals’ platform
Training if HR people how to work with the platform
Training for team leaders how to read assessment results and use it in final selection

Quantifiable Results

At the end of 2025 we will measure and compare key placement indicators, like:

Time to full productivity
Turnover during first 6 and 12 months
No of the people promoted during the period
level of performance in comparison with control group

Client's Quote

“We started with three positions and now we cover seven”

Tsvetelina Ivanova
Country Human Resources Manager

Key Takeaways

Key for the project were:

Precise profiling of the positions
Selection of more then three competencies to assess against, significantly decreases discriminative validity of comparison between candidates
It is better when team leaders are assessed and feedbacked in advance