Effective talent development begins with discovering untapped talent

Identifying the as-yet-unknown talents of new and existing employees is becoming increasingly important for employers. This is not only due to the tight labor market, but also because talent development and sustainable employability are becoming increasingly important for the success and growth of organizations. Motivational and personality tests are particularly valuable for quickly identifying untapped talents.

Talent Development: The Cornerstone of Priorities

Hybrid work and the tight labor market are currently the most important trends HR professionals are taking into account. The top two priorities are, without a doubt: sustainable employability and strategic workforce planning. In both cases, talent development is the crucial linchpin. This begins with recognizing talent so it can then be further developed, ideally aligned with your organization’s strategic goals and developments. Several factors underlie these priorities, but it’s not entirely surprising that the rapidly increasing labor shortages are now the “burning platform” driving many employers to take extra action. After all, labor market shortages-partly due to an aging population-were predicted years ago, but they are now being felt quite acutely in an increasing number of sectors. This is certainly not limited to Schiphol Airport; it’s also evident in shopping districts where stores and restaurants are forced to close more often. Trains are running less frequently, school classes are being sent home more often, and plans for the energy transition are being postponed out of necessity due to a shortage of installers. And it wasn’t just in the Netherlands that unemployment fell to a historic low in 2022; across the entire eurozone, unemployment had never been lower. As a result, it’s difficult to fill these shortages with workers from other countries. And so we must, above all, work smarter by innovating and by making better use of the (hidden) talents that are already available.

The Importance of Motivational and Personality Tests

In practice, this means that for employers, HR professionals, and managers, it’s becoming increasingly important to identify and utilize the talents of (existing) staff. And certainly also to identify and retain people with key talents. As well as to effectively facilitate their talent development. But how do you recognize employees’ hidden talents? For measuring talents, there is, for example, the Competency Check. However, a person’s personality and motivation also prove to be decisive factors for ultimate success. To this end, hrmforce offers tools such as the Motivation Test and the Personality Test (Big50). We’ll discuss these in more detail shortly. In addition to the great importance of a person’s motivations and personality, there is another key reason to pay close attention to these factors in talent development. This is also crucial for investing wisely in the right people. Wise managers are eager to help employees recognize and utilize their talents and qualities. After all, this leads to greater job satisfaction, more motivated employees, and better results for your organization. The formula is well-known, but by no means always a given. Sometimes investments are made in assessments and training without employees actually changing their work practices. For example, studies show that 45% of investments in learning and development do not lead to application in the workplace (“scrap learning”). By investing in (newly discovered) talents among highly motivated individuals with compatible personality traits, the likelihood of success is significantly greater. This greatly increases the return on development investments. In this way, investments in talent development can truly contribute to your organization’s success. This does not mean, however, that people will be “left behind.” Above all, it ensures that development programs are better aligned with each employee’s talents.

Focus on Talents Also Lacking in Staff-Shortage Sectors

Despite the growing focus on talent development in recent years, employees often still experience significant shortcomings in this area, even in sectors that have long struggled with major shortages. Take healthcare, for example-and nurses in particular. According to recent research, they often say they feel “right at home” in their jobs-primarily due to the work atmosphere, collaboration within their team, and the satisfaction that comes from helping patients. But it is precisely in the area of talent development that progress often stalls. Only 56% of nurses in home care, nursing homes, and long-term care facilities feel their professional development receives sufficient attention (among hospital nurses, this figure is slightly higher: 67%). These are striking figures in a sector where every bit of talent should count. A major bottleneck is that talents are often not actively identified and therefore remain hidden. Yet you must first recognize talents before anyone can develop them further. In doing so, pay particular attention to employees’ motivation and personality traits. That may sound complicated, but it’s actually very simple.

Personality and Motivation Tests in Practice

The Big Fifty (Big50) personality test is valuable for working with objective data. This is the most widely used (and researched) personality theory for this purpose. After an online test lasting about 20 minutes (150 questions), you’ll know much more about an employee’s existing competencies. This is valuable for translating a personality profile into competencies (that can be further developed). For each competency, an indication is also provided of the extent to which an employee can develop that competency. This is based on their personality and on the five key personality factors influencing behavior in work situations (Neuroticism, Extraversion, Openness, Conscientiousness, and Agreeableness). In addition, the Motivation Test is valuable for understanding what increases and decreases a person’s motivation. After all, motivations are the primary factors that determine why someone does something and why some employees are less motivated than others. This is closely tied to a person’s personal motivations. While for one person “meaningful work” or personal development may be the most important motivators, for another, salary or, for example, interaction with colleagues may be the primary factors. And that makes quite a difference when it comes to talent development. There are many other motivations worth mentioning as well. This online test also takes about 20 minutes and provides valuable insights into a person’s motivators and demotivators. Organizations that have these insights can make significant strides in talent development-especially when the focus on exploring and recognizing (hidden) talents is linked to a modern performance review cycle that includes personal development discussions.

New Steps in Exploring and Developing Talent

There is a strong need to place greater emphasis on talent development. This is because structural shortages and mismatches in the labor market are continuing to grow. We must take this into account for the coming decades, because even-and this is different from before-in times of economic headwinds with reorganizations, far more sectors than ever are still struggling with major shortages. Consulting firm Berenschot therefore also advocates for innovative solutions in which talent management plays a key role. According to the firm, this does require a different leadership style-one that is more facilitative-and a culture in which all talents are deliberately harnessed. “For organizations, the first priority is to determine what talent they truly need, taking into account their mission, strategy, and continuity,” says a performance specialist at Berenschot. “Especially given the realization that talent is truly the key success factor for the coming decade.” And we wholeheartedly agree.