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Talent Selection*

The ability to assess staffing needs and foster an effective process to recruit, interview, select, and retain diverse staff to meet long-term organizational needs

*This competency is part of the Management and Leadership Competencies at UF

Behavior Statements

Proficiency Level 1 - Basic understanding

Identifies the basic concepts of talent management using business terms.

Describes key elements of the organization's current talent management program.

Collects information to compare and contrast talent management programs vs. other HR initiatives.

Researches talent management programs and technologies.

Proficiency Level 2 - Working experience

Implements campaigns designed to attract talented individuals to the organization.

Participates in assessing the competencies present in current members of the organization.

Analyzes talent development needs and maintains a list of high-potential employees.

Evaluates the competencies and personal attributes of prospective employees vs. desired qualities.

Coordinates reward and recognition programs designed to retain desirable employees.

Proficiency Level 3 - Extensive experience

Directs multiple talent management programs in diverse organizations.

Educates recruiters and HR staff on desirable qualities in prospective employees.

Develops profiles of internal and external candidates who have management or leadership potential.

Evaluates all talent initiatives and ensures smooth processes for talent management programs.

Coaches others on how to find opportunities for job rotation to expose talented individuals to new experiences.

Designs individual development plans for specific high-potential employees.

Proficiency Level 4 - Subject matter depth and breadth

Advocates the development of new technologies and tools for talent management.

Creates a system to organize and maintain records of organizational employees.

Develops organizational best practices for the management of talent.

Leads discussions on the historical background and future perspective of talent management.

Creates guidelines for qualities needed in prospective employees.

Promotes industry wide developments and improvements in talent management.

Interview Questions

  • Tell me about a time you utilized an employee's strengths to help push them beyond their normal duties.
  • Describe a talent management solution you developed for your organization.
  • What are 5 ways you can effectively reward and recognize talented employees?
  • In your opinion, what are the most important qualities needed for a high-potential employee?
  • What is one large problem your organization had with attracting, retaining, or motivating talented employees?

Titles with Shared Competencies