Recruiting & Talent Management Consulting
Find the right people – help them to grow
Find and retain the right people and then develop them
We support you in attracting the right people to your company, developing their potential and retaining them in the long term.
Together, we develop a process landscape that enables you to make and implement well-founded personnel decisions quickly. For this we use
- modern methods, tried-and-tested tools and solid process logic.
- clear job profiles, structured selection procedures and professional interviews.
Why talent management is more relevant than ever
Employees are probably a company’s most important resource – one that needs to be nurtured and developed!
But many companies face similar challenges:
- Too few suitable applications
- Unused potential in your own company
- High fluctuation and unfilled key roles
Talent management helps you to identify people with the right skills, experience and characteristics. Attract, develop and retain them. The strengthens your competitiveness, innovative power and the long-term success of your company.
Our offers for you
Needs analysis
- Systematically record current & future personnel requirements
- Translate strategic goals into role & competence requirements
- Recognize critical roles, bottlenecks & overcapacities at an early stage
- Derive clear priorities for personnel planning
Professionalize recruiting processes
- Analyze processes & develop them further
- Realistic resource & budget planning
- Perfect fit for the HR function
- Candidate Journey sustainably improve
- Targeted increase in employer attractiveness
Potential analysis for candidates
- Recognize strengths & development opportunities
- Assess fit to role & company
- Comparison of candidate profiles based on facts
- Starting point for the development of an interview guide
- Decision support in the selection process
Talent programs & succession planning
- Identify potentials & key roles
- Build talent pools & development programs for high potentials
- Plan succession for key roles early on & with foresight
- Tracking along the career path
- Securing know-how
Positioning for managers
- “Pit stop” in dynamic everyday life
- Clarify expectations of the role & challenges in the role
- Reflect on leadership skills & patterns
- Making development potential visible
- Derive career steps
Management development
- Build & develop leadership skills
- Understanding & managing team dynamics
- Creating psychological safety in the team
- Strengthen communication & conflict resolution skills
- Building leadership skills in change
Why many measures in recruiting & talent management do not work...
Talent management is carried out as an individual measure, without long-term strategy
- HR does not act proactively, but only “puts out fires”
- Traditional, rather passively oriented recruiting
- Talent management as an isolated HR department project
Process alignment based on gut feeling & experience
- Off-the-shelf solutions that don’t fit the people, culture or day-to-day work in the company
Our approach
- Talent management as a strategic & continuous task – with professional tools & processes
- Active, targeted approach to talent
- Talent management as a management task & part of the corporate culture
- Processes based on sound data – with clear KPIs, supported by modern technologies
- Procedure individually tailored to the people & the company
Your contact person at berliner team
Christian Grätsch
helps to put people in the right place in the company. He supports them in recognizing talent, making potential visible and exploiting it.
FAQ
Where do we start if we want to set up our talent management in a new and contemporary way?
Of course, this always depends on the problem at hand: Some “only” need a tool to make existing processes more efficient. Others first need to establish a common understanding with senior management. That talent management is critical to success – and requires corresponding investment in a professional set-up. In an initial meeting, we clarify your initial situation together, identify key areas for action and derive concrete next steps.
How does a potential analysis actually work?
After a brief preliminary discussion, the person to be examined fills out our web-based questionnaire. We then discuss the results in a detailed, personal evaluation meeting. Based on this, we jointly define the current position of the person concerned, align their compass and clearly determine their development options. For external candidates in a selection situation, the process is shortened and/or deepened in phases depending on progress.
What are the benefits of a potential analysis in recruiting?
In recruiting, a potential analysis – with empirically based criteria – helps to assess the suitability of candidates for a position and the company. This allows the individual strengths, qualifications and potential of candidates to be identified. But also blind spots and learning areas. This information provides the company with a well-founded basis for decision-making when selecting personnel. Candidates are given the opportunity for self-observation and self-reflection, which is usually experienced as very valuable.
Is professional potential diagnostics economically worthwhile?
Yes, in any case. Experts estimate the cost of a bad hire or a top talent that was wrongly not recognized at up to 75% of an annual salary.
Is our procedure for determining potential GDPR-compliant?
Yes, the SProtection of customer data has for us highest Priority. The Server ours Tool-Providers stand in the Switzerland and fulfill high Safety standards. The Access on the Data is only about one Two-Factor-Authentication possible. Raw data is not disclosed externally at any point – evaluations are only created in coded form.
How long does management development take?
Leadership development programs usually last from several months to around a year. The process starts and ends with an analysis of the current situation – initially to make the initial status and ultimately personal development visible. Accompanying face-to-face workshops, virtual nuggets or personal coaching/mentoring are often useful.