Building Talent Capability to Drive Business Profitability

Building talent capability is a critical aspect of talent management.

Talent capability analysis helps leaders to understands the abilities, competencies, expertise, skills and developmental needs of a functional organisation.

From my recruitment experience, this discussion comes up when a team are looking to build a certain level of expertise into their function to drive financial business outcomes.

This may be as a result of changes in their products, solutions, go-to-market strategy or personnel and business changes (attrition, mergers & acquisition, leadership values).

In a past role, the organisation I worked for where going through significant changes.

And one of those changes involved a revamp of their software product management capability in order to drive business profitability.

This change will impact the product leadership teams, managers and employees.

As a TA leader, I was tasked with helping our recruitment teams to hire new sets of product skills and expertise.

To be successful in delivering the talent they need, I partnered with the Talent Management leadership in building talent capability analysis.

Building Talent Capability (Roadmap)

Find below a 5 step approach that was adopted to deliver the analysis and action plan.

Whilst this was for the product management function, the framework is applicable to other organisations too.

1. Discover

Launch discovery sessions to identify the “Why” and the business outcomes.

Review business & HR context from discussions with Talent Management

Conduct internal analysis and external talent market research using Gartner to competitively benchmark similar functional groups (how they attract, asses & reward)

2. Define

Organise the information gathered on identified capability gaps and check for alignment with Business leaders, HR and Talent leaders.

Define the Ideal Candidate Profile for each talent groups by creating clearer role expectations and deliverables.

Review and refine competencies and behaviours expected for job families.

3. Design

Revise job descriptions for product management roles and design new templates using a 3rd party repository.

Create talent attraction channels, build talent pipelines on platforms and update talent assessment process/interview questions

Focus will be on How to Attract, Assess & Reward the Ideal Candidate Profile.

4. Document

Collate all the templates and create documents for each stages, including a calibration guide for how to assess and objective rate candidates during interviews.

Proactively discuss the templates with leadership teams (business & talent) to gather feedback and make adjustments where necessary

5. Deliver

Deliver the talent capability analysis and actions to key stakeholders for validation

Run engaging and interactive enablement sessions for targeted hiring leaders

Deliver change management to influence behaviours and adoption

Vic Okezie is a global talent acquisition leader.

He has held recruitment leadership roles at global organisations like Amazon and GE.

Learn more about him or connect on LinkedIn.