The Concept of Ideal Talent – A Game-Changer in Talent Management

17 Dec 2019
by Arkadev Basak

Talent is a top strategic priority for organizations around the world. However, while talent is a great enabler – even a competitive differentiator – it also presents significant challenges, as virtually all CXO surveys demonstrate. Beyond senior leaders, virtually every business leader and hiring manager wants to attract, hire, engage, and retain the best talent, and studies show that employees also want to be, and work with, effective team members.

Good talent is in the wish list of everyone today and questions, conversations, and “dreams” such as below are part and parcel of every-day conversations:

  • I wish we had more employees like Jon
  • While Daenerys is great at her job, I wish we had known when we hired her that she is not much of a team player
  • Arya is perfect – I wish there were a way for her to teach everyone her “secret”
  • Everyone recognizes that Brienne is one of our most effective team members – I wish our performance management process were better able to recognize her contribution
  • I’m not sure of how robust our salary benchmarking is; we were caught off guard when a great employee like Bronn – whom we really wanted to retain – moved to a competitor that offered him more money
  • I wish I could build a team that included Cersei’s aggressiveness, Jamie’s dedication, and Tyrion’s wisdom

A quick analysis of these sample statements turns up a common underlying thread of a utopian “ideal” or “perfect” employee or talent.

The rise of digital technologies significantly advances our capability to move the ideal talent discussion from gut feel of a “game of roles” to science. We have the necessary capabilities to apply a more formalized, structured, and analytical approach, intelligently combining multiple digital elements to practically implement the ideal talent concept with far-reaching impact across the talent management spectrum and benefits across the organization.

In this paper, we dig into this concept of ideal talent: what it means, its benefits, and how to implement this “till-now” utopia by building ideal talent profiles, as well as some best practices.


Human Resources Outsourcing (HRO)

Managed Service Provider (MSP)

Recruitment Process Outsourcing (RPO)


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