The days when someone began a career right after school and followed a dead straight line from graduate to head of a department is history. But, how can HR managers in the company recognize the best junior talent? “It is not that difficult,” says Dr. Monika V. Kronbügel (PhD.), CEO of Global DiVision.

“There are more and more talented and committed employees who have great potential than have a highly colorful resume.” Like the 35 year old sound technician who now works in the commercial area. Because of his professional experience, he is no longer considered as junior staff any more, but he is a specialist that a company cannot do without.

Therefore, employers should select employees by their potential and check where such skills can be used and who fits. That requires comprehensive development of personnel across multiple areas that takes not only the employees, but also the market, innovations and future development into consideration.

The district administration of a large city in Rheinland/Germany followed the advice of Global DiVision. They had looked for a partner to manage talent and select personnel within the scope of an public tender, where educating high-performance teams was on the to-do-list, among other things. “People learned here that public authorities also work more efficiently when they proceed like a commercial enterprise,” added Dr. Monika V. Kronbügel (PhD.). “Performance and personality play a large role in the recognition of potential.”

How to find and promote talent