Out-of-the-box thinking from Talent & Potential...

Organisations vary between recruiting graduates directly into a role, or providing a scheme that rotates graduates around a series of placements. The placements may be within a department (eg Finance or HR), or companywide. How do you decide which approach to take? What decisions are needed for a great rotational scheme?

Many organisations are worried that their graduates retain a student culture that can be damaging to their reputations, and the reputation of the scheme as a whole. In this article we apply a creativity technique, Problem Inversion, to see why this might be happening.

At T&P we are strong supporters of providing advice based on hard data – see our research into high potentials, our career management advice based on over 1600 interview of people with successful careers, and our hard figures presented for awards. However sometimes statistics reported in the press are not at all helpful, and can misinform key decisions.

Early on in their career, people are very focused on finding the ‘ideal job’ or on how to ensure a series of perfect jobs. However, for many people, waiting for that move into the perfect role they believe is waiting for them is a frustrating and fruitless exercise.

Talent Manager, our programme that turns line managers into talent managers has been implemented in multiple organisations. The more we work alongside line managers to teach them the principles of talent management, and introduce them to our tools, the more we gain insights into why line managers can be notoriously difficult to engage in the talent agenda.