This process consists, roughly speaking, of collecting data on the skills and experience of employees, which is then reflected visually on a map. To identify the different types of talent in a company, human resources departments use what is known as talent mapping.
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How to identify the different types of talent This is the most difficult talent to identify.
Hidden: these are the skills that have not yet been discovered, those that employees have not demonstrated at any time. It is the responsibility of the human resources department to detect which employees could perform these new functions once they have been trained. Potential: this refers to the talent that a person can develop if he or she is prepared for it. The company already knows what skills characterize that person, as it is aware of them in the candidate selection process. Evident: refers to skills that employees already have. And they are usually above-average abilities. That is, it has not been acquired through study or experience. Natural: this is an ability that an individual is born with. Unidimensional talent, on the other hand, refers to someone highly skilled in a particular function or field.įrom a business perspective, the types of talent can be classified as follows: Multidimensional talent refers to a person who has several skills in which he or she is an expert. If we refer to the ability to carry out a specific activity, the list can be as long as you like: leadership, sales, data analysis, communication, creativity, time management, languages, empathy, proactivity… If we stick to the genetic concept, we have natural talent: creative or artistic, intellectual, physical and social. The classification of types of talent can also be very varied depending on the criteria to which it responds. It is said that the hard skills help you get a job and the soft skills help you excel in the job. For example, for a job as a web developer you need hard skills in programming languages, among others, and soft skills in teamwork, communication and problem-solving. Soft skills are the interpersonal, social, communication and other characteristics of the person. Hard skills refer to the knowledge that is required for a specific job. However, in recent years this has changed and now soft skills are more valued. When it comes to recruiting talent, technical competencies have traditionally been given more importance (in the human resources world they are known as “ hard skills“). But it also encompasses skills developed through practice. Strictly speaking, it is seen as a quality innate to a person. 
Even more so when the talent mismatch is at an all-time high and more important than ever is given to the search for talent to attract and retain it. Because, for some companies, managing it through the human resources department has become a priority to drive success. The term talent has become very popular in business. It is important to know how to identify them to build teams that complement each other, among other reasons. Knowing the types of talent that make up the company will help to train the workforce and, therefore, to achieve business objectives. and intrumental companiesĮmployees are the soul of a company and contribute to its success.
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