Typical talent analysis is about understanding the profile in detail to match with the job profile. The Talent analysis provides information on how the profile generally approaches, think and make decisions. This will make recruiter better to understand:
In which areas the individual's strengths lie
Which position and tasks have a productive effect on the individual
Which tasks suit the individual and he or she can successfully master
Where there are possible fields of action and potential for improvement needed.
The Talent analysis focuses specifically on the criteria that are decisive for determining the fit of personality and task/job type. This will help to learn something about which activity and task have the most motivating effect and will fulfill him the most. The determination of whether an individual/talent is suitable for a particular position depends on the specific situation, position and the work environment. Recruiters assume that an individual shows initiative when he/she can use his /her strength to accomplish a task. Here individual achieves success without effort. The Talent analysis focuses on identifying the strengths of each person, which can also be used to derive fields of action.
Let's assume, for example, that a person is very flexible in their daily routines and task planning and can quickly adapt to new ones, react to unexpected situations. As a result, in some circumstances, you may lack a structured plan. These two behavioural preferences are mutually exclusive. In reality, people mostly have shares of both forms of the dimension. The Talent Analysis excludes a response from the client according to the social desirability. Since the criteria are opposed to each other, a strong characteristic in one direction always moves the field of action on the other side.
Knowing the strengths of the candidates has enormous advantages to find skills mapping, long-term commitment to jobs and job satisfaction.