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Talent Review

Insightful Leadership Talent Assessment

About Talent Review

Organizations need a clear view of the capabilities of their critical talent to ensure sustainable performance. Too often this view is based on limited information and a talent review process that allows subjective judgments and recent events to override a more objective look at experience, past performance, and future capability.

Cambria’s Approach

We define requirements for the target roles, including performance history, business and functional knowledge, critical skills and experiences, behavioral competencies, and personal characteristics. We then guide business leaders through a proven talent assessment process that replaces subjectivity with fact-based judgment using systematic advance preparation and well-defined guidelines.

Our Results

Cambria makes talent review simple, pragmatic, and aligned with the business strategy. Our talent review guides, templates, and tools ensure a consistent, efficient process that supports business leaders in spotlighting their top talent and decision-making on the direction needed for all team members to enhance current performance and future contributions.

Addressing Your Key Challenges

In most organizations, the talent inventory includes employee work history, experience, knowledge, skills, and record of performance. This information alone is not enough to inform talent decisions about what really matters: predicting future performance and potential.

Our rigorous approach to leadership talent assessment is comprehensive, examining both your organization’s current definition of excellence as well as your most important capability requirements for the future.

How Cambria Helps

We help organizations advance with a series of critical tactics:

Create Models of Excellence

Cambria creates future-focused competency profiles for key functional, managerial and executive roles as the basis for assessing job incumbents against a high-performance standard.

Profiles include the critical skills, knowledge, behavioral competencies and personal characteristics that drive top performance.

Start with a Level Playing Field

We recommend including all key employees in the talent review process to minimize the risks of under-identifying people with true potential for advancement, and over-identifying “the usual suspects” who are overly self-confident, extraverted, charismatic, and politically facile. This is especially important when talent bench diversity is a priority.

Assess Employees Against the Models

Our Right Person, Right Job (RPRJ) assessment process is a comparative review of peers by top management in each function or business. The top leaders in each business unit undergo an intensive assessment by the business unit presidents, cascading down the organization by level, so that peers are comparatively assessed against peers in each function.

Provide Rigorous Facilitation

Cambria trains HR managers to conduct sessions in which senior managers review their leaders’ talent assessment, discuss the ratings, and resolve disagreements among raters with evidence-based questioning using Cambria’s Critical Behavior Interview (CBI) technique.

Place and Develop Talent Correctly

The traditional talent review “9-box” grid, which sorts people into high, medium, and low categories of performance and potential, is a rough tool that misses many finer points related to capability and motivation.

Cambria provides a highly nuanced view of employee potential and development recommendations that recognize each person’s value as an individual as well as their career aspirations.

Read our Client Success Stories

Learn more about Cambria’s distinctive approach to talent review.