Talent Audit
Talent Audit – auditing potential, activating growth
At SCCG, all our services are built on a strong assessment foundation.
Our Talent Audit ensures that leaders own their development and career growth, while equipping the organization with reliable insights for leading a strong talent culture.
- Strong alignment with business goals, culture, and target culture.
- Critical HR data for better decisions and leadership and culture development.
- Concrete, implemented development plans that ensure continuity.
When to use a Talent Audit?
A Talent Audit assesses internal leaders and specialists outside active recruitment.
Often called a talent review or management audit, it supports succession planning, team and leadership development, culture building, and internal mobility.
Aligning Organisation and Individual
Our Talent Audit builds on management assessment, focusing on career and leadership and aligning them with the organisations direction. Structured discussions with the consultant, participant, supervisor and HR guide the process. Ownership and accountability remain with the participant.
Outcomes of a Talent Audit
A Talent Audit commits individuals to take ownership of their career and leadership growth. It provides clarity and direction for participants and gives supervisors and HR the insights needed to guide development, plan succession, and strengthen the leadership culture.
Talent Audit – auditing potential, activating growth
At SCCG, all our services are grounded in a strong assessment foundation. One of our key solutions, assessment-based development plans, is designed to ensure continuity in leadership development and to strengthen the participant’s accountability throughout the growth journey.
- Shortcut to professional growth – a faster, more focused development path, grounded in critical assessment insights.
- Full ownership – the participant takes clear responsibility for their own growth journey, fostering accountability and engagement.
- Clear, pragmatic, business-driven goals.
- Development goals are anchored in real organizational needs, ensuring relevance and impact, far beyond abstract ideals.
- Concrete development targets, that are integrated into personal development discussions, ensuring continuity and enabling ongoing support from supervisors and HR.
WHEN TO CONSIDER A TALENT AUDIT?
There are different ways in our client organizations to describe evaluations of talent resources when no formal role is open. We call it a Talent Audit, but others speak of High potential reviews, resource mapping, career mapping, or Development assessments. The scope can range from individuals to full leadership teams, and from juniors to senior managers. The purpose also varies from succession planning, career development, leadership growth, to encouraging internal mobility and rotation.
TALENT AUDIT APPROACH
Our Talent Audit processes build on our management assessment framework, with a stronger focus on career and leadership development. The process includes a broader reflective stakeholder framework with structured discussions among the consultant, participant, supervisor, and HR. This way results feed into ongoing development discussions and planning. Career ownership stays with the participant, but we courage bold steps from a positive, challenging stance.
OUTCOMES OF A TALENT AUDIT
We challenge participants to take more responsibility for their leadership and career, and we push our participants forward. Participants report gaining courage, clarity and direction. The process is always tied to relationships, and supervisors get practical tools for leading the future leaders and their development. HR gets input for succession planning and systematic insight into leadership development needs, especially when working on a group of talent. As always, our talent Audit focuses on the impact on to the business outcomes defining leadership boundaries and goals.