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Exclusive Approach: They only invite people who do great in the test

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Pro:
- you get an assessment of the candidates applying
- fast; less resources necessary
- easier to compare people

Cons:
- "fake it 'til you make it" - people can alter their answers to be more compatible with the company
- Quantitative approach to a very fuzzy concept

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Nature-nurture interactions: Develop individuals as potential.

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observe employees over time

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CON

applicants might be tempted to answer in a way that they assume the company would want them to answer

talent is not assessable in 280 questions but roots in experience, etc.

focusses on character traits only

PRO

if you have a lot of applicants its easier to distinguish between applicants

might be beneficial for personal identification. People might be able to reflect on their own abilities more and might also spur self-confidence

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+ easy accesible  and clearly structured opportunity for development
+boost talents as u see ur strength
+detailed

-focus on reputations, how the others see
-250 questions, 90 pages of feedback- time consuming

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PROS
comparable
reducing costs in human ressources (huge amount of applicants)
focus on strengths

CONS:
you can cheat
not representative (only one moment is evaluated)
no interpersonal questions

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to consider what talent is for ur particular purposes and targets

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Question what talent means to the company, which talents are actually needed

Adjust talent management to individual character traits --> introverted/extroverted people might need different support

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as an employee - be aware of your reputation

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observe and promote over a long time periode
motivate and train people
concentrate on interests of employees

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inclusive, because everyone can do it!

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talk to employees to identify their motivation and give them the opportunity to develop their ambitions

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highly individual
hard to define
high risk investment
fragile

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challenge: to find out if talent management finally brings success to the organization itself (identify cause effect relationship)

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not easy to evaluate, even in case with the test, the result  can be not totally matching the reality

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minimize quantification processes, if talent is defined too strictly, potential talent might be left unseen

talent means different things for different companys

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it can be inclusive as well as exclusive - depending on how redbull makes their decisions. If they only accept people with certain results and only see those as talents it is exclusive. If they accept all kinds of people and see the test as a way to support the talent of each individual it is inclusive