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Clearview® Performance Systems brings you ... ... a Culture of Results & Engagement™

Solutions for ...

Talent Optimization

[ Our expertise will make your organization Future-Ready! Let's talk ... ]

A Compelling Business Case ...

To ensure sustainable growth, an organization's talent optimization efforts need to be directly aligned with its short- and long-term strategic goals and initiatives.

As a result of advancements in technology, industry trends, changing market conditions/consumer expectations, shifting workforce demographics, among others, an organization must routinely reevaluate its current and future workforce needs to determine where talent optimization gaps exist.

Talent Optimization is an organization’s commitment to the critical practices that deliver the Right People in the Right Roles with the Right Skills at the Right Time!

Why Our Solutions Get Results ...

Our Talent Optimization systems utilize an 'equity' (merit-based) architecture that delivers a far more robust/agile infrastructure for the contemporary workplace.

On a quantitative basis, our business-impact/demand-driver solutions evaluate talent supply by key job role after considering turnover, retirement, and internal job movement.

On a qualitative basis, we analyze current capability, capacity, and performance indices—as well as identify new and emerging occupations—to determine talent acquisition, identification and growth opportunities.

The Talent Optimization Emphasis Cluster contains 3 Practice/Service Areas:

Succession Management

Employee Engagement Image

In this talent-based economy, the workforce itself is arguably an organization’s most important—and most tangible—asset. And the key knowledge needed to run an organization exists at ALL levels, not just in leadership positions.

While it would make perfect sense for an organization to prioritize workforce planning and workforce optimization (WPO), and be mindful of the current and future workforce gaps that will limit execution of business strategy, these activities frequently don't receive the full attention they deserve.

Part of this paradoxical behavior can be attributed to a tendency toward focusing on short-term goals and objectives. This becomes even more pronounced when the economy is strong and an organization is doing well financially. When everything is going well, we tend to have a rosy outlook of the future that can blind us to hazards that are approaching.

The solution to this blind spot is to adopt a mindset of succession!

Our Succession Management services include:

Comprehensive 7-Step Succession Management System/Training

Key Position and One-Ready-Now Evaluations

Succession Inclusion Analysis (HiPo Employee Identification)

Competency Gap Analysis and Acquisition Planning

Job-Specific and Domain-General Competency Identification

Breadth/Depth Learning (BDL) Systems

Are you ready to identify and address talent vulnerabilities to protect your future? Let's talk.

HiPo/Talent Retention

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Informed (and aware) leaders understand that their key employees are volunteers. Yes, they may receive a paycheck, but exceptional employees work for their organization of choice because they want to, not because they have to. This recognition has significant implications for anyone hoping to retain key talent.

While most organizations have invested heavily preparing for the war for talent, much of these efforts focus on recruiting capabilities and talent acquisition strategies. Paradoxically, the war for talent is not on the front lines of acquisition; instead, it’s in your own backyard—retaining your current key talent! This frequently-overlooked priority is more critical than ever.

We're guessing if you're in this area on our website, that your organization does a decent job in educating, training, and growing people. Congratulations. Unfortunately, the unintended consequence is you are now a target for those who need talent for their own organizations. The most valuable employees—those with unique skills and deep tacit knowledge—are the most urgent flight risk as competitors try to lure them away, or as these talented (and ambitious) individuals move to pursue new career development opportunities.

Many aspects of the key employee experience contribute to improved retention. Our HiPo/Talent Retention services include:

HiPo/Talent Retention Consulting

Key Employee Advisory Councils

Key Employee Engagement Propositions (KEEP)™ [a much-improved version of the Employee Value Proposition]

We have the know-how and experience to significantly improve your talent retention efforts. Let's talk.

Optimal-Fit™ Interviewing

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Your goal is to hire the best talent you possibly can. But what matters most when hiring a new employee for your company? Past experience? Current skills? Logical thought processes? Good team player? Ability to deal with ambiguity? Working well under pressure? Quick thinking?

Almost certainly you will have mixed criteria—and all are important. With that understood, why would you want to be constrained with one type of interview approach?

The reality is there are many interview strategies available but no single interview approach can adequately deliver what you need to make good decisions on its own. That's why a more comprehensive interview approach is necessary to quickly discern both the job-specific and domain-general (cultural) fit issues. This means your interview process needs to be sophisticated enough to identify KSA (Knowledge, Skill and Ability) qualifications, TTD (Trait, Temperament and Disposition) alignment, and BD (Behavioral Drivers) motivators.

Our Optimal-Fit Interviewing services include:

Optimal-Fit™ Interview Training (for all levels)

Optimal-Fit™ Assessment Testing

Optimal-Fit™ Coaching/Consulting

Would better interviewing help you get (and keep) the right talent? Let's talk.