ABSTRACT
Talent identification is a fundamental element of effective talent management, but it is challenging because clarity in what organisations should be evaluating and how to do so is often lacking. This is all the more difficult for multinational enterprises given the mix of cultural, relational and political factors that are involved and that complicate the process. This chapter reviews the key factors that multinational enterprises consider in identifying talent and how to balance internal talent sourcing with external recruitment. The chapter notes the importance that the identification of talent needs to be aligned with each organisation’s own strategy and the need to be cautious in using off-the-shelf talent management systems, because these will fail to strategically consider their own idiosyncratic requirements.
