Archive for the ‘development’ category

Attracting and Retaining your High Potential Talent Starts with a Clear Talent Strategy

February 7th, 2014

Identifying and attracting high potential employees is still a challenge for many organisations. Nearly 75% of organisations are struggling to fill vacancies (CIPD, 2011) and only 18% of organisations report that they have enough talent to meet their future business requirements and goals (Boatman and Wellins, 2011). The recurring theme is that there is a ‘War for Talent’, and there is the need to identify “the ‘right’ employee” in this knowledge driven economy (Shung & Junyu, 2012). This is clearly a significant problem that needs addressing. » Read more: Attracting and Retaining your High Potential Talent Starts with a Clear Talent Strategy

What Proportion of High Performers are High Potential?

January 30th, 2014

The Statistics

Within Zircon, our Business Psychologists run high potential assessment validation events for our clients in order to identify and validate the managers’ assessments of their employee potential. When we work with these organisations we find that managers predict at least 30% of their employees have the potential of success in the future. However, from our experience the percentage of employees who are actually talented/high potential is » Read more: What Proportion of High Performers are High Potential?

CIPD South London 26th March 2014

January 28th, 2014

HR and Talent in the 21st Century

Dr Amanda Potter will be speaking at the CIPD in Croydon on the 26th March 2014 and sharing the findings of Zircon’s latest White Paper titled, “HR and Talent in the 21st Century: How can the leaders of today meet tomorrow’s business needs?” The paper summarises the results of this research and the steps leaders need to take in order to deal with these future challenges successfully. » Read more: CIPD South London 26th March 2014

HR and Talent in the 21st Century

January 17th, 2014

HR and Talent in the 21st Century: How can the leaders of today meet tomorrow’s business needs?

Based on Zircons 2013 research, leaders need to be more externally and commercially focused to deliver the requirements of 2014 and beyond. Organisations should review their mix of talent within HR teams to ensure there is balance of strategic, articulate, commercial and pragmatic approaches to be fully effective. They also will need to engage the business to be more strategic and future focused when it comes to talent, and to consider the ROI, ROE and the effectiveness of the methods used. » Read more: HR and Talent in the 21st Century

Zircon is presenting at the Learning and Skills Conference 2014

January 16th, 2014

HR and talent in the 21st Century – how can the leaders of today meet tomorrow’s business needs?

London has recently been named the talent capital of the world, employing 1.5 million people into high-skilled sectors. The 2013 study, published by Deloitte, predicts that 300,000 more jobs will be created in London by 2020. Of these jobs approximately 100,000 will be within high-skill sectors, with a predicted decline in the number of roles within finance industry, but growth in London’s creative, digital and life science sectors. Another expected shift is in how organisations will operate. Businesses are now preparing for a future state which includes growth, digitisation and commercial advantage. » Read more: Zircon is presenting at the Learning and Skills Conference 2014

The Future of Talent Management: The Conclusion

January 3rd, 2014

The Conclusion.

Here is the penultimate part of this series of blogs summarising our 2012 findings into the Future of Talent Management.

Our aim was to gain a greater understanding of how organisations approach Talent Management and one of our overall findings was the difference between those who develop the TM Strategy (HR and Talent Leaders) and those who implement it (Business Leaders). Whilst it should be acknowledged that there are organisations, where there is alignment between the Business, HR and Talent, the findings from this research suggest there are opportunities for organisations to really look at how closely aligned HR, Talent and Business Leaders are in developing TM Strategy, identifying what should be involved, how it is defined and how it should be communicated and implemented in order to develop a “talent mindset”. » Read more: The Future of Talent Management: The Conclusion

The Future of Talent Management: What does the future look like? Part 3

December 11th, 2013

Organisations measure the engagement of their employees.

Here is the next part of this series of blogs summarising our 2012 findings into the Future of Talent Management.

Our research found that the majority of organisations do have tools available to assess the effectiveness and understanding of the TM Strategy. For example, 67% of organisations conduct employee engagement surveys on a yearly basis with a further 18% reporting they do this at least every two years. » Read more: The Future of Talent Management: What does the future look like? Part 3

My Occupational Psychology Internship

September 24th, 2013

As an undergraduate psychology student at the University of Nottingham about to embark upon my final year, I was keen to secure myself work experience amongst experienced psychologists. The previous year, I had taken the decision to extend my degree by adding a year of study in a Mexican business university. It was while completing my year abroad that I discovered Zircon’s website. Zircon was exactly what I was looking for. I found myself gripped by one of their blog entries – ‘Are Competency Interviews Valid for Graduate Assessment?’ Following links back to their home page, I read how Zircon was a team of Business Psychologists who had a focus on Talent Management. Immediately, I knew that this was where I wanted to work. Working with Zircon would not only complement my study of psychology and business perfectly, but would give me real experience » Read more: My Occupational Psychology Internship

My Time as an Occupational Psychology Intern with Zircon

August 20th, 2013

I have been fascinated by psychology for many years and so thought it would be a perfect undergraduate course at university. I was familiar with clinical and experimental psychology but before these few weeks I knew little about other branches of the discipline such as occupational psychology. I met Dr Amanda Potter, the founder and Managing Director of Zircon, and she explained what occupational psychology was about and mentioned the internship her company offers. After researching Zircon further I » Read more: My Time as an Occupational Psychology Intern with Zircon

Opportunity within Zircon to apply for a Full Time Trainee Business Psychologist position

August 15th, 2013

Job Description
Zircon are recruiting a Full Time  Trainee Consultant Business Psychologist on a one year contract.

Responsibilities will include (among others):

• Supporting the Consulting team with the design and delivery of consultancy services in core solution areas, including Talent Assessment, Leadership and Team Development, and Talent Management.
• Working with the team to design Assessment and Development Centres and bespoke exercises.
• Conducting follow-up Personal Development Planning sessions and feedback with clients.
• Selecting and working proactively with Associates and providing guidance and feedback on client projects » Read more: Opportunity within Zircon to apply for a Full Time Trainee Business Psychologist position