Leaders
Preparing leaders for what’s next is one of the toughest challenges organizations face. Spotting high-potential talent, growing them into enterprise leaders, and planning for smooth successions — too often, these steps are disconnected and based on opinion or inconsistent processes.
We help you measure leadership capability once and apply it across identification, development, and succession, creating stronger leadership pipelines and talent moves you can trust.
Managers
Middle managers and experienced individual contributors are central to culture and performance, but without consistent talent development their growth is often overlooked and progression slows.
We help you reuse objective insights from hiring and development to build stronger managers and identify high-potential talent early within the manager population. This creates a healthier pipeline of mid-level employees ready for bigger opportunities, with tailored support for sales transformation as market demands shift.
Talent
Employees want their skills recognized and their growth supported. Organizations need to see strengths, close gaps, and fill critical roles.
SHL makes this clear. With objective skills data applied across programs, you can target talent development, uncover hidden strengths, and match people to new opportunities — boosting retention, innovation, and agility.
Transform Business with Smarter Talent Management Solutions.
22%
Improve Performance
Internal candidates identified by SHL perform 22% better in their roles.
58%
Accelerate Leadership Diversity
58% of high fit candidates for critical leadership roles are women, according to objective insights from SHL.
82%
Increase Leader Engagement
SHL-identified high-fit leaders yields 82% higher work engagement in recommended roles.
Customer Testimonials
The assessment has helped us put round pegs in round holes. With staff now working in roles that make the most of their talents, they are thriving: They are happier, more engaged, and more productive.Dave Rippon
Head of Organizational Development
Sunderland City Council
By showing us how to identify and nurture our next generation of leaders, our work with SHL is helping to secure a strong, profitable future for Valmet.Hikka Alatalo-Korpi
VP Talent Management
Valmet Corporation
Investing in the objective identification of our leadership high potentials has enabled us to target our investment in the right place at the right time to deliver the best outcomes.David Blackburn
Chief People Officer
Financial Services Compensation Scheme
“Working on this project with SHL has enabled us to get focused on the skills and capabilities we specifically need to support development of our sales community. Leveraging this insight has certainly driven different and more interesting conversations about capability in the organisation.”Erica Simpson
Senior Learning Manager, Sales and Functions
BT
Talent Management FAQs
Talent management is how organizations identify, develop, and retain employees to meet business goals. It includes hiring the right people, talent development through targeted programs, planning leadership succession, and creating clear career pathways. Using connected, objective data across these programs helps you make faster, fairer decisions and prepare talent for what's next.
Strategic workforce planning aligns business strategy with the people and skills required. It means understanding current capability, forecasting demand, and moving talent into critical roles to keep the organization ready. Strategic workforce planning helps prevent talent shortages and reduces reliance on external hiring.
Integrated talent management solutions let you assess employees once and reuse that data across hiring, talent development, succession planning, and internal mobility. This eliminates redundant assessments for participants, gives HR a consistent view of talent across programs, and reveals hidden high-potential employees who might otherwise be overlooked. The result is faster decisions, better participant experience, and stronger leadership pipelines.
By connecting objective data from talent development programs, high-potential identification, and succession planning, organizations can identify future leaders earlier and track their readiness more accurately. This strengthens your leadership pipeline, reduces reliance on external hires for senior roles, and ensures smoother leadership transitions when critical roles open.
They're stronger together. Objective results from manager development and talent development programs can also flag early high-potential talent—so you don't run separate assessments for each program and you build a more diverse leadership pipeline.
High-potential results can inform leadership development, readiness decisions, and internal mobility—reused alongside other talent data to build a reliable leadership pipeline without starting from scratch. This integrated approach to talent development creates continuity across your talent management strategy.
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Increase the accuracy, objectivity, and impact of all your people decisions with real-time talent insights and analytics.