Connecting You to
Your Career
Developing Your Talent Profile
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What is a Talent Profile?
highlighting a colleague's career/work experience, educational background, certifications, skills, professional affiliations, and achievements. It makes an individual’s talent and qualifications more visible within the organization as their career grows.
Why develop a Talent Profile?
Your Talent Profile provides greater visibility of your background and skills to your manager and the organization. Your Talent Profile also assists in your professional development and aids in the achievement of career aspirations. Your Talent Profile can be used to identify you as a potential candidate for internal career opportunities. It can also be used to identify colleagues who could be aligned to a Leadership Development program or track.
How does Adtalem leverage Talent Profiles?
Adtalem leadership uses Talent Profiles to effectively manage talent and to extract insights that help them make critical talent decisions.
By having our colleagues create and upkeep their profile, we build “intelligence” on staff – work experiences, certifications and degrees achieved, professional affiliations, awards, and languages. With this information, leaders can plan for our future and fill critical roles in the organization with identified talent.
How can Talent Profiles help managers?
Managers who have a better, expanded understanding of colleague strengths, education, and accomplishments can use the Talent Profile to help guide talent development conversations with colleagues and identify opportunities for added experience when looking across their team.
When should I update my Talent Profile?
Talent Profiles are best reviewed and updated by August of each year, ahead of Talent Planning discussions. However, they can be updated in real time, especially as you gain experience or accomplish activities that can be added to your Talent Profile.
What is Adtalem’s Talent Planning Process?
Adtalem engages in an annual talent planning and succession planning process in September of each year. During that time, talent planning meetings are held to identify capabilities and development needs across Adtalem and provide leaders with the framework and tools to help them create their annual talent plan.
Business unit and functional leaders also meet to discuss the results of their talent planning discussions and agree on succession for mission critical roles across the organization.
About You
About You
The About section of your Talent Profile provides the organization with an overview of your career and career interests. In this section, you will also find contact information and an organizational chart of your team. You can also add a professional photo.
Summary
Your Talent Profile summary should provide an overview of your career and accomplishments. The summary can be brief or detailed, but should highlight the skills you’ve obtained, the roles you’ve held, and the accomplishments you’ve achieved. You should also elaborate on where you want your career to go next with a stated desire of intent.
Look at your Talent Profile summary as a cover letter or resume overview.
Interests
Add career interests related to your career and areas of interest you want to pursue throughout your career. These may be skills you have or want to learn and should reflect your interest in learning or utilizing these skills.
▪ If you are an entry-level colleague looking to build a career, add relevant fields or areas you want to explore as interests.
▪ If you want to pursue a management or leadership role, add key skills you possess that would make you a great leader – People Management, Delegation, Strategic Thinking, Problem Solving, Managing Teams.
Career Details
The Career Details section of your Talent Profile tells a comprehensive story of your career.
You’ll detail your previous positions, both internal and external, your current position, relevant Education and Certifications, Skills, Experiences, and more.
Previous Internal Positions
Internal positions you’ve held with Adtalem as of 05/2020. Add key accomplishments and responsibilities for those positions.
Previous Internal & External Positions
Internal and external positions you’ve held.
Add key accomplishments and responsibilities for those prior positions. These can help identify transferable skills to help develop and guide your career.
Education
Add all formal education leading to a degree or diploma.
Skills
Add skills you’ve learned, or are learning, and your proficiency. Consider adding relevant details to where these skills were learned, how they were used, and key accomplishments achieved by leveraging these skills.
▪ Collaboration – Collaborated with cross-departmental teams to develop and implement a new HR self-service model and resource center.
▪ Problem Solving – Implemented a new sales lead triage process that improved response time by 12% and increased close rates by 23%.
Career Details (cont.)
Languages
Add all languages that you know, including your proficiency level for speaking, writing, and reading for each language.
Licenses/Certifications
Add professional certifications and/or licenses that you have obtained.
Memberships
Add professional memberships you currently hold or professional organizations you belong to.
Feel free to add the organization’s mission or focus to emphasize how your membership supports your current career goals.
Honors
Add any honors or awards that you have received throughout your career.
Key Experiences
The Key Experiences section highlights standout accomplishments that have occurred throughout your career. When adding Key Experiences, think about what experiences align to skills needed to support your career growth.
Global Experiences
The Global Experiences section highlights work performed, and key accomplishments achieved, outside of the United States.
Individual Development Plan (IDP)
Development Planning is the shared activity between the manager and colleague that results in an Individual Development Plan (IDP). The IDP is the foundation for career development at Adtalem, assisting you in improving skills, knowledge, or behaviors and measuring your success as you progress through your plan.
Essential Elements of an IDP
Include short and long-term goals that target the identified development needs, are specific, and clearly articulated. It should also include ways to leverage individual strengths.
Make sure your goals are specific and measurable. Vague or poorly written goals do not contribute well to your development.
▪ 1-2 Year Goals
o Play a key role on a project management team that develops new processes.
o Take on 1 to 2 stretch assignments.
▪ Long-Term Goals
o Step into a people management role within current department.
o Achieve a director-level position that allows me to influence people and teams.
Your development actions should follow the 70/20/10 philosophy:
70% of your learning should come from actual experience gained from on-thejob learning, special projects, stretch assignments, or career lateral moves.
20% of your learning should come from others - mentor, feedback from others, informational interviews with someone in a role that is of interest to you.
10% of your learning should come from more traditional actions like training courses, workshops, book, or conferences.
Your IDP should include colleagues who can provide support in your development journey either by providing feedback or someone who can share their career journey with you. Don’t forget to include deadlines and measures of success. It’s easier to hold yourself accountable when goals have specific deadlines and ways to define success.
For additional guides and resources on your Talent Profile and growing your career, visit the Career Hub, located within Commons.
Start today, grow your career
‘The Adtalem Way’!
Commons: Career Hub
