Recognition the Criteria for Identifying Talent Capacity in the Telecom Industry

Competition in the industry and the scarcity of talented human resources convince managers to respond to the present and future needs of the organization by creating a talent management unit and focusing on the talent capacity of individuals along with their identification. This study aimed to identify criteria through which potentially talented people can be recognized, while responding to the needs of managers in this area. This research is exploratory in terms of nature and applied in terms of purpose. Interview was used to collect first-hand data since identifying talent in the telecom industry is more important due to the continuous and rapid growth of technology. After designing and conducting semi-structured interviews with 16 deputies, managers, supervisors and senior experts of the human resources department of companies operating in this industry by using the method suggested by Brown and Clark (2006) for theme analysis was used. After coding the initial data, the criteria for identifying talent capacity were created in three general categories of individual criteria, job criteria and organizational criteria based on ten sub-themes. Finally, Telecom industry organizations can use individual criteria including creativity, ambiguity management, attitude, knowledge, learning, communication as well as job criteria such as high performance and engagement as well as organizational criteria including leadership and perfectionism to identify talent capacity.