Neela Seenandan leverages nearly two decades of experience in executive recruiting and professional management to serve as managing partner at Hanold Associates, LLC, in Chicago, Illinois. In her previous role at McKinsey & Company, Inc., Neela Seenandan specialized in talent development.

1. TALENT
DEVELOPMENT
PRACTICES
By Neela Seenandan

2. Introduction
 Neela Seenandan leverages nearly two decades of
experience in executive recruiting and professional
management to serve as managing partner at Hanold
Associates, LLC, in Chicago, Illinois. In her previous
role at McKinsey & Company, Inc., Neela Seenandan
specialized in talent development.
A 2011 research study showed that companies
nationwide could not fill more than 500,000 positions
with qualified workers across a six-year period. All
companies require highly trained employees to
compete in worldwide markets. An important means of
cultivating long-term company growth, talent
development practices are crucial to training and
retaining valuable employees.

3. Talent Development Practices
 To facilitate strong talent development, company
leaders often convene to discuss future executives
within their company. During these forums, they
analyze each candidate, identifying his or her
individual strengths and the areas they can improve
upon. Executives then implement a number of
development steps for the employees, frequently
conducting reviews to monitor their progress.
It is also important for executives to couple
development with outside recruiting efforts. This
method helps leaders compare their own future
leaders with other industry professionals to provide
better development opportunities. In addition,
acquiring outside talent can increase the number of
potential administrators within a company.