
Blind Peer Review
Thank you for your time and expertise in reviewing our conference abstracts. Please review the assigned abstracts by 09 December, and remember to return the completed form via e-mail.

Talent development and the significance of the candidate experience
Presentation
Development and learning centres provide a vital solution in the digital era and the industry 4.0 revolution, where highly skilled and qualified employees are essential to meet future challenges. Development centres address talent shortages by focusing on upskilling and reskilling internal employees, reducing the need for external recruitment.
A positive candidate experience in talent development centres delivers significant benefits for both individuals and organisations. Tailored competency assessments provide employees with a structured roadmap for growth, highlighting strengths and identifying areas for improvement. This targeted approach enhances employability, job satisfaction, and long-term career success while fostering camaraderie and a shared sense of purpose through meaningful learning opportunities. When employees feel valued and supported through well-designed development programmes, they are more motivated, aligned with organisational objectives, and contribute to a stronger workplace culture (De Vos et al., 2011; Ochurub et al., 2022). For organisations, competency assessments serve as a strategic tool to align workforce capabilities with business goals, driving productivity and retention while enabling effective succession planning and streamlined training initiatives. These practices also reinforce employer branding by fostering trust and encouraging ongoing engagement, ultimately securing a competitive advantage in the marketplace. By creating an environment where employees can thrive, organisations not only strengthen their reputation but also build a more agile and committed workforce (Benayoune, 2024; (Ochurub et al., 2022).
Recent trends emphasise not only what employees learn but also how they learn, with personalised and meaningful approaches taking centre stage. Humanised learning, AI-based adaptive platforms, and blended learning methods empower individuals to tailor their development journeys, fostering ownership of their growth (Ward, 2024). Gamification, integrating elements such as scoring, challenges, and collaboration, further enhances engagement, motivation, and problem-solving, creating an immersive and rewarding experience (Santos et al., 2021). To achieve these outcomes, technology and digitisation must support, rather than detract from, the candidate experience. This includes leveraging accessible and intuitive tools, providing real-time feedback, and ensuring effective process management. Clear communication about assessment purposes, opportunities for candidates to ask questions, and strong data security measures are also essential for building trust and maintaining a positive organisational reputation (Bester & Stander, 2021).
The presentation will explore how emerging trends in learning and development have been applied to both national and international clients, showcasing practical strategies for creating exceptional candidate experiences and enhancing learning outcomes. Key insights will highlight the advantages and disadvantages of virtual and online development centres, as well as the experiences of participants in these initiatives. Moreover, we will highlight key factors for designing a tailored development centre that enhances the candidate experience. Key factors include aligning development exercises with organisational strategies, defining leadership competencies through a capabilities matrix, using diverse data-gathering methods (e.g., simulations, psychometrics and interviews), adopting a data-driven approach, focusing on a strength-based approach, and leveraging technology to enhance the process (Stander & Van Zyl, 2019).
How will the delegates be able to apply your session content back on their job?
Delegates will gain valuable insights into the importance of creating tailored development and learning centres that enhance the candidate experience. They will explore both theoretical and practical aspects of designing and applying development centres that foster learning and engagement. Additionally, delegates will learn about recent trends in learning and development and how these have been implemented to improve the employee learning experience.
What type of tip/tool (e.g., a template, framework, etc.) will you leave the delegates with?
Delegates will receive a comprehensive breakdown of key elements essential for constructing an effective development centre. These include:
• Aligning development exercises with organisational strategies and collaborating with senior executives to define leadership competencies.
• Using a clearly defined capabilities matrix ensures alignment of leadership behavioural traits, values and approaches.
• Understanding the importance of employing diverse data-gathering methods, such as psychometric assessments, tailored simulations, and behaviour-based interviews, to assess competencies accurately.
• Adopting a data-driven approach for talent identification, continuity, and addressing talent management gaps.
• Implementing a strength strength-based, developmental approach that encourages individualised learning and clear communication.
• Leveraging technology, such as mobile platforms for scheduling, feedback, and virtual coaching, to support data-driven decision-making that aligns with broader organisational objectives.
What do you want your audience to know at the end of your presentation and what will the three main points be?
"1. Understand the strategic value of tailored development centres.
2. Creating a positive candidate experience is crucial for talent development.
3. Understands how to create a tailored development centre that enhances the candidate experience."
