Compare Talent Plus vs Talent Plus Plus BETASee how working at Talent Plus vs. Talent Plus Plus compares on a variety of workplace factors. By comparing employers on employee ratings, salaries, reviews, pros/cons, job openings and more, you'll feel one step ahead of the rest. All salaries and reviews are posted by employees working at Talent Plus vs. Talent Plus Plus. Learn more about each company and apply to jobs near you.
- Talent Plus Plus scored higher in 8 areas: Overall Rating, Career Opportunities, Compensation & Benefits, Work-life balance, Senior Management, Culture & Values, % Recommend to a friend and Positive Business Outlook.
What Employees Say
I worked at Talent Plus full-time for more than 8 years
I count dozens of current and former Talent Plus people as some of my best friends. Hiring for Positivity creates a culture of true friendliness, but it can result in people having blinders to some... of the issues. The assessments are truly exceptional and very accurate when implemented correctly and interpreted consistently well. I'm not sure if this is a Pro or a Con, but it feels more like a Pro...If you are a high performer with a positive attitude, you will be successful here. Being a high performer means you get the good clients, the recognition, the spotlights, etc. I have a stack of recognition cards almost a foot tall from my years at Talent Plus and they always make me smile when I read through them. :-) This may not seem super relevant, but the chefs at Talent Plus are legitimately some of the best in the midwest! I have never had so much good food available to me every day as when I worked there! The celebrations are good, but at times seemed frivolous...that said, i would not give them up as it was a fun time to bond and celebrate with friends.
Too much emphasis is put on profit and growth. A company like Talent Plus will never be on par with DDI, Aon, or Kenexa because they lack consistent internal practices and policies. Leaders chase the... big idea of the moment; one year it's development, then it's strategic consulting, the next year its online assessments, next it's succession planning. Either invest in making yourself excellent at all of these things or just pick one or two and become the best at those. For a company who's tag line is/was "The Science of Talent," there sure isn't a lot of science in the selection and promotional process. By this I mean that favoritism and nepotism drive a LOT of the decisions of the leaders. I saw this personally when I was involved in the hiring process; when a Rath family member or a leader "liked" a candidate, they were almost always hired, even if another candidate had better expertise, more experience, or more relevant skills. I understand that this was done in order to create a cohesive culture of like minded people (i.e. positive, service-minded associates), but what happened is that it resulted in the company lacking skilled/knowledgeable employees. For instance, at it's peak, there were only four I/O Psychologists in the whole company, whereas DDI, Kenexa, and Hogan employ dozens of I/O's each. This resulted in a lot of "art" and not as much science in their research and consulting. And finally, the pay and benefits. Seriously terrible. When I left Talent Plus, my salary increased by $28,000 and I was doing very similar work. This is another reason they need to have a real HR dept that can do regular market comp research...maybe they'd know just how below average their pay scale is! And the profit sharing plan they touted...laughable if you're not a Rath family member.
Advice to Management
Stop with the nepotism. I realize that this company was created by the Rath's but Talent Plus' mission is to be a world-class partner to your clients, and they cannot do that if their succession and... promotion decisions are based on nepotism and favoritism. You should be hiring, promoting, and developing people based on how well they serve your clients, not how tight they are with 'the Family.' Get/form a real HR department; I initially appreciated that all issues/needs/complaints would be dealt with by leaders as it promotes strong problem solving and can improve relationships; in the long run though, it leads to lots of employees feeling like they have nowhere to turn when their manager or sr. leader is the problem. This gets into another issue, which is the favoritism that runs rampant. If you're a "golden associate," you get lots of opportunities, plenty of autonomy, tons of recognition, and decent (i.e. average) pay. (disclaimer: I was one of these employees during my tenure, so no, I'm not just a low performer bent on revenge, but even my pay was only at market average) If you're not on board with the culture, or you don't perform above expectations, you get labeled as problematic when in reality, any other company would give you more training and coaching. Finally, your reluctance to help people fix/improve their weaknesses severely hinders your ability to grow from the inside. The company I left Talent Plus to join is 10x better than Talent Plus at internal development, coaching, succession planning, and training, which is ironic since Talent Plus should be amazing at it. All in all, leadership is the biggest issue at Talent Plus. They've had some spectacular failures in leadership that could have easily been prevented if they had a more robust selection/succession planning process and didn't play favorites to give their favorite associates (and Rath family members) all the good opportunities.
I have been working at Talent Plus Plus full-time
i joined testing course after my degree with zero knowledge, InventaTeq has allocated me a trainer who has provided me practical in depth and job oriented training, I was able to answer almost all... questions. I got placed in one startup company as a QA Thanks to Trainer.
Some time i found time miss matching among the trainer and trainess.