Talent identification transparency: an alternative perspective

Violetta Khoreva, Vlad Vaiman, Edyta Kostanek

Research output: Contribution to journalArticlepeer-review

10 Citations (Scopus)
210 Downloads (Pure)


Over the course of the last decade, talent management has attracted a great deal of attention in the academic literature. Even though the field has evolved, much scepticism continues to surround it, and many questions are still to be answered that may bridge existing gaps between science and practice. This article offers an alternative perspective on talent identification transparency, the practice of informing employees of their talent pool membership. In line with the social exchange perspective, we propose that even though the reactions of those employees who are identified as talent and informed of their talent pool membership seem to be positive, the negative reactions of employees who are either identified as talent and informed of their talent pool membership, and whose expectations are not as well met, or employees who are not identified as talent (which is arguably the majority of the employee population in most companies) may outweigh the positive. This article adds value to the existing research on talent management, promotes a dialogue, and encourages new directions in theoretical and empirical research within the field. We believe that a heightened understanding of the dark side of talent identification transparency may help organisational decision makers in better executing their strategic talent initiatives.
Original languageEnglish
Pages (from-to)25-40
Number of pages16
JournalEuropean Journal of International Management
Issue number1
Early online date26 Jun 2018
Publication statusPublished - 29 Oct 2018


  • talent management
  • talent ideintification
  • talent identification transparencyy
  • social exchange theory
  • workforce differientiation


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