It’s only since I’ve been directly involved with the recruitment industry, coming up for 10 years, that I’ve fully appreciated how rare it is to find truly talented, externally sourced, people to move businesses forwards.
There are ways to attract talent, working with the right Agency is one, but this will count as nothing if, as the employer/manager, you can’t actually spot those talented individuals who do cross your path from time to time.
Here’s a starter guide:
- Seek complimentary skill sets, qualifications, experience rather than a “Mini Me”.
- Take on decision makers and positive thinkers even if they’re not the brightest.
- High IQ can be very appealing and disarming but can disguise character flaws.
- Challenging unexpected situations requiring quick thinking and problem solving provide an insight into a candidate’s latent “talent” better than any responses to face-to- face interview check-sheet questionnaires.
- The best candidate interviews contain just two or three questions. It’s the clarification and exploration into the answers that establish talent – not pat answers.
I’m scratching the surface here. It’s a fascinating subject and one that any business, of whatever size, really looking to lead in their field needs to master or else seek help with. Good luck.
By Lloyd Banks, Rubicon People