Introduce the concept of job related talent. However, poor management may negate the benefits of hiring for talent. Without talent competent employees fail to become successful employees.
The best candidates, i.e., the most sought after candidates, may or may not be a good hire.
• Competence is the King of job performance.
• Talent is the Queen of job performance.
• Potential is the Prince of job performance.
• Education is the Princess of job performance.
• Experience is the Court Jester of job performance.
Competence and Talent rule job performance.
There are many factors to consider when hiring talent but first we need to define talent unless "hiring talent" means "hiring employees."
Everyone wants to hire for talent but if we can't answer the five questions below with specificity, we can't hire for talent.
1. How do you define talent?
2. How do you measure talent?
3. How do you know a candidate’s talent?
4. How do you know what talent is required for each job?
5. How do you match a candidate’s talent to the talent demanded by the job?
Employers need to assess for:
- Cultural Match
- Skills Match
- Job Match (Talent)
Some employers assess for all three.
Potential is identified during the Job Match evaluation.
Read the following web page for a description of how to hire high-potential employees.
CorpU Weekly: Hiring High Potential Talent? <link updated to site home> ( Search On Cite | Search On Google )
If all employees were successful, long-term employees and a pleasure to manage, would the CEO care if the employees were engaged or not?
Give your word.
Keep your word.
Live your words.
HR Managers ought to help hiring managers to be successful at hiring successful employees. Success in ones job is a milestone that allows others to trust you doing your job and more.
HR Managers ought to provide to hiring managers the answers to the following five questions, see below, as well as the method they'll need to find the answers for each job.