Why it’s important to be effective in selecting the right talent!
What’s the impact when you don’t select the right talent, what does it cost you?
Choosing the right job based on your natural talents and why!!!
What happens if you get it wrong? What happens if you choose the wrong job?
If you are a hiring manager and you get your selection wrong, you may a need to spend that money again and again until you get it right!!
What we find is that most hiring managers in business spend very little time in this area annually, mainly because it’s not their core job function
Even if you only recruit from time to time you CAN still be effective using some tips and methodologies, we can share with you through this discussion.
Interviewing is a great way to get to know the candidate’s superficial observable social skills, BUT a miserable way to identify core talents and weaknesses as they relate to the job.
Where it goes wrong is not that it’s a flawed technique or approach specifically, it’s more the fact that interviewing in itself will NEVER be a sufficient way to ascertain what you need to know verbally asking someone what they are good at, it is not the most reliable way to gather information.
What will make you better at selection and performing at interview?
The answer is Validation!!
Those hiring managers and job seekers, who incorporate some form of scientific validated assessment, end up making better decisions.
From a jobseeker’s viewpoint you need to validate your own natural talents and choose the correct job content and an environment to suit.
Employees hired with this information perform better, have greater job satisfaction and stay longer.
There’s also an old saying:
YOU CANNOT RECRUIT ON BEHAVIOURS ALONE!!
You can interview John Wayne on a Friday then Woody Allen turns up on the Monday! This can be avoided as the interview is a masked and adaptive scenario. Or as a jobseeker you know you can do the job from a skills viewpoint however have a poor interview as you haven’t projected your natural talents the correct way, remember you need to connect dynamically with the interviewer, you can only do this as if you know yourself and know how to connect with another behavioural dynamic
Even if the suitable hire is achieved, things can change within the work environment.
The only constant in life is change.
Talent management is a constantly moving target that therefore constantly must be monitored. How do you monitor your talent as a company or as an individual how do you know, develop and nurture your own talent?
To get selection right you MUST: –
- Look at your Validation methods and if possible, blend traditional methods with scientific methods, as a candidate know how to validate YOUR talents with the key aspects of the job and company
- Raise YOUR own awareness to the masked situation in a face to face interview, a job seeker must remember
- Be Aware to validate and ask questions around Values and gather the necessary benchmarked evidence for longevity as a jobseeker you must benchmark your values with the job
At Innermetrix we are proud to say we spend ALL our working time in talent and people dynamics and are experts on this subject, if you need any information on the above topic just get in touch !!!