Identifying top talent is more than just matching keywords in a resume to an outlined job description. There's more to a candidate's ability to respond to text book or engineered interview questions. The challenge for recruiters is knowing how to identify talent beyond the skill sets that we can see and finding "other" skill sets that we cannot see. Identifying top talent is a process that usually takes several months of on the job observation. It is for this reason that top talent evaluation doesn't end after a candidate is offered the job. As many of us know, the evaluation continues into the employment probationary period. During this time, a candidate's performance is measured by their ability to do the job, exceed tasks, and exceed expectations. However, this process is not only expensive for the organization, but it often doesn't consider or properly measure the larger organizational influence. The future of how recruiters are able to identify top talent will need to consider how talent can influence the organization as a whole.
Candidates impact more than just their own job assignments
or scope of work. They impact the entire team and organization. They
influence their coworkers, the customers and the work environment.
Introducing a new member to a team is like introducing a new family
member to the entire family. A new member's actions, attitude, behavior,
and performance will not only require investment from everyone, but it
will influence everyone's actions and involvement. In an organization,
this influence will go all the way up to the CEO and all the way down to
the bottom line.
So the real question is, how do recruiters
identify talent that will have the greatest positive impact on all
aspects of the organization? The answer is very simple, but the process
is very complicated and in depth. Recruiters will need to be able to
evaluate candidates based on scores provided by psychological
assessments. New research is supporting these assessment processes. The
ability to measure cause and effect that is involved in influencing
organizational growth is rapidly becoming more prevalent in
organizations looking to lead and capitalize on industry growth. Before
we jump into the idea that this is a Myers-Briggs or another personality
test, let's not get side tracked. New research and testing has only
recently been discovered. These tests have been specifically designed to
measure individual functional characteristics and their impact on
teams. All other psychological assessments were never designed for such
The future of bringing these new assessment tools to
the interview process is becoming necessary. It's just a matter of time
before these new tools reach the mainstream of the recruiting process.
The good news is that these new assessment tools will support quality
candidate identification, they will support ideal career selection, and
they will provide a basis for candidates to feel more confidence in
knowing that their abilities to execute job requirements is not only
measured on individual performance, but is truly measured on the overall
team and organizational influence.
Author: Dr. Eduardo Diaz, helping you exceed expectations.