1. Presentation for Retained Search Presentation for SEARCH & SELECTION Don’t Hire the Best Candidate Sept. 2009
2. Why are some people more talented or why do some people have more talents than others? Why do people think differently? What Makes us Tick?
3.
4.
5.
6.
7. Hire what you need, not what you can find! Single Talent Employees in Commodity Jobs Multi Talented & Hard to find Professionals Sr. Leaders & Executive Team Strength Critical Hires Game Changers
8. Thinking Striving Relating Approximately fifty (50) talents fall under these Categories. As an example we will demonstrate Innate Thinking . The next few slides will help to show if you have innate thinking.
Four common statements were made by top managers; People don’t change much Don’t waste time trying to put in what was left out Try to draw out what was left in That is hard enough Skills are the how-to’s of a role. They are capabilities that can be transferred from on person to another Knowledge is “what you are aware of” There are 2 types of knowledge; 1) factual knowledge 2) experiential knowledge Talent – there are 3 types of talent 1) Striving – these explain the why of a person. Why you get out of bed, why you are motivated 2) Thinking – is the “how of the person” How you think, how you come up with your decisions, are you focused or do you leave options open 3) Relating – explains the who. Who you trust, who you confront, who you have relationships with
Notice that I am using the term TALENT, not “core competencies, or habits, attitudes or drive. Without understanding the talent component we can throw money to train characteristics that are fundamentally untrainable.
Example of inate thinking talent
Example of inate thinking talent
Reverse Engineer the job. Describe the job and how it played out as if you were talking one year from now.
Why do we create an EVP to attract potential employees? Because the Gen X and Milenium Group need a different attraction method than boomers. It was common to tell a Boomer to “GET A LIFE”. Do you remember where this started? This was because they were working 50 and 60 hours per week and were proud to tell you so. It was a badge of honour. The Mileniums or “Tea Cup” generation can no longer accept that. Their reaction is “I have a life, what I need is a job to fit my lifestyle”. Why Tea cup Generation? Because when you drop them they break. They have been over encouraged throughout their adolescence and expect promotion and praise for small or one time achievements rather than putting in their time as the boomers did. They see what boomers have and they want it NOW. They will not wait 25 to 30 years to get there.
Bear in mind these keys are not steps, they are not a structured series of actions. Rather each key is a simple way of thinking, a new perspective on a familiar set of challenges The one thing that best defines a good hire is a motivated employee. How do you interview for motivation on the job? Our interview process helps define a motivated employee.
1) You want to find out whether the candidate’s recurring pattern of thought , feeling, or behaviour match the job 2) Give me an example of a project or team that allowed you to truly excel – a defining moment in your business career 3) Past behaviour is the best predictor of how you will handle things in the future 8 step interview process
The faster you learn and retain it is a clue that this is a talent area. You can also ask them which roles they learn quickly What is fulfilling for one person is asphyxiating for another A key question that identifies key talent is to ask what part of their current job would they be excited to do. In other words, it is Monday morning and you have woken up early. What task that you do would make you rush in to work to get started?
Salesperson question How do you feel when someone doubts what you have to say? You might think that good sales people think that they like a little doubt as it gives them a chance to persuade them – the challenge of the game. Surprisingly they don’t. It upsets them to be doubted. Doubting them questions their integrity. You can disagree with them, argue with them, chose not to buy but don’t doubt them. Average sales people are not personally involved/invested ,. They don’t mind being doubted so this question does not strike any emotional cord. Of course this isn’t the only question. You should ask how and who questions to see if they possess other vital talents such as innate assertiveness, or a love for breaking the ice with people. Conversely great teachers love being doubted, interpreting this as a sign of an active and inquisitive mind. Average teachers hate being doubted,, feeling that it challenges their own competence.
Finally we would encourage you to not hire the best candidate.
