Been thinking a lot lately about effective methods for assessing the quality and fit of talent. I've also been doing a lot of reading on the subject as the ability to attract and retain great talent is not only critical to the health and welfare of the organization but is one of those foundational skills that every leader needs. What I've come to realize is that many organizations over assess their potential talent and in so doing, actually lose the very people they are trying to attract.
If you or your team members are doing the following, the wrong criteria for talent assessment may be in play at your organization:
If you or your team members are doing the following, the wrong criteria for talent assessment may be in play at your organization:
- Are your talent assessors hypercritical of others? Are they unwilling to alter initial perceptions based further evidence?
- Do they miss on slow starters or on folks that are at first less expressive than others?
- Do they select primarily on surface characteristics?
- Do they tend to focus on current needs and expectations without factoring in future growth needs?
- Does the interview cycle take overly long?
Great stuff, Steve! If this is the kind of stuff rolling around your head, your should read my wife's blog - http://shiftedhr.com.
Alli blogs on big, HR strategy issues and has some smart stuff to say. She's also @allidc on Twitter.
Great to meet you at e20!
Posted by: Stephen Collins | June 12, 2008 at 06:59 PM
Thanx Stephen... yeah, that's the type of crap rolling around in my head. :) I'll check out your wife's blog and will be sure to start following her on Twitter. Great to meet you as well. Looking forward to getting to know you better.
Posted by: Steve | June 13, 2008 at 09:55 AM