Excellent credentials are one thing, but they are no longer everything. Graduating from college is a great advantage, but nowadays, organizations are looking for that rare talent. Talents that stand out and separate those that exceed the expectations of their managers from the classic by-the-book type employees.
Employees want to be challenged and are excited about new horizons. While each organization is different, they are similar in some aspects. One of them is the need to be one step ahead of the competition. Whether internally or externally, finding these rare talents starts with knowing your industry and determining what you are looking for to compete within that industry. There are three principles of finding rare talent — expand your view of talent, look for hidden traits, and pick the characteristic that stands out.
1. Expand your View of Talent
While excellent credentials are easily noticed in a pile with other equally outstanding individuals, how do you find those that will benefit the organization? Employees that will benefit from the current situations but will also help significantly in the years to come? Looking for these individuals will mean you will need to expand your view of talent. That what you see needs to go beyond what you see on paper.
Though experience is necessary, what other skills do they have? Skills may not necessarily be through training but because of mere interest, such as graphics design or photography. By expanding your view, you start with an open-mindedness of seeing people beyond their resumes and discover their underlying characteristics.
2. Look for Hidden Traits
Some candidates or employees possess traits that sometimes they did not even know they had. A good interview can look for those hidden traits and place the right person in the perfect position. These hidden traits that are inherent in some people are behaviors that come naturally to them.
Some may excel in being around different people and find great satisfaction interacting with others. Communication is their most vital trait in these individuals, but they may also have several hidden traits such as persuasion and adaptation. Others enjoy working and being around creative individuals. Their attributes are managing others, teamwork, and innovation. Candidates who do not possess most of these traits do not mean they are the wrong people for the organization; they might not be the right fit for a specific position.
3. Pick a Trait that Stands Out
Virtuous traits such as resilience always stand out. These individuals have a positive outlook on life. They are determined and are not quickly put down or discouraged. They handle stress better than most and encourage others to speak out. They are also interested in learning and trying new things, and moving up to the next level. These traits are beneficial, especially for teams where motivation is crucial. They are also persistent, and if something does not work, they go back and give it another try. Other traits to look out for are the ability to manage others, resolve conflicts, and individuals that embrace diversity.
Has your organization been having trouble recruiting rare talent? Please email me at greg@inscapeconsulting.com, and let’s talk about it.
