Today marks the final part of eQ’s first blog series on elite talent. (Cue sad music.) Part 5 of our series discusses one of our biggest philosophies: the Talent eQuation.
Selection is just one part of the eQ Talent eQuation. Talent is fundamental to experiencing full growth and performance. Returning to the example used earlier in the week: the Navy SEALs set the standard for talent selection and could not take talent selection more seriously.
According to a recent survey undertaken by the Society for Human Resource Management (SHRM), the number one challenge facing companies today is the ability to attract and retain top talent. So, how do we do it when we know that the job description is dead? And how can we create a common definition of good so that we can set up an effective process to select and retain top talent based on an outcomes based approach?
In selecting top talent, your company must employ a consultative approach and not fall prey to poor predictors. Let the job talk, and identify key accountabilities and assess the job and talent, both existing and new. Make sure your company has a common definition of what ‘good’ is and can implement an ideal candidate profile, coaching guides, and an outcome based approach to selection.
It’s all about talent.
