Talent Acquisition is the single most important determining factor in the success of Your Brand. Human Capital long before Intellectual Property, Technological Acumen or Market Penetration tells the story of your company. Hiring the best candidates has an immediate and long-term impact on your organization’s culture.
Today, every candidate has an on-line presence which I think of as the “Store Front” in which many shiny objects are placed in the window to catch your attention. That’s the object of this T. A. G., Talent Acquisition Game. Yes, you got it right, “TAG..Chase Me… I’m it.” Everything that glitters is not gold and story after sad story tell me the tale of managers who love a great smile and a good line only to hire an absolutely nightmare candidate. This is an expensive error of judgment that everyone attempts to avoid.
What attributes are sure indicators of thisCulture of Exceptionalism? My research in developing our Talent Types Processpoints to five sure shot measurements.
To be perfectly honest and up front with everyone here, I do have some very strong biases. Being in my late mid-life I think that what I call my Flexible Flyer Boomerswho are still vigorously healthy are some of the most valuable human capital in the market place. No one other generation can hold a candle to their work ethic, level of experiential knowledge, social skills and effective use of technology. I’m glad to see that American Culture is slowly catching up to the Global perspective and away from all this youth and beauty nonsense. In the midst of these challenge times, their tested and resilient hand steering the rudder is most reassuring if not a brilliant strategic plan.
The other generational group that captures my attention are High Flying Millennials. This is a very thin slice at the top of their generational demographic. These High Flyers are the children of the Boomer parents that have poured so much love and resources into them. Especially if they are directed with a strong ethical core, these are some of the most perfect people that I have met in my entire life. They are the hidden gems to the lucky companies that have hired them; as their personal qualities will drive their brand to sustainable success.
What five attributes define this Talent of Exceptionalism.
Clarityby far is the obvious and single most important personal attribute which I first notice when I meet any one. You either got it or you don’t. To any experienced eye like myself you cannot even attempt to fake it for your inauthenticity is the first glaring red light that tells me you are going to create distraction and disruption in my organization. Clarity is a measure of Critical Thinking. What we think is where we live and is roadmap to what is going on in your head. Failing is measurement is an instant non-starter.
Precision goes hand and hand with Clarity as it’s the frameworks or processes you develop to execute your final results. Both of the stand-out groups I mentioned have a strong grasp of this concept. The Flexible Flyersit is the hard-wired skills in informational retention and memorization. Their process of recalling spontaneous knowledge to quickly connect the dots and execute it is world-class. The High Flyers are experts at sourcing and referencing with a remarkable rapidity. What sets them apart is their mindset that demands flawless and precise execution.
Accuracy is the immediate product of this Precision and when that is guided by a strong quality standard it benchmarks the excellences of the results up by many levels. The other factor is this “Perfection” thing that was brow beat into all Boomers and apparently was drop by drop instilled into the High Flyers. What distinguishes the High Flyers from their peer group is their Old School double if not triple QC of everything they do. There is a pride of ownership in their work that makes them such a great representative for your quality brand.
Urgency is another immediate hot button. To the older generations it is a hard-wired measurement of professional if not social manners. Respectful people respond quickly as it demonstrates both sincerity and transparency. Here is where the High Flyers leave their peer group in the dust as their social skills are vastly superior. This is due to their multigenerational viewpoint. It is an indicator of their leadership capacity in which they actively engage with their personal brand of creating solution to get things done.
Trust by far is the currency that lights up this entire enterprise. All the other attributes are diminished if not counted as worthless without Personal Integrity. In creating our Talent Types Test, I developed this Relational Trust Indicator for it is the most important foundational quality of any talent that would call itself Exceptional. In the midst of our rough and tumble world, organizations are seeking the best cultural fit to come and mutually collaborate in an environment of openness. More than intellectual skills or experienced talentthis ability to honestly exchange with management, peers and clients is the #1 Indicator that I’m always seeking to evaluate. The entire of Culture of Exceptionalism is established on the excellence and primacy of Truth.
So the next time you’re shopping the “Store Fronts” for that “Excellent Hirer” don’t get distracted by the shiny and pretty things. In developing our Talent Types System, we took all of the guess work out to create a ten-minute mobile platform experience that cuts through all the nonsense to reveal an immediate/ accurate image of what you’re going to get.
So stop playing TAG and re-evaluate your strategy.
Accessing the Best 21st Century Exceptional Talent is only one click away.
That is why we are the New Century Choice.
