With so many companies looking for candidates in a finite pool of people, how can you find the right one?
According to Dr. Charles Handler, a key ingredient is the human factor. Technology is a useful tool in locating and contacting potential hires on a grand scale, he says, but it can't make up for the intuition and understanding needed to pick the right person.
In his article, Dr. Handler specifically addresses the way that predictive behavior analysis shouldn't be overvalued when assessing talent: In the long run, this could actually harm a company's chance of finding good hires. Instead, it needs to be used in conjunction with good psychology.
Financial consultant Alastair Dryburgh also recently criticized some of the strategies in the current "War for Talent" and said that companies need to stop thinking of "talent" as some abstract concept that suits every business the same way. In an article for Forbes, he argues that finding talent requires the proper strategy.
"Let's not spend all our time chasing after the same small pool of people as everyone else," he says. "Let's get good at finding the people who can add great value but don't conform to the "talent" stereotype. And then let's organise them so that they're so productive we can reward them more than they could get anywhere else."
In other words, the best talent-finding strategy should treat the prospective hires as people and be tailored to match the company in question. This applies to c-level staff members, and a team of executive search consultants will help an organization approach each new candidate with a strategy that works.
Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people – for all company functions, across many industries and globally.
