Q: What is a proven process to hire top talent? I know you don't want to wait until somebody leaves. Who are some unexpected people to meet and bond with who could recommend top talent?
Anonymous Business Owner
A: Dealing with talented employees is a three-step process. Things will differ somewhat, of course, if the organization is large or small, but the general process stays the same.
The initial step is to do a rough human resource plan. This involves identifying the jobs that are critical to the execution of your customer strategy and asking how many employees will be needed in those positions if the business grew by 10, 15, or 50 percent.
Second, get agreement within the organization about the meaning of "top talent." This is an issue we have focused on for years in our St. Thomas graduate and undergraduate business courses. Typically, we define top talent as someone who:
• Possesses the type of competencies that allow the organization to take advantage of new business opportunities.
• Is positive and always looking forward.
• Spreads positive morale within the organization.
• Is excellent at problem-solving and decisionmaking.
• Motivates others and makes others better by his/her example.
• Shows empathy/compassion toward others.
• Understands the big picture for the organization.
Third, hiring a top-talent individual requires much more than just an interview. Use of assessment tests that have been shown to predict high performance on the job, having the individual respond to a series of situations that occur on the job and how he/she would handle each, and simulations of important aspects of the job are very helpful for these individuals.
Finally, how do I find them, who do I talk to? Build relationships with professors at various schools that have programs in your business area. Professors are always willing to recommend their top students. Highly talented individuals usually belong to professional associations. Ask the current association president to identify some clearly talented individuals in the association. Ask for references from high-talent people currently in your organization. Prepare to give the employee stimulating work. You worked hard to find and hire these individuals, don't lose them to boring, mundane work.
Michael Sheppeck is an associate professor of marketing at the University of St. Thomas Opus College of Business.
