28 Nov Why Many Companies Fail at Spotting Good Talent

Why do companies fail at spotting good talent that fits their needs? Can it be the fact that hiring managers use stifling methods when selecting the right people for the job? Tyler Cowen and Daniel Gross, authors of Talent: How to Identify Energizers, Creatives, and Winners Around the World, proceeds to answer this most important and yet least understood resource required for dynamic growth in the modern world.

Talent presents itself in more ways than one’s report card. The desire to hone and improve on one’s craft is often more valuable than native intelligence, so say the authors. The ability of a jobseeker’s articulateness shouldn’t also be on top of a hiring manager’s list as this can often masquerade as just plain natural intelligence.

Talented workers are those who generate new ideas, systems, and develop new methods. They seek to improve their skills daily, and are eager to create a positive impact in their environment.These are qualities that hiring managers need to look for instead of intelligence, gifted communication, and high aptitudes. 

According to the authors, “Identifying underrated talent is one of the most potent ways to give yourself a personal or organizational edge.” It’s hard to disagree with them on that. But finding talent goes beyond looking at other people. They contend that professionals should look in the mirror and find their own talent. 

Identifying one’s own talents can be a challenging task, but there are several methods that can help you uncover your unique abilities and passions. 

Journaling is effective method

Journaling is one of the most effective methods that global mobility professionals can suggest to their talents. By having them regularly write down their thoughts and reflecting on their experiences, they can begin to identify patterns and themes in their interests and abilities. For example, they may notice that they consistently enjoy and excel in creative problem-solving, or that they have a particular talent for working with numbers.

Another way to identify their talents is by observing themselves in different situations. This can be done by trying out different activities and paying attention to what they enjoy and what they’re naturally good at. For example, they may find that they enjoy public speaking, or that they have a talent for writing. 

Additionally, taking personality tests, such as the Myers-Briggs Type Indicator, as well as asking for feedback from others, can help them gain a better understanding of their strengths and weaknesses.

Another effective approach is for them to reflect on their past experiences and think about what they have accomplished and what they are most proud of. It could be a specific project, a presentation or a paper they wrote. They need to reflect on what made them particularly proud of that accomplishment, and what skills or abilities they used to achieve it.

With this in mind, identifying their own talents requires self-reflection and experimentation. By journaling, observing yourself in different situations, taking personality tests, and seeking feedback from others, they can gain a better understanding of their strengths and passions. 

And by reflecting on past accomplishments, they can identify talents that they can further develop and utilize for a fulfilling and satisfying life.

Finding the right people

When it comes to hiring new employees, many companies today focus on a candidate’s aptitude, or their skills and qualifications. 

However, it’s important to also consider a candidate’s attitude, as this can be just as important, if not more so, in determining their success in a given role.

A positive attitude, strong communication skills, a willingness to learn, adaptability, and a proactive approach are all key indicators of talent that can help you identify the right candidate for the job.

And in the age of increasing global mobility, finding the right people is like striking gold.