5 Hurdles When You Must Hire and Develop the Best Talent Now

By October 8, 2020 October 13th, 2020 Identifying Talent

Last Updated on October 13, 2020 by Dave Schoenbeck

Every business owner wants to hire and develop the best rock star talent now, but the methodology behind how leaders recognize talent is not always based on fact. Hiring managers tend to hire candidates based on certain criteria, not realizing that they’re not making an unbiased decision.

Portrait of a rock star playing a guitar but really signifies the need to hire the best talent

The Problem with Identifying Leaders in the Workplace

If you want to hire and develop the best talent now, the first step is recognizing the ways that unconscious bias can creep into your hiring process. Here are 5 common approaches you might be taking, along with reasons to change them. 

  1. “Who is the least expensive?” If you’re just looking for the cheapest candidate, beware. Hiring an employee for the lowest possible salary now might not bring about the highest return over a couple of years or a long career. It’s more worthwhile to pay a higher rate for a high performer who can do more for your business long-term. 
  2. “Who is available the soonest?” It’s common for a candidate to need two weeks at the very minimum before they can start, sometimes more. Think of it this way: if a candidate makes you wait two weeks or even a month while they finish out their previous position, that shows integrity. It’s worth waiting a few extra weeks or months for the best possible hire. 
  3. “Who is most like me?” Managers tend to hire people who have similar personalities, job histories, and life experiences to themselves. However, the best hires are usually the candidates that challenge the team, and sometimes that’s not what you might expect or prefer. We don’t want everyone to be the same, because “yes people” won’t challenge our way of thinking. 
  4. “Who does the organization expect to be promoted from within?” It is hard to fight the tide of your colleague’s preferences, but choosing a candidate just because there’s pressure from your coworkers won’t guarantee that the best person is chosen for the job. You want to hire and develop the best talent now, even if that person is new to the rest of your organization.
  5. “Who will fit the job specs today?” The people you employ today may not be the people with the best skills and potential when the business gets bigger. We tend to hire for today’s budget and job description and not the critical thinking skills needed to manage a big team, branch, or division. You want a candidate who can grow with your business. 

Developing Organizational Talent that Lasts

In order to hire and develop the best talent now, you can’t just trust a gut feeling. It is my strong belief that we should use assessment tools to assist in hiring decisions. Science can help us supplement a candidate’s interview and job history, resulting in a much less biased hiring decision. 

Use assessment tools to measure a potential employee’s skills and smarts in a way that you just can’t through an interview alone. Scoring candidates on an assessment can help you get a clearer view of the playing field. 

Consider implementing assessment tools into your hiring process if you don’t have one already. Your bottom line will thank you. 

Want to talk more about your hiring strategy? If you’re looking to hire and develop the best talent now, fill out my contact form for a complimentary coaching session, and let’s work on building organizational talent in your business.


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Dave Schoenbeck
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