Let's Talk Talent
Talent Identification X Talent Development (ti x td)
This is the formula for maximising employee effectiveness and business impact—and it’s the responsibility of the recruiter. Hiring managers should identify their employee’s skillset AND provide a roadmap for development and success.
“We would like this person to come in and hit the ground running.”
It’s a phrase recruiters often hear in manager intake meetings. Candidates hear it, too, during F2F interviews, and, of course, on offer calls (smh).
Personally, this verbiage makes me cringe. I believe businesses have a responsibility to plan for a new starter. Companies should clearly communicate expectations from the beginning of a recruitment process in order to avoid “deep end syndrome”. In other words, I’m against the “learn as you go” approach if it means new employees are expected to learn on their own.
Why? Well, let’s use Micheal Phelps as an illustration: what if his first exposure to water had been a drop into the deepest end of the pool, sans armbands? Hopefully, he wouldn’t have plummeted to the bottom. He might have figured out how to keep his head up. Maybe he would have bobbed for a bit. Ultimately, he would have entered survival mode until an adult was able to pluck him from danger. Not a great introduction to water for this would-be champion swimmer.
By the time Michael was old enough to swim on his own, would he have wanted to? What would his athletic trajectory have looked like? After such trauma, would he have reached his maximum potential? Consider his actual upward progression: he went from bobbing in shallow waters to being coached, having a mentor, developing technique, finding self-motivation, and setting goals. His real experience was a steady transformation from clueless child to 12-time Olympic champion. What can we learn from this?
An environment that offers resources and encourages talent to excel is critical for success.
I know some of you are thinking, “Yes, but we’re hiring people who are proven in their field and should slot in, no problem. It’s not the same as jumping into a pool for the very first time”. Maybe. But I still think a sophisticated, robust recruitment strategy will mitigate all risks of a candidate being unable to fulfil their duties. They may show undoubted potential, but this is just the talent identification portion of the formula. Unless married with a talent development strategy, on-boarding this new employee will almost certainly be time-consuming, costly, and could be a drag on the whole company.
So, when businesses talk about whether they should develop talent or recruit ripe candidates, remember: it’s never one or the other. Regardless of seniority and track record, every employee needs time and space to develop in their new role. Effective recruitment will identify and hire the best candidates, but it’s the hiring company which must provide an environment where great talent can thrive.