Principle: Organizations want to hire the best talent at the best practice with hopes for the best returns.
If that principle is true, then I recommend focusing on the processes related to spotting talent — interviews. And better still, maximize for identifying talent that is likely undervalued by the market. You can expect better returns from labor outputs and enhance your future recruitment effectiveness because you found the gem that everyone passed over.
Skilled leaders teach their leads how to interview. They invite them to shadow interviews, they mock, and they learn how to ask questions that reveal a candidates hidden talents. Here’s my method.
- Teach how to visualize talent capital. I use a recipe metaphor. What ingredients do we have more than enough? What do we need?
- Use the visualization to write a job description and recruitment req.
- Find models of candidates with ideal skills and traits.
- Shadow interviews. Ask the leads to summarize what they learned and teach back.
- Mock interview. Invite leads to mock interview each other and myself. I intentionally create scenarios where the lead will need to decline the candidate to their face.
- Lead an interview with me shadowing.
- Manage their own interviews.
I believe in the process because getting good at spotting and assessing talent ties to better returns. And, helping leaders get better at this skill makes them more valuable to the market.
Key Metrics
- % Involuntary/Voluntary attrition at 3 months, 6 months, and 1 year.
- % Business outcomes achieved on target.
- # of candidate referrals from existing employees
Talent Revolution 