Too many of us look for talent in the same places or follow the popular trend of thinking the "best hire" is the "best culture fit." These approaches undermine the efforts to boost diversity (demographically and cognitively) and hinder creativity and innovation. While there is no one "best" way to hire talent, there are seven science-based recommendations that can help managers update their hiring tactics and develop their talent management skills along the way.
- Think ahead. Most leaders know what kidn of talent they are looking for in the moment, but far fewer consider whether or not their new hire has skills that align with their long-term strategy.
- Focus on the right traits. The two biggest mistakes managers make when they evaluate other people's talents are focusing too much on their past performance and overrating the importance of their resume.
- Be data-driven. When you hire someone, outline clear performance goals that can be easily evaluated by others and identify whether your view of their performance aligns with what others think and see.
- Hire internally. Internal hires tend to have higher levels of adaptation and success rates than external hires, not least because they are beter to understand the culture and navigate the politics of the organization.
- Be inclusive. When you hire people just like you or your current team members, you reduce the possibility of creating teams with complementary skillsets.
- Think plural rather than singular. When you think about your talent pipeline, focus less on individuals and more on the configuration of your team. Will people work well together? Are they likely to complement each other? Do their functional and psychological roles align with what the team needs?
- Never stop trying to make people better. No matter how skilled your employees may be, you still need to help them grow in new ways. And no matter how much an employee is struggling, you are responsible for attempting to help them find their footing.
Adapted from "How the Best Managers Identify and Develop Talent" by Tomas Chamorro-Premuzic.
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