August 2017

IN THIS ISSUE

How to Create a Rising Tide of Talent Within Your Organization
The Gift of Faster Hiring
Recruiting Future with Matt Alder (Podcast)
Decrease Recruiting Time Without Sacrificing Quality (Webinar)
Nice Person Syndrome Could Be Ruining Your Company (Video)

How to Create a Rising Tide of Talent Within Your Organization

Great leaders lift up the people around them. They help employees harness their natural abilities, guide the development of their skills, and support them along an internal career path. Nurturing your organization's team members has many payoffs. Staff member stay dedicated to the company and its mission; employee retention remains high; and in time, the organization gains its next generation of leaders.

Unfortunately, the persistent talent shortage across the globe is undermining these efforts. There continue to be more jobs than qualified people to fill them. Further, this talent shortage is delaying promotions, which keeps people stuck in their current jobs because they're the only ones who can do that job. Even when there's a career path for them, talented employees can't advance in their own company; they can't step up because there's simply no one available to take their place.

You can solve this problem by creating a rising tide of talent available to your organization. Instead of focusing on succession plans that fail for lack of qualified successors, developing a continuous influx of top talent expedites advancement and elevates careers at all levels in your organization.

How can you create a rising tide of talent? By ensuring your organization maintains a wealth of quality people.

Determining Your Current Talent Wealth

Talented employees who do outstanding work are the secret ingredients that make a company great. Sustaining a full complement of good employees fuels succession plans and helps you maintain a competitive advantage.

Just as there are levels of personal wealth, so too are there levels of talent wealth within all companies. The departments in your organization are either talent rich, talent poor, or hover somewhere in between. Understanding your current level of talent wealth is important. Read the following descriptions and share them with your organization's department heads and HR. Work together to determine which description best describes the current ranking of each department.

1. Talent Rich Departments

Talent rich departments employ mostly above average people, many of who are top talent in their fields of expertise. These people consistently do high quality work, often exceeding expectations and beating deadlines. Numerous advancement opportunities are almost always filled from within, creating new job opportunities. These jobs are filled quickly from a pipeline filled with high quality job candidates.

2. Talent Strong Departments

Talent strong departments employ people who are at least average at what they do. Some of these employees are top talent in their fields of expertise. They do quality work that meets expectations and deadlines. Advancement opportunities are frequently filled from within, creating new job opportunities. Some open jobs are filled quickly from a pipeline of talent. Other jobs take longer to fill, delaying promotions until new employees are found.

3. Talent Stable Departments

Talent stable departments have a mixture of average and below average performers. Just a few, if any, employees would be designated as top talent. The performance of these employees is typically adequate, although they can struggle to meet expectations and deadlines. Advancement opportunities, when they occur, are sometimes filled from within. When jobs become open, it usually takes days to fill some of them, weeks or months to fill the rest. Promotions are often delayed or even cancelled when backfilling a role takes too long.

4. Talent Poor Departments

Talent poor departments employ a significant number of below average performers, along with a handful of people who could be considered average in their roles. Rarely is there anyone on the team who could be considered top talent. Job performance is usually mediocre at best. Deadlines are often missed and expectations are rarely exceeded. Advancement opportunities are rare, prompting people to leave for other positions. When jobs open, it takes weeks or months to fill them.

Shaping the Future of Your Organization's Talent

Talent rich businesses thrive while others struggle. Make maintaining high talent wealth throughout your company a top priority to ensure its success. Require that each department improve their ranking (or maintain their talent rich level if that's already been achieved). Support department heads in filling open jobs and replacing subpar performers with quality hires. Work together with each department to set a goal and a deadline for this improvement, such as raising their current ranking one level or more by the end of the next business quarter. If you need help drawing in quality job candidates and conducting an efficient hiring process, my new book will show you how.

The flow of talent in your organization will determine its future, lifting careers or sinking them, including your own. Hire exceptional people. Help them to be the best versions of themselves. Offer them a path that elevates their careers and yours. Build and maintain a wealth of talent that makes your organization an unstoppable force in the marketplace.

This article originally appeared on Great Leadership with Dan McCarthy.

The Gift of Faster Hiring

Faster hiring is a gift. Instead of empty seats, quick and accurate hiring gives leaders the talent they need when they need it. I wrote the book on faster hiring and hope you'll pick yours up today.

I've been thrilled to watch people buying the book as a gift. These include executives buying it for their teams and staffing industry leaders buying copies as gifts for their clients.

Some of these leaders are shipping these books to me when they buy them, having me sign and personalize each copy. I then ship them back so they can hand them out. These leaders tell me this extra touch is being met with gratitude for the thoughtfulness.

Here's a link to your favorite booksellers. For bulk purchases, we've secured a 40% discount with 800CEORead. If you'd like to make arrangements to have me personally sign copies, drop me an email.

Buy the book

Email Scott about getting bulk copies signed

PODCAST

Recruiting Future with Matt Alder

Popular recruiting podcaster Matt Alder delivers a weekly broadcast to a global audience. The podcast is dedicated to innovation and futurology in recruitment and HR. I recently joined Matt for a conversation about why speed of hiring remains a significant issue for the vast majority of organizations and how employers can speed up the process.

Listen now

Decrease Recruiting Time Without Sacrificing Quality

On Tuesday, August 15 at 9am PDT/Noon EDT, I'll be presenting a free webinar on the topic of how staffing, corporate recruiting, and hiring managers can decrease time-to-fill without sacrificing quality of hire.

Sponsored by SmartSearch, our agenda will include:

  • Employing better interviewing methods to improve precision and speed
  • Creating a talent community of ready-to-hire people
  • Maintaining a system that enables instantaneous hiring
  • Increasing your talent wealth to become a talent rich organization
  • Counterproductive mindsets and common obstacles that hinder fast hiring

Register for this free webinar

VIDEO

Nice Person Syndrome Could Be Ruining Your Company

Did you know that being a nice person can actually work against you? I explain in this popular video how NPS — Nice Person Syndrome — could be undermining your leadership and your hiring.

Watch now

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