Upgrading the Talent in Your Organization
One obvious way to approach upgrading the talent in your organization is to let underperformers go, and replace them with better-performing employees. However, taking this step is easier said than done. After all, it is not like oodles of talent are just waiting around for you to hire them. That said, there are several steps you can take to upgrade talent.
Upgrade 1: Identify Where the Talent Needs to Be
In other words, it’s time to take a look at underperformers in your company. Who are they, and how were they hired Why are they underperforming This helps you pinpoint where your new talent needs to be and also helps avoid the same hiring mistakes that got the underperformers in their jobs.
Upgrade 2: Can You Get Underperformers to Raise Their Game
Has anyone actually consulted with the underperformers about the levels of quality they are delivering Look at their performance reviews. Is anything in there about certain skills they need to improve on If not, it’s possible that you can get these underperformers to play their A-game if you take some time to invest in them, to communicate clearly, and train them. To be sure, this may not be a simple task, but neither is going through an external talent search and hiring process. Of course, if you already recognize a lost cause as a lost cause, don’t waste good money after good money.
Upgrade 3: Network
Networking is a good solution to just about any problem, and upgrading the talent in your organization counts. Reach out to people in your professional associations as well as former colleagues. As long as you network with high performers, you’re likely to get good results. Explain your issue, and ask for people they know who might want to join your organization.
Upgrade 4: Employee Referrals
Upgrading the talent in your organization can be relatively simple and fun with employee referrals. The trick is in knowing which employees you can trust to make truly stellar referrals. For example, a high-performing star employee is not going to refer someone unless he knows the person is truly superb. It’s his reputation on the line. Take the time to set up quality employee-referral programs, and you will not be sorry.
Upgrade 5: Just Set Up a Meeting
Sometimes the solution is as simple as setting up a meeting, no matter where the talent is. Perhaps she works for a competitor or heads up a huge company. Just set up a meeting. See where it goes. Of course, it may be more acceptable and easier if a third party that both of you knows sets up the meeting, instead of you doing so directly. Never let the fear of failure stop you. If you think, ïShe will never come to work with us, so why botherï then you doom yourself.
Upgrade 6: Develop a Bench
Remember what the introduction said about it being unlikely that oodles of talent are just waiting around for you to hire them This is true when you look at it from one perspective, but when you take steps to develop a bench, you can actually have interested talent waiting for the right opportunity with you. Upgrading the talent in your organization requires that you not wait until your employees begin to underperform. You have no open positions and no need for new employees at the moment Doesn’t matter. You should interview two or three prospective high-performing employees per month. These interviewees will come to you through networking and employee referrals rather than job descriptions you post. They most likely are already employed and happy where they are, but they’d shift to working at your company if the right opportunity arose. So, when you’re ready to enhance the talent at your business, you have a bench of superb folks to draw from.
Upgrade 7: Interview Better
It’s possible that your organization has been hiring underperforming talent due to subpar interview processes. Are your interview questions open ended and values based They should be in order to account for measures such as inner drive, motivation, ambition and integrity. They are often what leads to someone who performs well versus someone who puts in the minimal effort but who has all of the necessary technical skills.
Upgrade 8: Target Your Audience
Upgrading the talent in your organization could mean using targeted ads on job sites or professional association sites. Some job boards provide software filters for prescreening, or you can buy software that does the same. These filters help you eliminate some underperformers without having to bring them in for interviews.
As you work to upgrade the talent in your organization and to make all-star hires, turn to the resources at Mighty Recruiter for assistance.