Hire for Talent, not Resume

TalentResumes are a really bad tool to use in narrowing down a candidate field. Why? To start, they list experience. But they don’t tell you if the person performed well in the job. Or if she had the right talents for the position.

They also give you no insight into how the candidate contributed to the team. Or whether job moves were voluntary or forced. Oh, and it is estimated that something over 60% of all resumes contain factual errors.

So not only do resumes fail to provide the information needed to narrow the field, the information they DO contain is suspect!

Talent Trumps All

There are many aspects to effective hiring that we won’t cover here today, but will in future articles. What we will mention here, though, is that the focus of the selection process should be around Talents, not skills or experience.

Talents are inherent parts of a candidate’s personality and makeup that can determine his upside potential as an employee. Talents are things like math intelligence, verbal intelligence, nurturing nature, creativity, and assertiveness, to name a few.

If you are hiring a nurse, wouldn’t it be good to identify how much of a nurturing nature she has? Just because she has 11 years of experience as a nurse doesn’t mean she was kind, caring, or gentle with her patients (or that she cared!).

When searching for a door-to-door salesman, would assertiveness e an important talent?

How do you identify talents? You interview for them, and use a Job Scorecard during the process. Determine IN ADVANCE the talents desired, craft interview questions or assessments to measure how much of the talent the candidate has, and DIG, DIG, DIG.

More on this later, when we’ll be posting an intensive series on improving your hiring process.