Top tier talent drives marketplace differentiation for companies looking for capability, innovation and revenue. What defines “top tier,” and how do you attract high performance talent?
With a tightening candidate pool, desirable job applicants have their choice of employers—and recruiters. As a consultant to C-level professionals, I routinely work with exceptional candidates seeking exceptional opportunity. Building high level teams requires understanding high performing talent and the ability to recruit for outcomes and employment satisfaction.
What is “top” talent?
The definition of “top talent” is slippery. A desired skill in one company may not be exactly what another company seeks. That said, there are across-the-board skills common to talented, and productive, job candidates. Just some of those attributes include:
- Competence: Top tier candidates are subject matter experts in their field. Knowledgeable, experienced, and curious, these individuals are known for their intelligence base and curiosity to know more—about their own field, and other areas.
- Performance: Effective use of human capital asks employers to cultivate and nurture employees to gain the best return on their investment (ROI). Known for intelligence, drive, curiosity, analytic ability, and efficiency, top tier candidates are generally regarded as high performers by employers, headhunters and recruitment agencies.
- Initiative and big picture: While high performing candidates are often hired for niche positions, they usually demonstrate initiative and the tendency to think about the big picture. The capability to lead on the ground, and with vision, is essential to maintain project and marketplace relevancy. Innovation is critical to maintaining a technological edge in a highly competitive IT environment.
- Integrity and authenticity: Comfortable with their intelligence and skills, high performance talent also demonstrates considerable emotional intelligence. Able to view themselves as a team member, these people naturally assess and improve on their own behavior and performance. As team members and leaders, they are interested in objectives and outcomes, and are not inclined toward negativity and downward thinking.
Until the past decade, human resources (HR) was not seen as a revenue driver. At all levels, attracting, nurturing, and maintaining human capital is now essential to improve the bottom line, reduce costs, manage market volatility, and boost profit. Talent management is essential to remain competitive.
In the current economic climate hiring—and retaining—top talent offers benefits from the outset:
- Innovative and break-through thinking is essential for product development and driving business initiatives. Whatever the industry, onboarding top subject matter experts quickly advances thinking and potential opportunities.
- Successful project launch requires experienced IT managers. High performing team leaders manage talent and resource gaps, and nimbly handle accelerated deadlines.
- High performers in the right position yield higher revenue for any company. With the right employee engagement ideas, top talent remains loyal—leading to improved processes and increased profit.
You may have multiple key positions that require top talent. How do you attract these top applicants?