You Are Talented, But Are You Enough?

You Are Talented, But Are You Enough?
You Are Talented, But Are You Enough?

The ever-changing and transforming world makes it absolutely necessary for a change in recruitment policies. Being closed to what you bring to the age gives you speed in reaching the right island.

The blue or white collar in your company is set for open positions; Although the criteria, job descriptions and recruitment tests are different, there is a common concept in recent years, which is the talent hunting!

On the recruitment side of the candidates (talent wars), the recruitment side shows itself with the ability to select the most suitable capability for the position. Hence, the recruitment experts really make the difference (talent scout).

(If the character of your candidate is strong and coincides with the company’s values, don’t expect all the talent to match!)

This concept, which is known as the Talent Hunter and corresponds to our language (talent hunting), in essence, refers to finding the most suitable candidate for the position (not the

best). If you ask what the difference between these two words is; sometimes a candidate with a perfect resume may not be the most suitable candidate for you, or vice versa, if you do not find enough resume and you do not invite to interview, perhaps the best candidate for you! Choosing the right talent from a reference to hundreds of thousands or thousands of applicants for a single staff is of course not easy! At this point we suggest you; As the CEO of Starbucks CEO Howard Schultz said, bir If your character’s character is strong and it’s matched with the company’s values, don’t expect all the talent to match! will be nominated.

Peter Schutz: (Train your character, train your skill!)

Motivational speaker Peter Schutz, like Howard Schultz, supports a similar idea (Educate character, educate the skill!). Schutz emphasizes the importance of the ability to be built on a strong character.

Hearing these two names, which adopt a common idea of ​​focusing on (talent) rather than choosing the profile that best suits the job description, may allow you to evaluate candidates differently in the next recruitment process.

Based on all these views, we can see what (the best) candidate (the most appropriate) would be for us; The candidate, who is evaluated and hired in the process of discovering talent, will keep his enthusiasm high for the position he will experience for the first time, and his commitment to his company that offers him this opportunity will be permanent. So perhaps you should also restructure your recruitment strategy according to talent strategies and focus on potential rather than competencies.

Now, you can review the way you work, decide where you are in the race, and enjoy the fun of being aware of your own skills when you are out-of-routine.


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