R & D for Top-Grading Your Talent Pool

Yes, you read the title correctly. R & D is the key to getting Top Talent in your organization. Research and Development is only half right with my version of R & D. The new version of R & D is Recruit and Develop. I borrowed this term from college football. During the major recruiting event of the year ( First Wednesday in the month of February), several coaches were talking about the dual importance of getting the “best” prospects to sign on – yet, it was the coaches responsibility to Develop the talent during their tenure on campus.

What a great analogy for all organizations to follow. First, recruit the “best” potential people for your company. And second, Develop the talent to the next level of performance and productivity. Interestingly, this seems to fit the methods used by the top companies. You know the ones that are ranked in both “Best Place to Work” and the “Top Performing Companies” lists.
Unfortunately, so many companies follow a different path. They recruit well and then assume that the people will develop themselves with no guidance or direction from the companies or managers within the company. Or worst, training and development is unfocused and random. Usually done to create a check mark on a line item in the goals and objectives – hours of training per employee – check!

The best organizations take the high road. They create a system for hiring and selection and they follow it for all positions within the organization. Job benchmarks are created for every position so everyone knows the traits and skills necessary for the job itself to be successful. Bias and personality contests are eliminated using this systematic approach to selection.

Then candidates are screened using Talent based assessments that can be compared to the job benchmark. Giving everyone a clear picture of what success looks like and how to find people that fit the position is important. Behavioral interview questions are developed based upon the needed traits for the job as a check system to knowing more about each candidate pre-screened for the interviews.

After the selection process has found the best candidate(s) for the position and a hiring decision is made. The real work begins. The development phase is an outgoing process and should be focused on two major factors: 1.) Development of the necessary skills and traits for high performance in the current position. And, 2.) Development of a career path including the necessary skills and traits for the next level position for the candidate.

If you need assistance in developing a total system for the hiring and selection systems, monitoring progress of development and a clear career path or succession plan based upon performance factors, then contact us immediately. We have proven systems that will insure the selection of top performers for your organization. And, we will show you the projected ROI before you start and we will show you the actual ROI to prove the value and return you will receive from InnerActive Consulting Group, Inc.

The following two tabs change content below.

Voss Graham

Sr Business Advisor / CEO at InnerActive Consulting Group Inc
Your Knowledgeable Partner for Business Success and Achievement. Dedicated to helping others get to their next level of success. Award winning business advisor; coach to executives and business owners; Business Growth Strategist; and experienced using assessments for hiring & selection, evaluation of teams and improving communication. Voss is available as a Speaker for your conferences or company meetings contact him at 901-757-4434 or use the LinkedIn or Facebook direct messages.
About The Author

Voss Graham

Your Knowledgeable Partner for Business Success and Achievement. Dedicated to helping others get to their next level of success. Award winning business advisor; coach to executives and business owners; Business Growth Strategist; and experienced using assessments for hiring & selection, evaluation of teams and improving communication. Voss is available as a Speaker for your conferences or company meetings contact him at 901-757-4434 or use the LinkedIn or Facebook direct messages.

Comments are closed.