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Wednesday, January 17, 2018

Finding 21st Century High-Potential Employees




Henry Ford once said, “The only thing worse than training your employees and having them leave is not training them and having them stay.” Scientific studies suggest that hiring in the right people will maximize the company’s returns. It has long been understood that a small proportion of the workforce tends to drive a large proportion of the results. Talented employees are “force multipliers”, raising the performance bar for their colleagues, and their direct reports. By word and deed, they model and teach winning behaviors that shape high-performing cultures. Science reveals that regardless of the job or industry, such individuals tend to share a range of measurable qualities, which can be identified fairly early in the process. The 21st century workforce needs these 3 qualities to succeed and thrive.

1) Demonstrate Ability To Do the Job: Can the person demonstrate the knowledge and skill it takes to perform the key tasks that make up the job. The single-best predictor of future job success is the proven ability to perform those job skills in the past.  Have the person provide a work sample or observe the candidate actually performing the tasks that make up the job. For more complex leadership jobs, the question shifts to how likely an individual is to be able to learn and master the requisite knowledge and skill. Learning ability, typically measured by IQ, includes a substantial cognitive component but also the motivation to pick up new knowledge and skills fast and flexibly. Strategic thinking, vision, creativity and imagination, as well as an entrepreneurial mindset and the ability to adapt an organization for the long-term future.
2) Possess Emotional Intelligence: This involve two fundamental abilities: the emotional intelligence ability to manage oneself and the ability to manage others. Employees likely to succeed in leadership roles, and more complex jobs are first able to manage themselves. Can they calmly handle increased pressure, deal constructively with adversity, and act with dignity and integrity. Secondly, they have the social and emotional intelligence to establish and maintain cooperative working relationships, build a broad network of contacts and form alliances, and be influential and persuasive. Emotional intelligence can be assessed by psychometric tests and further refined through training and development.
3) Possesses Drive and Resilience: it is the will and motivation to work hard, achieve, and do whatever it takes to get the job done. This is identified as work ethic and ambition. This is the accelerator that multiplies the potential influence of ability and social skills on future success. Drive can be assessed by standardized tests that measure conscientiousness, achievement motivation, and ambition. Behaviorally it is how hard an individual works, willingness to take on extra duties and assignments, eagerness for more responsibility, and even readiness to sacrifice.
Common Sense Counsel: if you bet on those who Demonstrate an Ability To Do the Job, Possess Emotional Intelligence and Possesses Drive and Resilience you will end up with a higher proportion of future stars who will contribute disproportionately to the organization.

Tommy Eden is a partner working out of the Constangy, Brooks, Smith & Prophete, LLP offices in Opelika, and can be contacted at teden@constangy.com or 334-246-2901. Blog at www.alabamaatwork.com