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Getting that perfect candidate into your talent pool

Getting that perfect candidate into your talent pool. Getting that star performer into your business is rarely straightforward. Of course, everyone wants the best people and in a world of demand and supply, the best typically cost more, not just in terms of salary, but in the lengths you'll need to go to in order to secure their services. The battle for the best talent becoming ever fiercer in a competitive marketplace, it is only natural that questions and concerns over the future of recruitment processes come to the fore.

As those very best candidates begin to get more costly for your business or indeed, the available talent pool that you have enjoyed for a number of years begins to wear thin, who, in a challenging market for the right talent, will take their place? So the question is, what can you do to secure the very best talent? We've seen it in other walks of life; individuals being coached or "cloned" to meet specific targets or requirements, but when the talent pool is looking rather empty, perhaps this cloning of candidates is at least one possible answer?

You can read through a pile of CVs and find that everyone has the skills, or near enough, to what you require. You could review your existing staff and find that there are a few that tick the boxes in terms of capabilities, but perhaps you have already overlooked them for stardom?

When skill-sets are similar and there isn't much on paper choose between individuals, you may wish to consider their attitude and their potential. The competencies of star performers tend to share common traits, many of which tend to be linked to emotional competencies. In essence, the line to take is that if people share similar skills and experience, but what sets them apart from the pack is their emotional capabilities e.g. attitude, drive and determination, it's much easier to teach new skills than it is to change attitude and behaviour; so consider looking amongst your ranks for those that perhaps are not quite ticking the skill-set boxes you need, yet, but who display the positive emotional skills we're talking about.

With organisations rightly intent on recruiting only the best talent, the best people, externally, are always going to be at a premium. Perhaps it's time to consider the evolution of internal training and education programs, to best prepare the very best future talent in the skills and competencies best suited to the organisation.

While many organisations have, for a number of years, supported key academic programmes or vocational pathways such as apprenticeships, perhaps now is the time to explore the more rounded development of a robust talent pool that will nurture and bring-on the best future talent into an organisation, focusing on both the requisite hard and soft skills. With a resurgence in vocational training and many lauding the devaluation of traditional degrees, particularly when measured against experience, those of a student age may find such an option appealing.

Although many similar pathways may already exist, the truth is that a programme of nurturing and moulding those that fit the bill and who display the attitude and potential to progress, is likely to be the most straightforward option. Perhaps employers and recruiters in particular, need to change their outlook on talent acquisition from one of exclusively seeking the right hard skills, to embracing the value of those softer skills and their place in making a significant valued impact to an organisation. They could just already be sitting within existing resources.

This innovation is an area we at 1-1 Recruitment are continually trying to explore and evolve, aiding us in finding and developing the most rounded and best candidates for employers, with the cognitive and emotional capacity to rise beyond what their CV will tell us. Someone once said: Recruit for attitude and potential, not just necessarily skills and ability, on the basis that it's easier to train ability than it is to change attitude.