Qualified Candidates | Determining Potential
You deserve more than a list of names from your recruitment research firm. You deserve qualified candidates. Name gen doesn’t cut it anymore. A list of candidate names doesn’t tell you who’s interested. It doesn’t tell you who has the right knowledge, skills and abilities. A list of candidate names doesn’t solve your problem. What you need is a hire.
Recruitment research firms who hand you a list of names are also handing you more work. You still have to contact, screen, qualify the people on that list to determine who is actionable. That work stands in the way of you making a hire. A name does not a hire make.
In this age of information, too many candidates are just as big a liability as too few. Instead of working harder, work smarter. Intellerati makes executive search smarter. We provide recruitment research, passive candidate sourcing, executive search research, and unbundled recruiting. We are a research partner for corporate executive search, talent acquisition, and diversity recruitment teams.
Short List of Contenders
Intellerati focuses on the front-end of the recruiting process. We deliver a short list of qualified candidates to our clients doorstep. It frees up corporate recruiters to focus on what’s most important. They usher those qualified candidates through to hire.
Which Qualified Candidates Have Potential?
At the senior executive level, there is no shortage of qualified candidates. Ultimately, hiring executives must choose. They have to decide which executive has the most potential. It is a conundrum examined in the Harvard Business Review article, 21st-Century Talent Spotting. In the article, Egon Zehnder advisor Claudio Fernández-Aráo advises looking for the hallmarks of potential:
- Motivation: a fierce commitment to excel in the pursuit of unselfish goals . . .
- Curiosity: a penchant for seeking out new experiences, knowledge, and candid feedback and an openness to learning and change
- Insight: the ability to gather and make sense of information that suggests new possibilities
- Engagement: a knack for using emotion and logic to communicate a persuasive vision and connect with people
- Determination: the wherewithal to fight for difficult goals despite challenges and to bounce back from adversity
Mr. Fernández-Aráo recommends interviewing candidates in-depth and checking references to assess potential. He observes business is changing so rapidly it is impossible to predict the competencies an executive will need a few years out. That is why one must set a strategy for hiring for potential.
“That doesn’t mean forgetting about factors like intelligence, experience, performance, and specific competencies, particularly the ones related to leadership. But hiring for potential and effectively retaining and developing those who have it—at every level of the organization—should now be your top priority.”