The science of identifying right talent

Hiring wrong talent is like being in a bad relationship. For the organisation, wrong talent could result in lower employee productivity or worse, loss of competitive advantage, while, for the individual, this could mean exhaustion and agony. The end result is not beneficial for either of the partners.

For the HR team that has a keen eye on the organisation’s attrition rate, wrong talent could result in shorter employee life cycle leading to stunted growth.

According to researchers, organisations, with talent aligned to organisational strategy, enjoy an average project success rate of 72 percent. Where there is misalignment, the average project success rate drops to 58 per cent.

With increasing demands and changing work environments, no wonder then, that professionals seek organisations that allow them to maximise their potential. For the same reason, it’s important for organisations to focus on hiring talent that can take the organisation to the next level of growth - especially now, when the manpower requirements are becoming increasingly niche.

How to identify right talent

In the age of information, identifying right talent is not easy. An awesome resume and a great interview may not necessarily result in right hires. However, with years of experience and careful understanding of both, the changing needs of organisations and available talent in the market, we have developed a methodology to help you identify right talent. Identifying right talent starts with bucketing your requirements into essential pillars. Our TrueFit methodology services this by bucketing your manpower requirements into the following 3 pillars - the job fit, the boss fit and the company fit. Let’s delve a little more into each:

The job fit: This aspect looks at the conventional assessment approach of evaluating the candidate for the role - his functional and technical skills. Organisations with clearly defined processes also check for a candidate’s inter-personal skills, cognitive preferences, emotional intelligence, stress performance and leadership capabilities in varying degrees of importance.

The boss fit: Conventional wisdom says that people leave managers, not companies. The macroscopic view of an organisation places an individual within the bounds of a team. How a line manager envisions to realise the organisational goals with his team is an important tool to finding talent that can steer the organisation into the future.

The company fit: Every organisation is different. The vision and mission of an organisation dictate the course of execution for every organisation. A top down approach to company fit (that includes your board of directors) ensures that your vision and mission are translated into medium-term and long-term plans, whereas, a bottom-up approach to company fit ensures smooth execution of these plans.

Right talent has a positive impact on the bottom line. It increases satisfaction, enhances productivity while reducing turnover. Specifically, new hires, whose skills and values fit well with those of the organisation, adjust more quickly and look forward to settling in for a long haul in the organisation. These employees work with a sense of purpose, and the work itself provides gratifying experiences - both, at an individual and organisational level.


Download our whitepaper on decoding the dna of right talent to learn how we help organisations identify and hire right talent.

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