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Talent is not sufficient………being effective is what gets the job done.  The Macquarie Dictionary defines talent as “a special natural ability or aptitude”.

The sporting world abounds with people who possess talent (special natural ability) in abundance but cannot deliver on the day or are up and down in their results or play below their ability (talent).  The same applies in other professions.

The word talent is prevalent in business literature and press, there are jobs that focus on talent e.g. Talent Managers, Talent Acquisition.  How do we enable an individual’s ability to perform and contribute to the success of the organisation they work with?

The organisation and the manager both have a responsibility to provide an environment (leadership, structure, process, culture, discipline) that fosters performance where a person can demonstrate effectiveness in the use of their talent.

The individual has a responsibility to themselves and their employer to develop their effectiveness.

In 1967 Peter F Drucker wrote the book “The Effective Executive”.  Mr Drucker was “a leader in the development of management education, he invented the concept known as management by objectives and self-control, and he has been described as “the founder of modern management” (https://en.wikipedia.org/wiki/Peter_Drucker).

Peter Drucker contended that what sets people apart in the workplace is their ability to be effective and that effectiveness can be learnt.

On this basis in recruitment we should seek out the person who is effective in harnessing their talents.  To do this we need to know the level of performance that they must deliver in the job being recruited for.  We then need to identify what level the candidates have performed at in their current and previous roles.

What has been achieved and the context within which the achievements have been made, provide an indication of the candidates capability to be effective.  Lou Adler (https://www.linkedin.com/in/louadler) book “The Essential Guide for Hiring & Getting Hired” focusses on performance based recruitment.

Talent is not sufficient.  Effectiveness is a more likely predictor of success.

Garry King

Blog Posted by Garry King, Director – February 2017

Garry king Kingscroft Garry King is an Executive Recruitment Consultant, Owner and Practice leader at Kingscroft Consulting. Garry has been in the recruitment industry for 19 years, and brings a wealth of knowledge and experience to help both candidates and employers across many specialist industry sectors.