To successfully recruit top talent, we need to start by defining it.

What is ‘top talent’?

 Time to reflect

1. What criteria do you believe create a top talent profile?
2. Do you think every employer looks for the same criteria when recruiting top talent?

Here are some elements to consider when answering the above:
Consider the global landscape we referred to earlier. We are saying people need to thrive:
a) in our VUCA (DD) world and the #futureofwork
b) in organisations that embody values and culture aligned to their organisational strategy, and
c) through outstanding performance for required job outcomes, enabled by specific technical and behavioural knowledge, skills, attributes and attitudes.

Are these the same for each role and organisation? Not exactly.
Even if they aren’t exactly the same, employers agree that to thrive in the #futureofwork means owning transferrable skills and attitudes so that people are flexible to learn and adapt as their roles evolve. Organisations recognise that change is largely technology-based, and so desirable competencies are also those seen to be least likely to be replaced by AI (Artificial Intelligence).
Employers also recognise that top performers are no longer necessarily the employee who will ‘stay the longest’. The increasing norm to change career direction, or focus on adding value, means that some employers may need to redefine ‘job-hopping’ where relevant.
You can learn more about this view in this TED Talk

What are generic attributes for top talent for the #futureofwork?

One excellent summary was presented by Professor Jimmy Volminck, as outlined to the 2019 first year medical students at Stellenbosch University:

These attributes typically belong to those who are proactive, ‘change agile’ and have ‘learning agility’. Since we cannot rely on our world or on jobs themselves to stay the same, we need to recruit employees who can learn and thrive in this environment and even be proactive in creating change.
Job outcomes which require human qualities such as empathy, leadership and inspiration are also key to consider – these are the areas considered irreplaceable by AI now and in the future.

Remember ‘top talent’ cannot be defined by the presence of these qualities alone. You also need to assess whether your potential employee will fit into your company culture and whether they possess the inherent job requirements required to succeed in the role.

Call to Action

1. Have a look at your current job profiles and job advertisements. Do they include ‘top talent’ requirements for our VUCA World and the #futureofwork? (If not, what can you do to update these and make them more relevant?)
2. What about you? Do you embody ‘top talent’ criteria? What competencies would like to focus on developing to thrive in the #futureofwork? (If you would like more insight around your potential strengths and areas for development, try this popular online assessment)

Remember: Top talent is not a process of comparing candidates to one other, but comparing them to the job and organisational requirements.