Hi Bob–thanks for the reminder about the importance of elevating the right people into positions of leadership. I agree that the quality of leadership in a company is a big factor in the subsequent perceptions have about their work environment. Most of us have experienced the difference of working for a good manager versus a bad one. Thanks for opening up a discussion about five questions to ask–these are a great start.

Hi Marie–that’s exactly the type of command-and-control type of environment that is hopefully continuing to shrink–even in a capitalistic economy. We need expansion and growth–old ideas of treating people as interchangeable “hired hands” will not get us where we want to go.

80% of employees self-report that they are not engaged.
80% of managers are ill suited to effectively manage people.
The two 80 percents are closely related.

Employers keep hiring the wrong people to be their managers and then they wonder why they have so few successful, long-term engaged employees. Successful employees have all three of the following success predictors while unsuccessful employee lack one or two and usually it is Job Talent that they lack.
1. Competence
2. Cultural Fit
3. Job Talent

Employers do a…
A. GREAT job of hiring competent employees, about 95%
B. good job of hiring competent employees who fit the culture, about 70%
C. POOR job of hiring competent employees who fit the culture and who have a talent for the job, about 20%

Identifying the talent required for each job seems to be missing from talent and management discussions. If we ignore any of the three criteria, our workforce will be less successful with higher turnover than if we do not ignore any of the three criteria.
1. Competence
2. Cultural Fit
3. Job Talent

There are many factors to consider when hiring and managing talent but first we need to define talent unless “hiring talent” means “hiring employees.” Everyone wants to hire for and manage talent but if we can’t answer the five questions below with specificity, we can’t hire or manage talent effectively.
1. How do we define talent?
2. How do we measure talent?
3. How do we know a candidate’s talent?
4. How do we know what talent is required for each job?
5. How do we match a candidate’s talent to the talent demanded by the job?

Most managers cannot answer the five questions with specificity but the answers provide the framework for hiring successful employees and creating an engaged workforce.

Talent is not found in resumes or interviews or background checks or college transcripts.

Talent must be hired since it cannot be acquired or imparted after the hire.