If you’ve been frustrated with a new hire or struggled to find the right candidate for a position, you may be looking at the wrong talent pool all along. Maybe you hired a new software development manager with an immense amount of credentials and experience writing code, but they fail to have the drive and soft skills to lead their team and drive growth like you were hoping.
Today’s talent marketplace is changing. Industries are growing at exponential rates and require leaders who can not only keep up but drive that growth. And, with online education, courses, and credentialing becoming more and more available, it’s easy for any person to learn just about any skill.
Talent vs Skill
Talent has a couple of definitions depending on what context it’s used in. Most commonly, talent refers to natural ability. A quarterback with a knack for reading the field or a singer with a gift for superior intonation is both considered talented in their respective fields. In the human resources world, talent is often used to refer to a pool of personnel. It could be the employees already at an organization, or the pool of candidates you’re hiring from.
Skill is seemingly at the opposite end of the spectrum and much easier to define. A skill is expertise. Skill requires training to do a task well. A soccer player’s ball handling or a machinist’s manipulation of the machinery are both learned skills that require extensive training.
Hiring For Talent
Talent is somewhat nondescript in that it combines several employee traits. Southwest airlines are known for the adage “hire for attitude, train for skill.” The company doesn’t just look for specific skill sets in its candidates. Southwest instead looks for people with a relentless drive, a never quit attitude and a passion for the customer experience.
In Atlantic City, a medical practice re-defined patient care with “health coaches” who focused on low-income patients, making appointments and providing access to physicians. What made the system work? The coaching talent pool didn’t come from the healthcare industry. Instead, organization executives looked for talent in other industries. They found musicians, artists, and military leaders who would say “yes”, devote time to patients, and be instrumental in changing the healthcare landscape.
When To Hire For Skill
Don’t get me wrong, skill matters, and sometimes it’s necessary to hire for skills. Let’s say you’re a general contractor in the commercial construction industry needing to fill a welding position. That job requires a specific skill set and the success and compensation of that employee will likely depend on her skill level. However, even companies such as SpaceX and Amazon are revolutionizing how skilled labor is hired, seeking a mindset over skill set, and spending time developing employees and in return getting an immense amount of dedication to and pride in the company.
Why Talent Matters
General Stanley McChrystal asserts that efficiency is no longer the most important attribute of an organization; adaptability has taken the lead. Adaptability requires people who can think, innovate, and iterate quickly.
In today’s world, talent is everything. Technology and industry are advancing fast. Companies have to adapt and change to meet those advancements. For example, the Department of Defense is going through a period of change to meet China on a level playing field.
It’s no longer enough to hire employees for their skills alone. Business innovation, bringing new products to market, or combating rising threats, will require teams who can think, operate autonomously, and drive the organization forward with minimal oversight.
What To Look For in Candidates
Hire for talent and train for skill. Skills matter, but they can be taught. The soft skills of leadership, innovative thinking, and a won’t lose the attitude, cannot be taught. Hiring managers and human resources professionals need to look for those soft skills in candidates first.
A candidate that has a proven track record of driving change, closing big deals, initiating and finishing large projects, and leading teams likely have the soft skills needed for success. Find the person who is sought out by members of their company for mentorship, is respected by seniors and executives for their candid advice and recommendations, and has a mindset of leadership coaching when mentoring direct reports.
Find the lifelong learner who is consistently seeking education and knowledge. This type of candidate will not only join your organization ready to hit the ground running but will have the capacity to learn any skill required of them.
About Allen Cowherd
Allen Cowherd is the founder of The Barico Group and a veteran military leader and innovator. His work focuses on helping leaders at all levels solve problems, develop culture, and drive growth in their organizations.