How to look for talented employees

Regardless of the size of a company or industry, 10% of a company's profits are the result of 1% of its talented employees. This means that a small group of exceptional and productive professionals can have a significant impact on the success of an entire organisation.

You may need to go beyond standard sourcing methods and use unusual strategies. Knowing how to unlock potential and find not only a talented employee, but also someone who will be the best professional and team member is a task most often undertaken by a company's HR management. This includes Emat EOOD Bulgaria. In this article we will look at some effective approaches that will help you in this difficult endeavour.

Soft skills
When interviewing potential candidates for a job, don't focus too much on their past achievements. Assessing professionalism on the basis of results and achievements is a partially correct strategy. The world is changing and what a person did yesterday may not be relevant today. It is much more important that the person you hire has certain social skills: emotional intelligence, commitment and the ability to learn.

Pay attention to soft skills - these are personal qualities and character traits that enable effective teamwork: communication, leadership, adaptability and creative thinking. Use structured interviews to assess candidates' potential and their ability to develop and adapt to change.

Candidate Profile
What kind of specialist do you need? What qualities and talents should he or she have? Encourage employees to promote the company on their social media accounts. Create a search hashtag if you are looking for a candidate for a specific role and ask employees to post it on their pages. Find the "right" hiring scenario, i.e. the interview process shouldn't be too complicated and time-consuming, but don't make it too easy either.

Look within the company
Look for talent and the best people within the company. Don't rush to hire from the outside. New hires take longer to fit in, have higher rates of voluntary and involuntary resignation, and tend to be paid more than internal candidates. Promoting internal candidates increases the commitment of the remaining employees. "Old-timers" tend to be loyal and committed to their company.

Be data driven
Outline clear and measurable objectives that job seekers can easily assess. Talent identification is an ongoing process of experimentation, trial and error. Being data-driven is a key aspect of talent identification. Leaders must be open to new approaches and willing to adjust strategies based on the information gained.

Team and unit
When hiring a new specialist, it is important to understand in advance how long it will take them to adapt to their new workplace. One problem may be a lack of communication between the talent and the rest of the team. They may feel isolated or, by their very nature, may not actively participate in team processes. It is therefore important to create an open and supportive environment that values teamwork and the achievements of talented employees.

Does the candidate demonstrate

• Innovation or creativity
• Commitment to culture
• Communication skills
• Integrity
• Ability to work in a team
• Leadership skills
• Potential for growth
• Responsibility in decision making

Non-negotiable skills
Instead of listing the skills of the 'ideal' employee, list only what is non-negotiable. This will broaden the pool of candidates and provide flexibility in hiring. Review your search criteria and methods to ensure they are inclusive and not outdated. A candidate profile should be created with a list of skills and talents that can be applied to the company. This needs to be updated from time to time to reflect the needs of the business.

Talents from Emat EOOD
An employee's potential is the upper limit of their development range - the greater their potential, the easier it is to develop them. Finding talent is not easy, it requires more effort than simply posting a job ad on LinkedIn. Candidates, especially the most talented ones, don't stay unemployed for long and are quick to accept offers.

Finding professionals and talented employees is not an easy task, especially if a company lacks an experienced recruiter or hiring manager. The recruitment process has changed a lot over the last decade and the recruitment and search methods you used in the past may no longer work. Emat gathers data to create skills requirements, develops strategies to attract talented candidates and searches for the right people.

Finally, if you decide not to hire a candidate, be sure to let them know, send them an email or give them a call.