Are You Hiring People or Selecting Talent?

When you hire people, you choose individuals to fill positions.

When you select talent, you invest in contributors to fulfill a purpose.

There is a big strategic difference in these two goals – and net organizational impact. Talent is the growth engine of every organization. If you want to grow, you have to view and treat talent as the precious commodity it is.

What does it look like to select talent, rather than hire people?

• When you hire people, it is typically to fill immediate needs. It is usually reactive. Selecting talent is proactive. It’s a long-term strategy that is part of bigger business objectives.
• When you hire people, you live in scramble mode, often resulting in rush-to-judgment. When you select talent, it’s a thoughtful process that is constantly ongoing, with a continual focus on pipeline development.
• When you hire people, you are focused on quantity. When you select talent, you are focused on quality.
• When you hire people, you fill jobs. When you select talent, you make an investment in the person, the team and the organization.
• When you hire people, your focus is on the skills listed on the resume. When you select talent, your focus is on the natural strengths, motivators, interests and passions that match the organization’s goals, propelling all parties to greater and greater levels of accomplishments and purpose.

Selecting talent raises the bar all around. It raises the bar on candidates for consideration. It raises the bar on candidate’s expectations of how you and your company interact and communicate. It raises the bar on productivity and profitability expectations. It raises the bar on future goals.

And raising the bar is a great thing for everyone involved, challenging all to reach for new levels and break the mold on old, tired thinking.