Despite advances in technology, selection methods and years of cumulative experience; organisations continue to struggle squaring the recruitment and talent puzzle. Arguably, with all the tools currently available to them, businesses are no better at recruiting than they were 20 years ago. Whilst new technologies and social media have widened the net, there is little evidence to suggest that decision making is improving or that organisations are better at understanding what makes a successful hire. Maybe it is time that we re-frame the talent question and look at recruitment decisions through a different set of filters?
Recruitment and talent management has traditionally focused on the individual; most notably track record and aptitude or ability, in other words the tangibles that can be relatively easily measured and compared. Undoubtedly, organisations are adept at assessing the aptitude or capabilities of potential recruits. However, individual characteristics and capabilities are only a relatively small part of the overall performance of a new recruit at any level in the organisation.
