According to renowned Silicon Valley HR advisor and San State University management professor John Sullivan, recruiters can double their impact on business results by targeting this type of candidates. The basis is to create a process to predict the candidates' high career growth potential.
Sullivan mentions the example of world-leading technology companies that are using a combination of candidate assessments for that purpose. These include, in particular, analyses of CVs and profiles on social networks, reference checking, targeted questions during job interviews and peer interviews with potential future colleagues.
First of all, however, there has to be a clear answer to the question of what indicators predict steep growth in a candidate's career. The following six are the most important.
- Proven interest and ability to always keep learning
- Proven history of work achievements that required an increasing level of responsibility
- Interest in more responsibilities demonstrated not only in formal job titles
- Demonstrable results of the candidate not only as an expert but also as a leader
- Evidence of the candidate's self-motivation and strong work ethic, his or her own initiative and ability to solve problems around him / her
- Projection of the candidate's long-term retention in the company
Other factors you should be interested in include the ability to think and act strategically, interest in modern technologies and the ability to use them, being able to influence not only direct subordinates, adaptability to rapid changes, being able to make decisions and perform tasks much faster than average, the ability to come up with innovations, thinking in different ways than others, thinking globally, self-confidence, and a certain degree of aggressiveness.
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