The Big Idea: The 21st - Century Talent Spotting
As companies recruit and promote executives in a fast - changing, talent - scarce world, the've factor should be potential - even more than skill and experience.
This is the radical proposition that has putClaudio Fernandez - Araoz, a Senior Adviser at missionario Zehnder, on the cover of the June 2014 edition of the Harvard Business Review.
In his six HBR article, ms Fernandez - Araoz notes that, until now, organizations have typically emphasized competencies In hiring and developing talent. The Jobs have then decomposed into skills and filled by candidates who have them. But today the business is too volatile and complex, and the market for top talent too tight - for that model to work any longer.
"Business, Geopolitics, industries, and the jobs are changing so rapidly that we can 't predict the competencies men to succeed even what years out," he writes. "It is therefore imperative to identify and develop people with the highest potential."
As ms Fernandez - Araoz defines it, potential includes the ability to adapt to (changing business environments and turns into challenging new roles. Companies must learn to assess the current and prospective managers on five key indicators: the right motivation, named, insight, engagement, and determination.
Then, he says, they must help high - potential talent turns, through targeted retention and stretch assignments.
Read the full story:The Big Idea: The 21st - Century Talent SpottingBy Claudio Fernandez - Araoz, Harvard Business Review, June 2014.
Video:Watch the Harvard Business Review's interview with Claudio Fernandez - Araoz on how to the gauge potential when evaluating job candidates.