{"id":24750,"date":"2020-04-30T19:06:00","date_gmt":"2020-04-30T22:06:00","guid":{"rendered":"http:\/\/blog.pdainternational.net\/?p=24750"},"modified":"2022-05-16T19:08:59","modified_gmt":"2022-05-16T22:08:59","slug":"stop-selecting-talent-and-start-attracting-it","status":"publish","type":"post","link":"https:\/\/blog.pdainternational.net\/en\/stop-selecting-talent-and-start-attracting-it\/","title":{"rendered":"Stop selecting talent and start attracting it"},"content":{"rendered":"\n<p>Many organisations currently have problems to select the ideal person for a job. Many will think, \u201cthis isn\u2019t new,\u201d every selection area is focused on reaching the right number and being effective in their selection process, especially when that process is directly related to economic compensation. Nowadays, those processes are becoming more creative; recruiters launch recruitment campaigns on social media, workshops, and novel recruitment ads, where they tell you that \u201cif you\u2019re cool, this is the organisation for you\u201d. All this is very valid, but we must go back to basics because <strong>we\u2019re not selecting, we\u2019re attracting talent to an organisation<\/strong>.<\/p>\n\n\n\n<p>But what is talent? One of the most accurate definitions is that of authors Cheese, Thomas and Craig: \u201cTalent is made up by all the experience, knowledge, skills and behaviours that a person has and that contribute to the role they have in an organisation.\u201d<\/p>\n\n\n\n<p>And we call it \u201cattraction\u201d because if we are part of an organisation whose strategic component has as a main concept its people, we want to be \u201cattractive\u201d to have an above-average visibility, to become the best choice and so that the potential employee can contribute, with their experiences, knowledge, skills and behaviours, the best to the organisation. Moreover, it\u2019s important that that their life project is aligned to the company\u2019s vision, that they can easily adapt to its culture and, finally, that it\u2019s a win-win arrangement in terms of profitability for the organisation and the potential employee.<\/p>\n\n\n\n<p>That\u2019s when the job interview, which is crucial in a talent attraction process, becomes one of the most important tools to determine whether this potential employee is appropriate for the role, because during the interview we can determine their experience and knowledge. However, it\u2019s incomplete if we don\u2019t have psychometric tools to measure their skills and behaviours. One of those tools is the PDA Assessment (Personal Development Analysis), which is so successful because it provides a numeric (quantitative) value to a qualitative trait. Haven\u2019t you had a process with a shortlist of potential employees for a vacancy in which the immediate boss couldn\u2019t decide for any of them? The answer is this: the argument in the talent attraction process must become measurable in experience, knowledge, skills and behaviours.<\/p>\n\n\n\n<p>In my experience with this tool (PDA), a group of potential employees can have different ways of behaving (in PDA this is called \u201cbehavioural profile\u201d), for example: being more accurate, or more empathic, or more daring when making decisions. But what is always the same is the range (numeric value) of the skills they have. To continue with the example, each of these potential employees may present one of these three behaviours very noticeably in their profile (accuracy, empathy, decision making), but their leadership, communication and team work skills in the ranges determined and established by the organisation may be very similar or almost equal.<\/p>\n\n\n\n<p>That\u2019s when these measuring (psychometric) tools such as the PDA Assessment help to carry out a full, successful talent attraction process, without so much wear for the organisation in terms of money and people, which makes them more profitable and happier, and turns the organisation into a place where everyone wants to work and develop their life project.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Many organisations currently have problems to select the ideal person for a job. Many will think, \u201cthis isn\u2019t new,\u201d every selection area is focused on reaching the right number and being effective in their selection process, especially when that process is directly related to economic compensation. Nowadays, those processes are becoming more creative; recruiters launch recruitment campaigns on social media, workshops, and novel recruitment ads, where they tell you that \u201cif you\u2019re cool, this is the organisation for you\u201d. All this is very valid, but we must go back to basics because we\u2019re not selecting, we\u2019re attracting talent to an organisation. But what is talent? One of the most accurate definitions is that of authors Cheese, Thomas and Craig: \u201cTalent is made up by all the experience, knowledge, skills and behaviours that a person has and that contribute to the role they have in an organisation.\u201d And we call it \u201cattraction\u201d because if we are part of an organisation whose strategic component has as a main concept its people, we want to be \u201cattractive\u201d to have an above-average visibility, to become the best choice and so that the potential employee can contribute, with their experiences, knowledge, skills and behaviours, the&#8230;<\/p>\n","protected":false},"author":2,"featured_media":24157,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[257],"tags":[],"class_list":["post-24750","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/posts\/24750","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/comments?post=24750"}],"version-history":[{"count":1,"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/posts\/24750\/revisions"}],"predecessor-version":[{"id":24751,"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/posts\/24750\/revisions\/24751"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/media\/24157"}],"wp:attachment":[{"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/media?parent=24750"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/categories?post=24750"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/tags?post=24750"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}