Drew is responsible for the development and execution of all marketing initiatives at The Predictive Index and leads corporate branding, global demand generation, and product marketing.
by Drew Fortin
According to Colin Day, author of Why CEOs Need a Talent Acquisition Strategy, from the June 8 issue of Entrepreneur.com, “In today’s hyper competitive global economy, the most critical aspect of a business to innovate and grow lies in its ability to attract and retain the right people to help realize the future. All too often we focus singularly on the competition for customers and not on the competition for talent.”
Colin goes on to suggest that CEOs need to invest as heavily in HR and talent acquisition technologies as they’ve invested in CRM solutions in recent years.
We couldn’t agree more. Customers buy products and services built, delivered and supported by your people. Subpar people deliver subpar work and no amount of customers wants to buy that.
Yes, we’re biased, but “purchase behavior assessment solution” should be on the top of any CEOs to-do list. Behavior assessments give you insight and data on your people and potential employees that companies could only dream of having on customers. And that information can have a mind-blowing effect on your talent acquisition success and your bottom line.
Why? Like the jobs themselves, people are complex. And unless you look at the behavioral traits a specific job requires instead of a list of requirements, your odds for success are comparable to beating the dealer at a hand of black jack. For instance, someone who’s interfacing with clients needs to be patient with people, resilient and a problem solver while someone who’s dealing with numbers needs to be logical, analytical and detail-oriented. Certain jobs require certain behaviors – and the person who’s going to excel at client service is going to tear his or her hair out as a finance person, and vice versa. The more you can define the behaviors required in a specific job, the more you can increase your odds of hiring the right person for that job.
Does your organization invest as much in finding, retaining and hiring the best people as it does in attracting, closing and retaining clients?