Hiring a star for your team is not easy, especially where specialist marketing and industry skills are required.

The war for talent is only becoming more competitive and the questions relating to the future of recruitment remains faltered. What happens when the experienced talent pool shrinks, or becomes too costly? What happens if a team member jumps ship, surely the benefit of the theory that “anyone is replaceable” is outweighed by the cost and timely inconvenience of replacing them? With more questions than answers about the future of identifying our ideal employee, perhaps we should start considering the alternative… candidate cloning?

The background

Companies naturally want the top talent that is out there; and whilst skills are varied and readily available what distinguishes the top performers from the average is what behavioural researchers call “emotional intelligence competency”. According to Goleman’s paper “Working with Emotional Intelligence” he studied the competencies of star performers within 286 international companies. Twenty common competencies were identified from these organisations and classified within four broad categories, which interestingly reveal that three of these categories are emotional competencies. Whilst this doesn’t rule out those cognitive abilities don’t play a role in attracting star talent, the conclusions do indicate that if you have 2 candidates with comparable technical skills, the individual with stronger emotional intelligence will be more successful solution.

The solution

As controversial as it may sound, if an organisation is intent and focussed on hiring top performers it may be time to consider creating internal training facilities to nurture, support and prepare new talent on an on-going basis. But, whilst concepts of “candidate cloning” are starting to resonate, in reality we are still a long way off and would require a massive shift in recruiting behaviour and planning.

Source: This article is based on information from Matthew Jeffrey: Recruitment 5.0 The Future of Recruiting – the Final Chapter