For the last four years, we have been sending pre-screened and pre-qualified candidates to be interviewed for jobs.  The evidence is clear; hiring managers do not understand talent when they see it.

There are a lot of articles and books about talent, but they really don’t get specific enough to talk about superior performers.  For example, Michael Jordan was a superior performer in basketball but couldn’t make the big leagues in baseball.

People talk about talent and success in general terms, but can anyone truly identify talent in general? TTI believes almost everyone has the potential to be talented if they are in the right job within the right company. If the job could talk, it would clearly define the unique talent needed in order for a person to be successful. The key is to get specific about the company, the job and the talent. The question is, how do we do that?

We all see the world from our own viewpoint. This view is influenced by how we value experience, knowledge, economics, aesthetics, altruism, power and tradition. When we are confronted by a person who sees the world differently, these views could be called biases. Neither right nor wrong, nor good or bad, biases are simply a reflection of our personal viewpoint. Often times, this personal viewpoint is unknowingly injected into the hiring process even when it is not relevant to a specific position or to the organization itself. When this happens, it creates a barrier, preventing us from selecting true superior performers.

Download the complete paper on Selecting Superior Performers Safely Under the Law