How to identify top talent


This whitepaper has been created to help employers examine their existing attitudes, beliefs and actions and address any roadblocks that may be stopping them from identifying and securing top talent.





Our recommendations

1.  Be Honest About The Qualities Needed

To increase your chances of finding and securing top performers, it’s important to be honest about what you’re looking for when you’re recruiting for a particular role. Once you’ve done that, the next step is to make sure that you are genuinely assessing job seekers based on the attributes that you believe are the most important.

In our survey, 62% of employers said they would hire a job seeker with great potential but not the right experience, while 73% said that attitude and/or soft skills would give one professional the edge over another who had similar levels of experience and qualifications. 

It’s understandable that you might be tempted to select those job seekers with CVs that exactly match your skills requirements – but that could mean you select a job seeker who is the strongest on paper but not necessarily the best suited to the role.

2.  Be flexible with your requirements 

It’s important to have a clearly defined job description, but you should also be able to be flexible about the skills that it is essential for professional to have now and those that can be developed once they are in the role. 

The ideal candidate doesn’t need to have all the skills from day one. And the more senior the role, the more flexible employers should be, as once a professional has reached a certain level, their basic technical skills should be a given. Instead, focus on the job seeker’s interpersonal skills, attitude and fit with your company. 

Similarly, not having prior experience in the relevant industry could even be seen as an advantage as they could bring fresh ideas and processes to your organisation.
3.  Trust your recruitment consultancy 

If you’re using a recruitment consultancy, you need to feel 100% confident in them and be willing to trust their recommendations. The most productive relationships are those where recruitment consultancies are viewed as a business partner and not just a supplier. 

The more we know about your business, its culture and what you want to achieve and the closer we’re able to work together, the easier it is for our consultants to offer high quality, tailored recruitment solution. 

Our professional recruitment consultants have a thorough understanding of the markets in which they operate and have exposure to a range of job seekers, which means they can spot potential talent for specific roles. So if you’re able to work closely with us, we can help you increase your chances of securing professionals who will develop into top performers.

4.  Recruit for the career, not the job 

For top performers to thrive in and remain loyal to an organisation, they need to have room to develop within the role they are being recruited for. So before you start the recruitment process, it’s important to consider and work out how you can provide potential career paths for the professional you’re recruiting. 

From previous research was have found that the opportunity for career progression is a key consideration when changing roles, and a key contributor to job satisfaction. Therefore if you can ensure that the professional you hire has room to grow you will increase your chances of securing top talent for your organisation and will also improve your retention rates.

Find out what you're worth with the Robert Walters Salary Survey or contact us for a confidential discussion.


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