Finding the right talent

Posted on Thursday, October 10, 2019 by Nicole Fracasso

Baby Boomers are natural leaders, Millennials are good with technology, and all of Generation Z is dependent on social media. When you meet someone from one of these categories, people usually stereotype them based on these assumptions, regardless of fairness. Unfortunately, this often holds true throughout the job interview process as well. In a recent article from CPA Trendlines, Steven E. Sacks, CPA, discusses the three basic elements of finding the right talent and separating that talent from the candidate’s stereotype.

 According to Sacks, there are five necessary facts to know about a candidate. 

1. They can perform the functions of the position. 
2. They are motivated to do well
3. They “exercise the traits of integrity and trust.” 
4. They can maintain a respectful attitude. 

5. They want what is best for the firm.

In effort to put this process into effect, Sacks recommends “a new model for talent assessment.” The three basic elements of this assessment are aptitude, behavior and experience.

“Aptitude, by definition, means a natural ability to do something,” Sacks wrote. While aptitude can vary based on the job description, Sacks highlights the importance of finding a candidate who can adapt well to change and quickly learn new skills.

Behavior is where integrity and trust play a role. In this section, Sacks simply explains that “morals and integrity are touchstones of proper behavior.” An ideal candidate wants what is best for the firm.

Lastly, experience is a necessary element to assessing talent. If the person has worked a similar job, you will be more confident in their capabilities. However, Sacks also notes that “it is no guarantor for future success.”

Ultimately, while certain age groups often have a different knowledge regarding certain subjects, Sacks believes that “true talent with its attendant elements should be age-and generation-agnostic.”

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