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The Talent Trap

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in Ready, Aim, NewHire

Let me tell you a story. The names of the companies have been changed to protect the innocent.

A1 LifeVest Inc. is looking for a great Sales Representative (who isn’t, right?!).  A1 offers a base salary of $35,000 and earning potential up to $80,000 with commissions and bonuses.

Who is going to be interested in this job? I’ll tell you for sure that no IBM sales reps will be applying… those talented individuals earn a base greater than the total comp for A1 LifeVest and their total comp is often $250,000 to $500,000 per year.

For you sports fans:  You can’t demand Major League talent for Triple AAA salaries.

For you movie fans: You can’t demand Nicole Kidman with made-for-cable dollars.

But management is tired of turnover and failed hires and is putting on tremendous pressure to hire a winner.  It’s up to those of us who facilitate hiring decisions to educate the hiring manager on what we mean by BAT.

You know we’re always harping on Best Available Talent (BAT) and we’ve quoted the Topgrading expert, Brad Smart, who defines BAT as the top 10% available to you. When we say Best Available Talent, most folks here the word “Best” and “Talent” but skip over the word “Available.”

It’s for companies like A1 LifeVest that we created NewHire™ Continuous. A1 LifeVest now has a pool of candidates filling up on regular basis, screened weekly, interviewed monthly and assessed constantly.

Do you know when A1 LifeVest makes a hire?  Only when they meet a candidate who fits their definition of all three parts of BAT. It make take them a month; it may take them a year, but when you’re always hiring sales talent you can afford to wait.

Learn more about NewHire Continuous here.

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