How do you define the ‘best’ talent?


Attracting & Retaining Talent

How do you define the ‘best’?

Having the best of talent in your business is the foundation to delivering success – but what defines the ‘best’ talent?

People are the leaders who design the strategy that will define your businesses future actions. They are the technical specialists to build your product or platform to meet the needs of your customers. They are the marketers who create the innovate message that captures your customers attention at exactly the right time and place. And they are the analysts who understand which of your efforts have worked, and what hasn’t, and the reasons why.

A real life example

A reputable agency was losing a long term, head of a department (HoD) at a critical period for the business. The HoD was well thought off and seen as a big loss for the business: replacing them was going to be extremely hard.

Alas, after an costly and time consuming recruitment process, they hired a like-for-like alternative who joined a couple of months later.

During the transition phase, they actually found out the old HoD was decidedly average – a sound employee and client lead, but nothing more. The new HoD was actually much better.

But why? How? On paper, they are, basically, the same.

The old HoD had been in the role for 2 years, and whilst the environment around them changed, their role hadn’t. They found themselves in a job that did not suit their skillset anymore.

The process of hiring the new HoD meant they found someone with very similar experience at a high level, but brought specific skills for the existing job at hand – ergo, performance increased!

You have to know yourself, before you can know who is best for you

Take an elite football club as another example; they have 2 opportunities a year to hire and rotate staff to suit their strategy (playing style). They evaluate their playing style everyday in training, and receive weekly feedback through results in a match.

They MUST find the right person for the job at hand every time, or face the, very public, consequences.

In an office, this is not always the case.

  • Objectives are not always clear.

  • Accountability isn’t always transparent.

  • And results can be illustrated in a number of ways that don’t always paint the true picture.

Whilst office-based businesses can’t assess their strategy daily, they can define objectives and KPIs with clarity – and measure success with regular frequency.

By tracking performance across key business objectives, you can identify which areas within the business are strong, and where you need to improve.

“It’s not so much a case of who is the best, but more, who is the best for you!”

Once you know which areas are strong, you can focus on keeping the ‘best’.

  • The ‘best’ you have are those with the competence most closely aligned with your business objectives.

  • The ‘best’ you have are those who have the skillset in the areas where your business needs them to succeed.  

  • The ‘best’ you have are those who behave in a manner most synonymous with your business culture.  

Of course, the experience on a CV and in-person interview insights play a role, but stay focused on identifying the ‘best’ people for your business, not on paper.


“It’s not a case of who is best…

but, who is the best for you!”

Attracting the ‘best’ talent

Newsflash: there is no one person who is the ‘best’ talent the market has to offer.

Maradona or Pele? They play football in different styles, in different teams and in different environments – you cannot compare accurately.

Beyonce or Eminem? They sing in different genres, for different audiences, with different platforms – you cannot compare accurately.

The point is – find the best person for your business, by looking for what your business needs.

Consider immediate needs as well as future requirements.

Can you find a person who will help you succeed now, and develop with the business later?

Do you offer that person the platform to develop so they can continue to be the ‘best’ talent for you? If not, how does the business compensate for this? New Hires or training?

To get the best out of any new hire, make sure you understand their current competency and skill level as well as how they are likely to behave in your business environment - this way you can help them perform at their peak and develop as your strategy, and their role, evolves.

So, how do you define the ‘best’ talent?

Attracting and retaining the best talent is as much to do with your business, as it is with the people.

You must understand who you are, where you are and where you are going. Then, and only then, can you attempt to establish who you need to get there.

And to do this, you must have measures in place to understand the right competencies, skills and behaviours your business needs - match them with the ‘best’ talent - to deliver on objectives.

And always remember;

“It’s not so much a case of who is the best, but more, who is the best for you!”


Please get in touch if you would like an accurate and unbiased view of your people’s digital marketing skills or data analytics skills.

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