It is common to face a question during HR Interview on your ability to identify talent or size up people. Identifying talent, sizing up or reading people with limited interaction is a trait that often proves lucrative. It shows that you are a good judge of talent.
Once you have reasonable exposure or have spent a little time with a particular individual, you can articulate the strengths and limitations of people inside or outside the organization. Along with this, you can also accurately project what people are likely to do across a variety of situations.
The ability to recognize read people or identify high-potential talent builds an organization’s competitive advantage for the future and allows an organization to fill mission-critical roles. On the whole, there are often problems with the effectiveness of organizations to identify high-potential employees. And having this trait helps one to identify the right talent.
Because many organizations lack formal, high-potential development programs, this intuitiveness to size up people helps in identifying and retaining these valuable employees. To forge successful personal and professional relationships, one should be able to accurately infer the feelings of others.
Think back to a period of time in which it was vital, to your success, for you to demonstrate your ability to quickly identify good talent with limited exposure to the individuals.
Via this HR interview question, the interviewer wants to know if you possess the ability to identify talent within a short period of time, and how vital has this been to the success of the company. You can start by saying that the first impression is not always a good indicator to sizing up people. So the “don’t judge a book by its cover” is very much true here. Say that you prefer to take a systematic thinking approach, which is effortful. Yes, it does take more time and requires individuals to evaluate the various aspects of this situation before making a decision.
While answering this HR interview question, say that when identifying high-potential employees, it is important that you keep the future in mind. For this, one should have a strong grasp of the future needs of an organization. Say that you consider the anticipated roles and positions and then go for a criteria-based approach. Through this approach, you assess the traits and qualities of the individual via their performance, experience and even attitude at work. You can determine their value and attributes required via the tasks that are being executed at work. Then there are some people who are more self-aware, and try to constantly learn and improve. These little traits help you identify those with talent and high potential.
Share with me your methodology for assessing the strengths and limitations of people for the purpose of matching the talent to the task. Tell me how you applied your methodology to a specific situation.
Through this HR interview question to asses your ability to identify talent, the interviewer is not only interested in your methodology for assessing the strengths and limitations of people for the purpose of matching the talent to the task — they also want to know if you have the potential to apply this to your everyday chores.
While responding to this interview question on your ability to identify talent, discuss the approach that you take to assess their potential. Do you check for their aspiration and critical career management behavior so that you can evaluate if they are keen or interested in rising to a senior and more challenging position and turn that motivation into career success? Another aspect to this question would be the ability to analyze their future managerial and leadership ability in terms of their core competencies. Are they willing to learn new technologies and skills? Do they have a passion for upgrading their skills? Along with this, you should also evaluate engagement and see if the employee is committed to the organization, and sees it as a place to realize their career goals.
Then, you can discuss a situation where you had to apply this to a potential situation. It could be a time when you had to find potential matches for a future senior role. If you had shortlisted a candidate based on these attributes, how did you go ahead with the same? Did you communicate or establish your future plans for them?
Most people agree with the adage that “people are the most valuable part of an organization.” Share a period of time that demonstrates your ability to act upon that truth, and bring out the best in people, and provide them with ample training and enrichment opportunities.
When it comes to “people are the most valuable part of an organization” you should say that you agree to the same. And the HR interview person is keen to know if you had demonstrated the ability to act upon that truth. In this reference you can say that you try to bring out the best in people and provide them with ample training and enrichment opportunities.
While answering this HR interview question on your ability to identify talent, say that in this world of unlimited resources, one should surely try and invest in everyone. Henry Ford once said that “the only thing worse than training your employees and having them leave is not training them and having them stay.” But the problem here is that there are limited budgets and this forces organizations to be much more selective. In short, the more potential they have the quicker and more economical it is to help them get training and enhance their skills.
When you are sharing a period or an instance where you helped people get more training and enhance their skills, mention that talent development should be designed in a way to build knowledge, skills, and abilities. Doing so helps the employees to achieve their potential. This can help the organizations to excel and grow. Even in the traditional approach on talent development, measuring key competencies still remains the best way to assess their talent. However, if you do like to try some unique approaches or adopt a growth mindset, do share the same with your interviewer.
Describe two situations that exhibit your skill to consider the overall organizational culture when assessing individual talent.
Not having the right set of employees can lead to skills gaps, which is a hindrance to the performance of the organization. So, to ensure that the best of the skills can be identified and used for the overall organizational culture when assessing individual talent, you take a multifaceted approach.
Through this HR interview question on your ability to identify talent, the HR Interview person would like to see your intuitive skills along with your ability to judge people or size them up. One should also identify the gaps that may exist in the training process because it is critical in the identification of the training needs of employees. Often, people tend to see the wrong side of data and this hinders the training, development, and operational processes and interventions. Describe the kind of data gathering methodologies you use when it comes to identifying gaps for essential skills for the workplace.
While answering this HR interview question on your ability to identify talent, you can explain another situation where you decided to identify skills through feedback. Did you try using something like the 360-Degree Review? The idea is that often giving feedback on an employee’s performance via communication or direct reports helps the employee to push their upper limits. You can also say that you often club this method with the data gathering method, so that you are able to help these individual optimize their performance. Then there are other measures like focus-group discussions and interviews. Some require face-to-face interaction, which is needed so that follow-up questions can be sorted.
Share with me a situation that demonstrates your skill to accurately assess the strengths and limitations of people, and then leverage their strengths, and mitigate their limitations.
Through this HR interview question on your ability to identify talent, the HR interviewer is likely to ask you about a time or a situation in your professional career when you had to assess the strengths and limitations of people, and then leverage their strengths and mitigate their limitations.
This HR interview question on your ability to identify talent, should be answered by saying that such accurate judgement requires both analytical tools along with a combination of intuition. Methods that one can try here include benchmarking the performance of the individual. It usually refers to what the needed skills are for success of the organization. One can try the observation approach for benchmarking top performers. It helps to work out the best practices and helps to get a knack of their ideal competencies at work. You can mention that you also try to compare the skills of employees. Describe the procedures you implemented to assess these strengths or limitations.
Then you can continue with the answer by providing measures you undertook to help them leverage their skills or overcome their limitations. For example, there could be an employee who was talented and hardworking, but had issues with time management. This could lead to potential shortfalls or even rushed work, which resulted in mistakes. Tell them how you helped the particular employee — was it a training or workshop in time management, or did you help them get equipped with better tools to speed up this process.