Talent is not enough

Are you aware what does a “wrong-fit employee” or “turnover” cost your business in terms of actual costs and productivity loss?

Organizations everywhere are seeking better ways to ensure they have the talent necessary to succeed with sustainable competitive advantage.

Look at your hiring decisions and integrate new hires effectively into your values.

Key Parameters …

  • Maximize Talent match between the job and the person
  • Identify attributes required for superior performance on this job
  • Establish internal motivators that the job rewards
  • Announce necessary behaviors for success on this particular job

At Pathfinders, our systems enable you to benchmark jobs and assess the talents they require for maximum performance.

The process can be applied and reapplied to any job, any time in a continuously changing business environment.

Enhance your organizational performance, to :

  • Increase team productivity,
  • Minimize turnover,
  • Enhance succession planning effectiveness,
  • Save training costs, and
  • Foster superior leadership development & coaching

Assess/Benchmark the Job

Key Accountabilities Defined
Begin with a list of “key accountabilities” of each position being benchmarked.

Key accountabilities are the critical goals and key business successe factors the job is accountable for producing. Once defined, they serve as a reference point in assessment.
List the job’s requirements into three separate talent categories:

  1. Rewards/Culture,
  2. Behavioral Traits and
  3. Job Attributes.


Assess Personal Talent

Interviewers agree that the interview process is highly subjective and minimally effective at best. What is needed is an unbiased assessment that reveals the VALUES that motivate a person to a job, the BEHAVIORS they will bring to the job, and whether they have the specific Capacities – or ATTRIBUTES -needed for performance on the job.

Prepare a summary of a person’s talent to match the identical areas outlined. Within the framework of a company’s overall selection and development processes, you can now identify the WHY (values), HOW (behaviours) and WHAT/Will (attributes) an individual can contribute to a job.


You are now ready to match the Talent to the Job

The right TALENT in the right JOB spells performance and productivity and reduced waste in achieving organizational plans. Pathfinders systems enable you to replace common biases often involved in the selection process with factual data based on JOB REQUIREMENTS.

Applications of Pathfinders systems – developed for a multitude of business applications, including:

– Position Benchmarking
– Talent Selection
– Employee Coaching – attitude, skills, and behaviors
– Performance Gap – potential to performance
– Succession Planning
– Business success performance


If you care and are concerned on your people behaviors, please talk to us.


Recently, a CEO tells us, “How many times I have to tell them? They do not understand. I spend my time in doing their job (explaining).”

We, at Pathfinders know identifying the reasons for this Why.


Suresh Shah, M.D., Pathfinders Enterprise

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