Tips to assess and hire the best talent -Glenn Buggy

Photo by Charles Deluvio on Unsplash
Photo by Charles Deluvio on Unsplash
Photo by Charles Deluvio on Unsplash

I have been in discussion with Glenn Buggy for the past couple of months, talking about the General Data Protection Regulations (GDPR) impact on talent (human capital) in the workplace.

Glenn’s unique viewpoint on this complicated issue has been very helpful, with his extensive knowledge of the legal and financial fields. Glenn has helped guide his clients’ organizations as they tackle these complicated issues. His strong background in the legal and financial field, combined with his expertise in talent placement, offers a unique and helpful perspective.

We’re very much looking forward to your ideas or thoughts on the various parts we discuss. This is the sixth and final portion of our discussion.

Today I’m asking one final question,

Can you share some tips on how to assess talent and make sure you hire the best that is out there?

Weeding Through “Experts” versus Experts

Be highly discriminating with talent. Rely on either outside counsel or search consultants if you don’t have the technical skills in-house to be able to vet their experiences and references that can show how adept this person really is in this space. Although candidates may have an impressive resume and can seem to speak the tech and IT world language, that does not mean they are the best person for the job.

Use Assessment Tools

This is a technical area and using tools can ensure you’re interviewing people that have the skills, behaviors and problem-solving tendencies you’re looking for to mesh within your organization. The right assessment will give you powerful insights, including how this person is going to interact and lead groups of people of varying sizes, particularly large groups if they haven’t done that in the past.

Look Within Your Organization for Talent

Be open to training employees internally. Offer opportunities for certifications or education in this space. Characteristics to look for would include: Someone who has the executive presence to communicate up and manage upward; someone who can take a complicated topic and simplify it; someone who can work seamlessly across the organization; a strong communicator to staff.

Hire Quickly to Protect Your Customers’ Information

It is only a matter of time before your company’s data programs are hacked if you don’t have the right security systems in place (if it can happen to Facebook, it can happen to your business.) You need the best talent in the information security space in order to protect private information from hackers and breaches.

Read more from Glenn.

Tags: Glenn Buggy, Glenn M Buggy, Caldwell Partners, Talent Transforms, Financial Services Practice, Legal, Risk and Regulatory Oversight Practice, Caldwell’s Asset & Wealth Management Practice, #GlennBuggy, #CaldwellPartners, Executive Search, Kristin Sheridan

Signitt Network

YouTube — Trends & Insights

Medium — !mpact Magazine — The Flipside

Blogger — Another perspective

Blogger — Insights from Leaders

Medium — Medium — Point of View

!mpact Magazine is a platform where people with a vision can share their ideas and insights.

Get the Medium app

A button that says 'Download on the App Store', and if clicked it will lead you to the iOS App store
A button that says 'Get it on, Google Play', and if clicked it will lead you to the Google Play store