How Companies Identify Talent with Anne Fulton of Fuel50 & Kage Spatz

HR Strategy Series, Real Human Resources

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Fuel50 Human Resources Hiring Strategies

Forget the future of work and focus on the future of the worker.

As a part of my HR Strategy Series, I’m talking to top experts in the field to teach prospects what hiring managers are actually looking for, while also supporting business leaders in their hiring and retention strategies. Today I had the pleasure of talking with Anne Fulton.

Anne is the founder and CEO of Fuel50. Fuel50’s technology operates in 28 countries and many Fortune 500 companies such as eBay, Pepsi, Walmart, MasterCard, and TexasHealth. Anne is an experienced registered organizational psychologist, executive career and performance coach, and strategic contributor to organizational development strategies. She is recognized as a global expert in talent management systems from onboarding, performance, succession and talent planning, consulting with many of the worlds’ thought-leading organizations.

Thank you so much for doing this with us! Can you share the most interesting or funny story that happened to you since you started this career and what lesson you learned from that?

I have learned that it is possible to write a book on a cruise in the Bahamas (and it was a rock cruise, at that). My co-founder Jo and I had set a goal of writing a book that summer and ended up with only five days between trips to Miami and New York. We found out it was cheaper to stay on a cruise than a hotel on-shore, so we vowed we would write the book that we had been meaning to write for years on this cruise. On the first morning, we literally drafted the book outline on a napkin and agreed we would write 5,000 words a day. (Jo would say I locked her in her room until she had met her daily goal!) Anyway, with the lack of internet onboard (or the high cost of the same) we wrote 40,000 words which we could send over to our editor for completion. It was a great achievement, and proof of what you can do if you set a big goal and commit to it.

Wonderful. Now let’s jump into the main focus of our series. Hiring can be very time consuming and difficult. Can you share 5 techniques that you use to identify the talent that would be best suited for the job you want to fill?

1. Drive: Motivation and ambition can’t be measured, but a potential hire who shows they want to be at your organization will be more of an asset than a candidate with the required skills just looking for a paycheck.

2. Transparency: Make sure expectations are properly defined from the start to weed out those who have mild self-doubts about wanting to work at your organization. It’s as simple as outlining exactly what’s expected of an incoming employee on a LinkedIn post, for example.

3. Look Internally First: Consider hiring talent internally for new positions. Pinpoint those who have the current (or at least transferrable) skills to use in the new position and then set up a meeting with them.

4. Culture Fit: Even if candidates meet the list of required skills, it’s very important to consider how they fit into your company culture. After a potential candidate meets upper management, take note of how they interact with mid-level staff during the interview process. A variety of things can happen, but it’s obviously a bad sign if they seem unengaged with mid-level staff. The same respect and attention should be given across the board no matter who it is.

5. Long Term Potential: Look for employees with transferable skills that can be used across the company. A versatile employee can grow with your organization.

With so much noise and competition out there, what are your top 3 ways to attract and engage the best talent in an industry when they haven’t already reached out to you?

1. Employee Referrals: Utilize your employees’ network (and happy employees are the best ambassadors).

2. Job postings: Pro-actively posting on career websites or attending job fairs is a common way to get your company out there. However, start submitting your company for “Best Places to Work” awards to tout your company and increase your visibility.

3. Look Internally: Retention is the new recruiting. Unemployment rates are incredibly low, so organizations should use every resource available to them. Sometimes the best person for a new job is someone you already have. Check-in with current employees and learn about their career goals and aspirations.3. Career Development: Employees want to know they can grow in their role, and oftentimes quit when they lose confidence. They are not being prepared for the future. Career mapping and development opportunities show an employee that their company is invested in their long-term growth.

If you could inspire a movement that would bring the most amount of good to the most amount of people, what would that be?

Forget the future of work and focus on the future of the worker. Rather than only focusing on the “Future of Work” topics like automation, artificial intelligence, the gig economy, and the virtual workplace, organizations can’t lose sight that employees are central to the future of work.

Thank you so much for these fantastic insights!

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