The idea of hiring top talent to ensure the success of a business has become almost a “chicken or the egg?” debate. The questions seem to circle each other:
Does your business succeed because of hiring extraordinary talent?
Can you attract extraordinary talent without being a successful business?
In the last decade, more pressure has been placed on Human Resources departments as organizations become exceedingly complex. The ability to look subjectively at an organization and assess the skills its lacking in order to implement its goals is one of increasing importance. And while many of us like to nurture existing talent internally to fill positions, sometimes it’s just not feasible.
Why has the ability to recruit top talent become so important? Organizations today are much more complex, demanding knowledge-based work and often operating internationally. Doing so requires an organization to be able to depend more on high quality employees, heavily impacting the bottom line and ability to succeed.
Why don’t some businesses make it a priority to spend the time and resources needed to recruit top talent? Some business leaders think their business and its strategy can thrive without top talent; as long as there are employees present day in and day out, completing their jobs, the business can survive. Others may recognize the importance of recruiting the best, but don’t see it as important as investing in strides in technology or focusing on finances. Finally, others simply may not see the correlation between attracting top talent and achieving the business’ strategy.
Google has done an exceptional job of attracting top talent in all facets of their company, making it a priority and piece of their brand identity. Mention the Google campus to a working professional and I guarantee you they can mention (with most likely a degree of jealously) at least a few amenities offered to their employees. Not only does Google cook for their employees, wash their laundry, and provide daycare, most importantly they give their employees time to work on their own pet projects. On average, 10%-15% of a Google employee’s time is devoted to developing their own new business projects and programs, allowing them to brainstorm and develop new ideas. This time not only acts as a hub for creativity, drawing in top talent around the globe, but it also stimulates a business’ strategy and drives it towards success.
While many of us can’t offer our employees even a third of the benefits companies such as Google can (although we can dream!), there is a valuable take away from studying their structure. Instead of looking at the success of your business through a small lens, realize that it starts with a much wider scope at the recruiting process. Look for employees who possess the skills that your organization is lacking and nurture them.