‘A’ Players? Or ‘A’ Results?  Making a Case for the Jagged Resume

Recrui'ng  Innova'on  Summit    May  18,  2012  George  Anders  

It’s  a  fact!  Today’s  human  capital  edge  comes  from  5x  or  10x  performers  

So  Everyone  Fights  for  the  Same  Obvious  Stars  

66%    of  CEOs  Grumble    About  a  Talent  Shortage    

25%    of    Stars  Plan  to  Quit    Within    The  Next  12  Months  

Source:  PricewaterhouseCoopers  Global  CEO  Survey  2011  

With  Consistently  Frustra:ng  Results  

Does  Anyone  Have    A  BeBer  Approach  to  Talent?      

               

Where  to  Look:  The  Corporate  World    It’s  our  home  base  …  talent  magnets  are  widely  recognized  …  demand  is  huge  and  constant  

               

Tech   Finance   Retail   CEO  Search  

Where  to  Look:  Public  Performers    Yards'cks  for  success  are  brutally  clear  …    

risk-­‐taking  is  part  of  the  game  …  insights  travel  well                    Athletes   Actors   Authors   Singers  

Where  to  Look:  Public  Service    Top  ins'tu'ons  excel  at  staying  power  ….  mentoring  …  deep  cultures  of  excellence      

                 

Doctors   Research  Scien8sts  

Special  Forces  Soldiers  

Teachers  

FIRST FINDING              In  every  top-­‐performing  ins8tu8on,  obvious  creden8als  are  only  part  of  the  story.

Top  assessors  focus  on  character  traits,  

 certain  that  the  small  stuff  is  huge

Success  

Good  Habits  

Diligence  

These  7  Traits  Keep  Appearing  

Resilience  

Desire  to  Learn  

Judgment  

Self-­‐Reliance  

Curiosity/  Acumen  

Compa:-­‐  bility  

Efficiency  

 “Good-to-great companies place more weight on character than on specific skills or experience.” Jim Collins Good to Great

“Investing doesn’t require extraordinary intelligence. It does require an extraordinary temperament.” -- Warren Buffett    ..  ..  .    

SECOND FINDING  There’s far more talent than most people realize

Jagged  Resumes  Abound  

So  Does  Talent  That  Whispers  

Jagged  Resumes:    The  Andy  Grove  Challenge  

Go  to  Utah,  and  see  …   …  how  they  got  this  right  

 

David  Evans  &  the  Jagged  Resume  Signing  up  explorers,  seeking  the  fron'er  

The jagged resume    “My  dad  looked  at  people  very differently.  He  hired  a  lot  of  people  that  happened  to  fail  history,  or  whatever  else.  Some  of  them  you  might  even  call  scary.  It  didn’t  ma0er  to  him  that  they  weren’t  polished  in  some  areas  that  weren’t  important  to  their  job  performance.  What  he  really  cared  about  was  what  they  liked  to  do.”      

-­‐  Peter  Evans  

TALENT THAT WHISPERS

THIRD FINDING  Vastly  beOer  interviewing  methods  are  within  anyone’s  reach.  

Start  by  Pinpoin:ng  Which  Values  Will  Define  Success  

Resilience  

Desire  to  Learn  

Judgment  

Self-­‐Reliance  

Curiosity/  Acumen  

Compa:-­‐  bility  

Efficiency  

Take stock of candidates by watching the little things add up

Dare to ask “ The Third Question”

   Take  a  :p  from  Google:  try  reading  resumes  upside      

What  The  Rare  Find  Can  (and  Can’t)  Do                    

•  This  book  is  meant  as  a  conversa'on  starter  •  Its  examples  are  induc've  –  meant  to  show  new  ideas.  They  aren’t  the  last  word  

•  Building  new  frameworks  for  talent  will  take  years.  This  book  can  be  a  way  to  get  unstuck  

•  For  insights  on  personal  career  paths,  try  the  e-­‐book  sequel:  Becoming  a  Rare  Find:  How  Jagged  Resumes  Lead  to  Great  Jobs.