Before we get to talent examples let’s cover the definition of talent. A talent is a skill that someone has, allowing them to do something very well. The word originates from the ancient Greek word ‘talanton’ which means a balance or a sum.
Talent examples for high performing individuals
We have added some talent examples that high performing employees have in the workplace.
1. Critical thinking
Critical thinking is the ability to think clearly and solve problems. A critical thinker is self-confident and open-minded. They like to be well informed and welcome challenges. They can handle difficult situations in the workplace and complex challenges.
2. Emotional intelligence
Emotional intelligence is the ability to recognize and manage emotions both at a personal level and of others. People with high emotional intelligence find it easier to become part of a group. They can manage stress better and are less likely to suffer from depression as they are self-aware of their feelings and they can accurately emotionally assess themselves.
Communication talent is the method one uses to effectively give and receive information. Such as ideas, emotions or describing a situation. Communication skills cover listening, speaking and observing. People that have a talent in communication are often confident, friendly and understand their audience well. Also, they are good at giving and receiving feedback.
A creative person is capable of producing original ideas using their imagination. They can create new things and they are very resourceful. A creative person always finds connections between different things when they are thinking about a problem. They often challenge the status quo and pay close attention to how other people solve problems.
Resilience is the ability to recover fast from a difficult situation and bounce back. Resilient individuals can overcome difficult situations and rise to the challenge. They learn from their mistakes and they come back stronger after they face a difficult situation. They have increased awareness of their environment and they are not afraid of reaching out to others for help.
How to define the talents you need in your organization
It is very important to know the talents your employees should possess to successfully complete the tasks required by your company. The starting point should be a list of skills required to complete a role. For example, a marketing job requires good oral and communication skills, analytical ability, creativity, imagination, and teamwork. These skills can be converted to talents such as communication, creativity, and communication in this example.
Once you have created a list of skills examples you should start grouping them into talents and also create some talent examples based on the skills for each of the roles. This will allow you to convey the talents you are after when promoting a role.
How to spot great talent during an interview
The starting point to spot great talent is to ask the right questions. Your interview questions should be based on structured interview questionnaires based on the STAR Method . Each question should be clear and have a purpose. You should avoid using open-ended questions and each question should be designed to test for a particular skill.
To test for creativity you can ask them to complete a creative test. For example, how many uses a coffee mug could have aside from drinking coffee.
Allow the candidate to ask questions, this will give you a better understanding of their personality and skills. For example, a critical thinker will always ask a lot of questions and a good communicator will pass on questions easily.
Any one position in your organization may require a combination of talents that are often not easy to spot in a candidate during an interview and may require a lot of experience to assess. If your top concern is finding the right talent, you may want to consider adding in your hiring process talent assessments that have been scientifically developed to provide you with exactly that level of insight. Understanding your candidates’ talents and their match for the role simplifies your overall selection process while ensuring that your decision making is based on objective data and insight.