How to Identify Superkeepers
• Superkeepers – people high in potential and
Finding & Hiring FastTrack
Talent
• Identification of Superkeepers should be
continual.
• Assemble a database of potential outside
candidates
• Can also source talent from synergistic
organizations.
• A slow economy presents an ideal
opportunity to recruit Superkeepers
• Superkeepers are astute, smart people who
manage their environment, pride themselves
on being prepared, and seek to expand their
options when threatened.
How to Build Bench Strength of
Superkeepers
• Superkeepers are used to being highly
recognized
• Careful career development so they feel they
are acquiring new skills, new growth
experiences, and new successes that will
strengthen their resume value
• must feel they are moving ahead, respected,
and appreciated by the organization, adding
value, fairly compensated, given the support
they need to be successful
• should never be taken for granted
• In-depth and concise assessment of the key elements
performance- a rare breed, hard to identify and even
harder to recruit and retain
• The recruitment strategy begins with answering the
following questions:
– How do you identify who the Superkeepers are in other
organizations?
– How do you pry them away from their current employers?
– How do you ensure diversity in your reservoir of
Superkeepers?
– How do you build bench strength of Superkeepers?
How to Recruit Superkeepers from
Competitors
• brand name or reputation of an organization alone is not
enough
• Superkeepers need to feel they are going to be part of a
special cadre of people
• Use your own Superkeepers to recruit them.
• an appealing job content, an attractive and compelling
compensation package must be offered.
• If the candidate is seeking large incentives based on
performance -potential Superkeeper.
• monitor Superkeepers’ contentment with the mentoring,
training, and career development programs offered
• Superkeepers place quality of life considerations high on their
“must-have list.”
of organization culture and job structure is a crucial
first step
• match candidates who have specific backgrounds,
work experiences, and inner personal qualities that will
make for a good fit
– define the culture and match it with the candidate’s
qualifications.
– look at target companies that have similar cultures and
methodologies
– identify the individuals holding the positions in the targeted
companies and, through networking, determine if they
have the technical, management, leadership, and
innovation skills and the appropriate style to fit your
organization
How to Ensure Diversity in Your
Reservoir of Superkeepers
• Diversity is a top priority for organizations
• Companies sensitive to this issue will be
attractive to female superkeepers and
superkeepers from diverse cultural
backgrounds
• Good diversity candidates are fully aware of
their demand in the job market
• they want to be appreciated and respected
for the talent and skills they bring to the job