Evaluating Talent

[Jackie]

I have been thinking about the way agencies hire strategists. I don't believe that you can only rely on two hour lunches and meetings over martinis to truly evaluate whether a person is right for a role. Sure, we have multiple interview points, but often times that is a good indicator of cultural fit, not strategic proweress. With case studies, I can't see what someone's individual role was, and if we give them an assignment to bring, who knows if the thinking is theirs or someone else's?

Does anyone have ideas or experience with developing a useful approach when recruiting strategic talent to really see if someone has the goods?

[Sean Miller]

I know of a digital agency that gives prospects a challenge/assignment and a couple hours to work on it, then they have the candidate come in and present a briefing for 15 mins. Allows them to evaluate quick thinking and synthesis without days and days of polishing.

[Roo McCoy]

Jackie,

I recently read this on Seth Godin's Blog. Hope you'll find it to be helpful. http://sethgodin.typepad.com/seths_blog/2006/09/the_end_of_the_.html

I'm curios to know what you'll think after you've read it. Please let me know.

Roo

[Dr. Taly Weiss]

I think that reading one's blog might serve as a good indicator for strategic and analytic abilities.

[Zeb Barrett]

Give them an assignment on the spot....you can help them fill in details. The point is you want to see how they go about solving a creative problem.
z

[Helge Tennø]

Love Dr. Tally Weiss suggestion to read their blog ( or encourage them to start one :o).

Last time I changed jobs one of the agencies came forth after reading my blog. To test my skills they asked for my input on a real brief they were working on. What I did was research a bit at home and write out a couple of a4 pages of thoughts, and then go through it with the agency on the telephone later that evening. It worked really well.

Another agency invited me to come in for a two hour meeting discussing a real pitch. It was kind of limiting because it doesn't leave room for researching, being inspired or imaginative. Your more like just put on the spot and asked to shoot from the hip. That is bad strategy.

So my recommendation would be to give a short home assignment, from couple of hours to 24h, and then invite them in for a discussion. Give them a chance to show their ability to delve into a subject, learn it, articulate on it and expand together with your employees.

[Jacob Barry]

Do what Google do-

Questions like:
'What are some reasons man hole covers are circular?'
"How many tennis balls fit in a school bus?"

Its not really about the answer they come up with but how they come up with it