As a recruiter or hiring manager, you’re constantly searching for talented individuals to join your team.
 
But, what makes an individual talented? 
 
Bestselling authors Arthur Yeung and Dave Ulrich suggest getting clear on the definition of talent provides the necessary framework for the rest of the hiring process.
 
These authors define talent via this simple equation:
 
Talent = Competence × Commitment × Contribution
 
Most people restrict their definition of talent to just competence.
 
Does the individual have the knowledge, skills, and values required to perform the agent role?
 
While this is an important factor to consider (perhaps the most important), the authors encourage hiring managers to broaden their perspective on what makes someone competent. 
 
Start by asking: What skills and abilities do your customer’s value most?
 
There’s an assumption we already know this information, but you might be surprised what you learn if you asked a few of your customers their thoughts on the topic.
 
Some progressive companies are going a step further by allowing customers to help set hiring criteria and formally collaborate on the performance of those they depend on for service.
 
This would be a stretch goal for most real estate companies, but it gives you an idea of the lengths other industries are going to satisfy the needs of their customers.