Who knew there is a Science behind Talent Attraction? Three fields of Science determine whether your organization will attract Top Talent or simply accept the candidates who are desperate enough to wade through your company’s talent acquisition process.

The three fields of Science for Talent Attraction are Psychology (individuals), Sociology (culture/groups), and Computer Science (applicant tracking systems/HRIS, job boards, social media).

What is the Impact of the First Field Of Science?

Understanding the impact of the Science of Psychology is key to creating a Talent Attraction and Retention strategy that works. Psychologists research how we process information, how we interact with others, how each individual reacts to different types of stimuli, and how our feelings are impacted by our own and other people’s words and actions. Psychologists study why some people succeed in their work while other people do not.

Translated – the Science of Psychology determines if your company will attract or repel Top Talent. Then Psychology will determine whether your organization will retain the Top Talent. Do not kid yourself – it is not all about the money.

Why Do Leadership Skills Matter?

In his book, Topgrading How Leading Companies Win By Hiring, Coaching, and Keeping The Best People, Dr. Bradford Smart Ph.D. goes into great depth on the impacts of Psychology on the Identification, Coaching, and Retention of Top Talent. He discusses how the top 10% of talent are the A PLAYERS – these are the people who will make impacts on company performance.

In my 40 years of experience attracting talent to companies, the A PLAYER MANAGERS do not settle for B PLAYERS (89% to 60%) or C PLAYERS (59% to 1%). They surround themselves with Top Talent because they understand those team members will push the organization forward. They may hire a candidate who is a B+ talent and demonstrates the work ethic and talent to become an A PLAYER. Then they spend the time to mentor them to A PLAYER.

Many of a company’s managers fit into the B PLAYER status. You may have heard them described as “Steady Eddies”. They will provide the competence to remain as a manager within your company. They know and are willing to share their knowledge. Typically, they will hire other B PLAYERS and the occasional A PLAYER who may have had a bad interviewing day. If they hire an A PLAYER employee, they will manage them well and are willing to help promote them.

Look at the numbers – most managers are C PLAYERS. These people were probably good to great sole contributors. Then they applied for a manager position. The company was afraid they would lose them if they did not promote them to a manager.

Sole contributors are not automatically great managers. Too often, they are promoted and not trained how to manage a team of sole contributors. Many times, their skills and experience as a high performing sole contributor work against them as a manager. They are afraid they will lose their management position if they hire someone better than they.  Therefore, C PLAYER managers tend to hire D and E PLAYERS. Many times when I presented candidates to C PLAYER managers, they ignore my recommendation of making an offer to a stronger, better experienced candidate. Then they choose a less experienced candidate because “They feel good in my gut…”

They want to control them – and blame them if their performance drops their group performance. They will take credit for an accomplishment created by one of their staff. If they feel the need, they will become passive/aggressive. They will be nice to their direct report’s face. Then stab them in the back in meetings with upper level management. If you have been in business for over 10 years, you have seen or worked with C PLAYER managers – some of whom may have been executives.

This Just Scratches the Surface of Psychology’s Impact

In a short thought leadership blog, we may only scratch the surface of the Psychology of Attracting and Retaining Top Talent. Today’s blog is the 38th in my series of #TalentAttraction #Tuesday blogs since May 2020.  Other areas of the impacts of the Science of Psychology have been addressed in previous blogs.

If you would like a conversation on how to ATTRACT talent instead of using an Applicant Tracking System or HRIS to screen them out, we should chat. Call me directly at 435-714-4425 (mountain).

I am available to consult with your company to improve your Top Talent Attraction strategy. Attracting and integrating Top Talent gives your company an industry edge. The process is worth the effort by improving productivity, innovation, and profitability – Look at Google, Tesla, SpaceX, and Apple. Retaining Top Talent keeps your industry knowledge inside your company – instead of with the competition.

The RecruiterGuy.com Top Talent Attraction business model is my differentiator.  I focus on one client at a time and charge a flat monthly fee.  This model enables me to attract new talent to your organization while identifying and suggesting improvements to your company’s Talent Attraction process, including Manager Interview Training.  https://recruiterguy.com/

Learn how I coach my Career Transition Clients in my most recent book – Employee 5.0: Secrets Of A Successful Job Search In The New World Order  http://amzn.to/2D9w39f  My book includes an appendix with action verbs and sample interview questions.

I help organizations Recruit, Onboard, Actuate, and Retain Top Talent.

See you on Tuesdays! Feel free to click on Follow Us to receive my #TalentAttraction Thought Leadership every week or to Share my Just Saying Thought Leadership with your Network through Twitter and Facebook.

Bill Humbert is available for Speaking, Talent Attraction Consulting, and Training contracts.

Bill@RecruiterGuy.com  435-714-4425


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