Stop Making Excuses for Who and Where You Are

excuses excuses

Because a lot of small choices can make a big difference, what you do matters -everything, the big stuff, the little stuff and even the annoying stuff.

It matters that you waste time.
It matters that you blame others for your failures.
It matters that you are lazy at times.

It matters because achieving your goals matters and eliminating excuses is the pathway that takes you there. It’s the same path that every great achiever has followed.

Sigmund Freud was booed off the stage the first time he presented his theories to a group of scientists in Europe. He went on to win the Goethe Award for his work in psychology.

Winston Churchill failed sixth grade and lost every public election he ran for until he was elected Prime Minister of England at the age of 62.

Albert Einstein didn’t speak until he was 4 years old, couldn’t read basic words until he was 7 and was expelled from school. He eventually revolutionized physics with his Theory of Relativity.

Henry Ford failed at farming, at being an apprentice and as a machinist, and went bankrupt five times. He modernized mass production.

Stan Smith was rejected as a ball boy for a Davis Cup tennis match because he was “too clumsy.” He won eight Davis Cup championships and is considered one of the greatest doubles tennis players of all time.

Charles Schultz had every cartoon rejected that he submitted to his high school yearbook. He was rejected by Walt Disney. He went on to create the most popular cartoon series ever: Peanuts.

Van Gogh only sold one painting his entire life—to a friend’s sister for about $50. He painted over 800 masterpieces, seven of which are cumulatively worth almost $1 billion.

Leo Tolstoy flunked out of law school and was labeled “unable to learn” by his professors. He went on to become one of the world’s greatest novelists (think War and Peace).

John Creasey failed as a salesman, a desk clerk, a factory worker and an aspiring writer, getting 754 rejection notices from publishers. He wrote more than 600 novels and is considered one of the greatest mystery writers ever.

Hank Aaron failed tryouts with the Brooklyn Dodgers and went 0-5 in his first game in the majors. He went on to set the MLB record for home runs and held that record for 33 years.

from an article by Dan Waldschmidt

Make your choices count!

If you are looking to make a choice to add a key player to your team, contact me to hear how Right International can help.

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Gary Pike MD, 

Right International Ltd
Tel: +44 (0)1932 837798  
Email me Click Here 


3 Secrets of Insanely Successful People


Everybody loves a good secret. In fact, the juicier, the better. Why? Because we all love being insiders. We love the feeling of exclusivity, of knowing something that’s just ours and no one else’s.

But in business, secrets do more than just stroke our egos.We love having the upper hand. We love having the “unfair advantage,” to borrow entrepreneur Jason Cohen’s term.

So when someone like Dr. Ivan Misner, founder and chairman of BNI, the world’s largest business networking organization boasting 5.4 million referrals and more than $6.5 billion in resulting revenue, asks, “Do you want to know the secret to success?” you listen.

What’s “the secret”? Well, there isn’t just one. But think about this: “Success is the uncommon application of common knowledge.”

In other words, when it comes to success, what matters isn’t so much learning something new but putting into practice what we already know.

Here are three not-so-secret secrets of insanely successful people:

1. They have a vision.
According to Warren Bennis’s classic On Becoming a Leader, leadership is “the capacity to translate vision into reality.” This means that success starts with answering a fundamental question, What do I really want?

Whether you call the answer to that question your mission statement, core values, brand identity or just your goals doesn’t really matter. Because “a rose by any other name would smell as sweet.”

Here’s how Bennis unpacks the idea: The leader has a clear idea of what he or she wants to do—professionally and personally—and the strength to persist in the face of setbacks, even failures.

The key word is “clear.” And clarity means writing it down.

In fact, as’s infographic on the habits of the world’s wealthiest people points out, two of the most statistically significant factors that set the richest people apart from everyone else is that 81 percent of them maintain a to-do list and 80 percent focus on accomplishing a specific goal.

2. They are honest.
Successful people tell the truth.This sounds so obvious that you might think it doesn’t even need to be said. But in a climate where the pressure to look good, perform well, eke out profits and win by any means necessary is constantly increasing, honesty is becoming a scarce commodity.

And yet, honesty pays.

According to research in Robert B. Cialdini’s Yes! 50 Scientifically Proven Ways to Be Persuasive, when companies “explained failures in their annual reports, those that pointed to internal and controllable factors had higher stock prices one year later than those that pointed to external and uncontrollable factors.”

In other words, taking responsibility for our mistakes and admitting when we’re wrong isn’t just relationally smart—it’s financially savvy.

Another study, conducted by the Corporate Executive Board, found companies that “rated highly in the area of open communication” and encouraged honest feedback among their staff delivered a “10-year total shareholder return that was 270 percent more than other companies.”

And what’s true for companies is just as true for us. As Bennis wrote, “Leaders never lie to themselves, especially about themselves…. You are your own raw material.”

3. They show gratitude.
Without gratitude, you aren’t being mindful or totally thankful of the good things in life—and your perspective is probably skewed to the negative as a result. You might even have less motivation to go after more good things, if you aren’t grateful of the ones you already have.

We tend to think of gratitude as a spontaneous emotion, something that just happens to us in moments of triumph or success. In reality, though, gratitude is something we develop.And just like all the other not-so-secret secrets on this list, it is something we choose, something we make a wide-eyed, premeditated, self-determined decision to experience.

How? By actively looking for reasons to be grateful and second, by simply saying, “thank you.”

When we look for reasons to be grateful—when we make that our intentional focus—we find them. On top of that, when we call attention to those reasons, we cultivate gratitude not only within ourselves but within our relationships and organizations.

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Gary Pike MD, Right International Ltd
Tel: +44 (0)1932 837798
Email me Click Here 


Top Insurance Talent


Do you have a key role you’re looking to fill?

Would you like to meet with an experienced individual with a proven track record of success?

Please see below an overview of candidates we are confidentially representing in the market in search of their next career opportunity.

Candidates we are confidentially representing include:

• Commercial Director – Price Comparison, Insurance, Digital Financial Services, FMCG and Retail UK and internationally.
Demonstrated success across a broad range of business models in driving profitable growth through investment in people, data, digital and brands.

Led evolution and execution of strategy delivering strong year on year profitable growth in Car/Home insurance, Money and Energy product and price comparison.

Led the development and implementation of a strategy to deliver profitable growth for the UK retail division of a leading insurer.

Designed and delivered transformation programme to a customer centric, digitally enabled business model and culture for Car, Home and Pet Insurance resulting in substantial revenue growth in 3 years.

Re-energised global FMCG brand with the development and implementation of a 3 year growth strategy resulting in 4% revenue and 6% profit increase.


• Commercial Regional/Sales Director – Leading MGA
Insurer, broker and MGA relationships across the South East, South West and East of the UK. Responsible for growing GWP from £51m to £64m in under 3 years, as well as improving Customer satisfaction score by 51%.

Led 3 different regions ranging from £9m to £35m GWP and led turnaround of ‘stagnant’ region to 33% growth in 4 years. Full P&L.


• Schemes Team Operations Manager – Leading Insurer
Effective Operations Leader with a proven track record of creating high performing teams that deliver both top and bottom line financial results in the Commercial insurance market.

Experienced in strategy, leadership, business development, relationship management, delivery of financial objectives, governance and compliance management across open market and delegated business operating models.


• Head of Distribution (Broker) – Leading Insurer
Senior leader with experience across many distribution channels and product lines in the Personal Lines arena.

Proven track record of managing relationships and delivering 10% + growth in GWP as well as leading the broker strategy for Regional and National Brokers.

P&L along with strong man-management expertise.


• Senior Product Manager – Global Insurer
Designed & delivered a new packaged product (Property, Casualty & Motor) to market, generating over £220m of profitable revenue to date.

Responsibility for P&L, distribution, pricing & product strategies and broker relationships.


• Head of Operations, Motor Claims – Leading Insurer
Responsible for delivery of the claims strategy, leading an award winning team of over 500 FTE handling over 500,000 claims per year.

Introduced consistent stream of innovation and change to ensure team is low-cost, high service and a key asset to the Insurer.

Represented Insurer in large deal discussions with many blue chip corporate partners. Saved over £5m per year from bottom line through forming third party assistance in-house team

Represented Insurer at CMA investigation into third party claims.


• Regional Manager (North) – Leading Insurer
Extensive range of relationships with insurance brokers throughout the UK including Nationals, Consolidators, Networks, Managing General Agents and Independents.

Background in property, liability, financial lines, construction, marine, environmental risk, business travel, personal accident and affinity.

Responsible for the leadership of the Northern Branches across both underwriting and distribution with a GWP of c.£121m and has achieved 8.2% growth during in one year.


For more details on these candidates please contact me.

Alternatively please tell me what you’re looking for and I’ll guarantee a shortlist of the best candidates in the market within 20 working days.

Also for latest vacancies click here.

Please take a look at our website click here

Gary Pike
Managing Director
Right International Headhunters
Tel: 01932 837798

3 Daily Habits of Very Successful People

3 steps

I believe there are two things in life: results and excuses for not achieving results. As a society, we’ve gotten really good at giving excuses and readily accepting them. I’m not vilifying our society—our days are more jam-packed than ever and it seems like we are constantly being pulled in a thousand different directions. I’ve worked with some very dedicated, talented people who have not been able to achieve the results they should have. It wasn’t for lack of trying; it was lack of good habits.
Your habits and patterns determine the direction of your life, so it should come as no surprise that successful people have successful habits. In my more than three decades in business, I’ve practiced three habits in particular that I think have played a huge role in my success and can help you maximize yours.

1. Winners get out of bed early.
I know the business trend right now is toward flexible schedules, but while you’re in bed sleeping, someone else is out working. And, the fact is, most CEOs aren’t sleeping until noon and rolling into the office midafternoon. They get up early and attack the day. In interview after interview, they say their routine starts with getting up around 5 or 6 a.m. and using the two or three hours before they get into the office to focus and prepare for the day ahead. That may mean exercise, meditation, catching up on current events pertinent to the business or any number of things, but when they do arrive at work, they are more productive and achieve more than most.

The old saying “the early bird gets the worm” came about for a reason. The people who are up and doing are the people who seize the opportunities first, so get up out of bed and put in the extra time and effort it takes to chase success. It’s not going to wait around for you.

2. Be a daily goal setter and a daily goal hitter.
There is nothing wrong with having long-range goals and dreams, but what you do today greatly affects whether or not you will achieve your future dreams. You have to intentionally design each and every day in a way that leads to getting things done that will maximize your results. That does not mean being busy every minute of the day just for the sake of being busy. That means knowing what is important and focusing on those things.

Every night, or in those early morning hours you are using to prepare for the day ahead, set your daily goals. Don’t make goals for the entire week. Just for the upcoming day. Ask yourself what you must get done each day that will produce the most results and only work on those things. And make setting those goals a daily habit.

3. Focus, focus, focus.
Even if you set the goals, if you aren’t focused—and by that I mean working on what’s important now—you won’t be successful. Successful people always know what is important in the moment, they are relentless in getting it done, and they don’t get distracted by unimportant stuff. They have the ability to stay focused when other people are unfocused, which is no easy feat the higher up you move in an organization, because everyone wants a piece of your attention.

If you want to be successful, you’ve got to develop the discipline not to let anything take your focus off the important things that will get results. Sure, it’s going to take a lot of practice to develop that discipline, but at the end of the day those results are going to totally be worth the hard work.

Look, I’m not going to lie to you: Winning and success is quite often boring. It’s doing the same successful thing over and over again. But there is a scoreboard in life and business, and establishing repetitive habits that lead to effective performance is the key to winning results—and results are what matters

Produced by John Addison

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Gary Pike MD, Right International Ltd
Tel: +44 (0)1932 837798  
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Facing the Enemy Within

enemy within (002)

We are not born with courage, but neither are we born with fear. Maybe some of our fears are brought on by our own experiences, by what someone has told us, by what we’ve read in the papers. Some fears are valid, like walking alone in a bad part of town at two o’clock in the morning. But once we learn to avoid that situation, we won’t need to live in fear of it.

Fears, even the most basic ones, can totally destroy our ambitions. Fear can destroy fortunes. Fear can destroy relationships. Fear, if left unchecked, can destroy our lives. Fear is one of the many enemies lurking inside us.

Let me tell you about five of the other enemies we face from within. The first enemy that we’ve got to destroy before it destroys us is indifference. What a tragic disease this is. Some will say, “Ho-hum, let it slide. I’ll just drift along.” But here’s one problem with drifting: we can’t drift our way to the top of the mountain.

The second enemy we face is indecision. Indecision is the thief of opportunity and enterprise. It will steal our chances for a better future. Take a sword to this enemy.

The third enemy is doubt. Sure, there’s room for healthy scepticism. We can’t believe everything. But we also can’t let doubt take over. Many people doubt the past, doubt the future, doubt each other, doubt the government, doubt the possibilities and doubt the opportunities. Worse of all, they doubt themselves. I’m telling you, doubt will destroy your life and your chances of success. It will empty both your bank account and your heart. Doubt is an enemy. Go after it. Get rid of it.

The fourth enemy within is worry. We’ve all got to worry some. Just don’t let it conquer you. Instead, let it alarm you. Worry can be useful. If you step off the curb in New York City and a taxi is coming, you’ve got to worry. But you can’t let worry loose like a mad dog that drives you into a small corner. Here’s what you’ve got to do with your worries: drive them into a small corner. Whatever is out to get you, you’ve got to get it. Whatever is pushing on you, you’ve got to push back.

The fifth interior enemy is over-caution. It is the timid approach to life. Timidity is not a virtue (unlike humility-they are different); in fact, it can be an illness. If you let it go, it’ll conquer you. Timid people don’t get promoted. They don’t advance and grow and become powerful in the marketplace. You’ve got to avoid over-caution. Do battle with the enemy.

Do battle with your fears. Build your courage to fight what’s holding you back, what’s keeping you from your goals and dreams. Be courageous in your life and in your pursuit of the things you want and the person you want to become. 

Reproduced with kind permission from Jim Rohn

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Gary Pike MD, Right International Ltd

Tel: +44 (0)1932 837798
Email me Click Here

8 Little Habits That Will Instantly Make You Happier


Here are a few ideas that will help brighten up both your life and those around you 🙂

1. Wake up early.
Early birds don’t need to get the worm; they get to work early, feel energized and complete the difficult tasks before noon. Studies show the ability to focus and be creative peaks between the hours of 8 and 10 a.m. So instead of burning the midnight oil and having to chug coffee all day just to keep your eyes open, get to bed at a reasonable hour to wake up early. At the end of the day, you’ll feel like you really accomplished something.

2. Be curious.
Curiosity hasn’t killed many cats, despite the saying. What kills is a lack of curiosity. If you’re not interested in what’s going on around you then it’s going to be hard to find motivation to meet your goals at work or home. Ask questions. Pay attention. Drop the slacker attitude and you’ll find that a true sense of wonder will appear in its place.

3. Show respect.
Respect is a two-way street. You give it and then you get it. Not only should you show others respect through common courtesy, but you should show respect to yourself by dressing modestly and neatly, paying attention to personal hygiene. A recent survey of college seniors showed that more respect was shown to those who were neatly dressed.

4. Learn to forgive.
Stop carrying grudges. They weigh you down and take up too much mental space. Instead of daydreaming about things like laying on a beach soaking up rays, you burden yourself with thoughts of revenge against someone who probably doesn’t even remember what caused the grudge in the first place. Learn to forgive and you’ll sleep better. Then start planning that beach trip!

5. Be good to others.
If it’s the right thing, do it. It’s called integrity. People who can’t make up their minds about the right and wrong of a situation wind up doing nothing. So, make up your mind, take a stand and stick to your guns. Happiness is not all about being loved by everyone all the time. It’s about being loved by a choice few because of your integrity.

6. Take charge of your health.
Health is wealth. Take care of yourself. You might get a second chance at a lot of things, but you’ll never get a second body. If your body isn’t happy, then it will be much more difficult for your mind to stay happy, too.

7. Be confident, not arrogant.
Self-confidence is not the same as arrogance. Arrogant people often don’t listen to others and try to ramrod their way through life. Someone with self-confidence knows they are not perfect, but they also know they have at least the common sense to work out most everyday problems and challenges in a perfectly acceptable way. They accept the fact that sometimes you win and sometimes you lose, and go on with their lives. Arrogant people try to be perfect, and when they fail, their unhappiness can be epic.

8. Smile more.
Exercise that grin each morning and use it on someone who might need it—a co-worker, a family member, a stranger. Spread a little kindness to get a little happiness back.

Make these small steps and define them as daily habits to find more happiness on your personal journey.

“The journey of a thousand miles begins with one step.” —Lao Tzu


Gary Pike MD, Right International Ltd

Tel: +44 (0)1932 837798
Email me Click Here


Why Insurance Companies Should Utilise UGC to Attract Millennial’s + 3 Simple Ways to Do It



Tech savvy millennials (those between the ages of 18 – 35) don’t trust brands.

They are not fooled by nice sounding words or slick images.

The good news is that while they may not trust brands, they trust and engage with content by their peers.

And so it is for this reason, that companies, especially those in insurance, need to strategise their marketing activities around user-generated content when they want to attract this poppycock-resistant generation, either as clients, or employees.         

What is user-generated content (UGC)?

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Gary Pike MD, Right International Ltd
Tel: +44 (0)1932 837798  
Email me Click Here 


Evaluating an executive search company: 5 Questions To Ask

When you do a Google search for the term “headhunter UK”, you will get something like 2,280,000 results back.

When you’re searching for the right company to bag your next top talent, that’s a lot of choice…

And with so much choice, how do you select the right executive search company to source the best candidates for your business?

The next five questions are a good starting point:

1) Is the executive search company well established?
Right International have been in business since 1994, so you know they are established, won’t take your money and run, and if they’ve stayed in business for all this time, it’s highly likely they are providing great services to their clients.

In addition, a company that’s been around a while will have more knowledge and experience, and that benefits your business.

2) Do they understand your business?
It’s always a good idea to go for the executive search company that specialises in your niche, as there is a stronger probability of them finding the best people.

A quick example as to the relevance of this point:

Jack, a high quality potential candidate, goes for an interview with a recruitment consultant about a possible position at an advertising agency. Very soon, he can see that the consultant does not have any understanding about the industry. What is likely to happen as a result, is that the consultant fails to include the relevant information about the candidate, and then the company rejects the candidate who would have been ideal, however the consultant failed to portray correctly.

From the other point of view, an MGA, came to us to source a Managing Director.

Because we understand their business, we sourced quality candidates that would fit the culture of the company. Once they had selected the right candidate, the CEO reported that Right International “understand our business, its culture and its needs and therefore only introduce us to candidates who fit our criteria, saving us both time and money”.

3) What is their process like?
You will want to know what their approach is when working with you, as well as how they go about selecting candidates.

It’s always preferable to select a company that is organised and has firm steps in place, as that avoids issues and unmatched expectations.

What are the steps they’ll take to understand your company’s needs, assess potential candidates, and so on?

How will they communicate with you, and how often?

4) Are their consultants trained in the art of recruiting?
Many recruitment companies have a high staff turnover, so they don’t bother training their consultants. Recruiting ‘A’ player candidates is an art that needs to be practiced!

In addition, the consultant needs to have the emotional intelligence along with the experience and expertise to find the top talent in the market.

Added to that – the consultant needs to be able to read between the lines, without focusing solely on what may prove to be “red tape” credentials.

For example, an inexperienced, non-trained consultant may train their eye on finding someone with a degree, but many times, a degree does not guarantee top performance, and as a result, your business misses out on some excellent candidates who are discarded simply because their paperwork does not align with what the consultant (not you) are looking for.

There’s something else: if you’re after an ‘A’ player, but the headhunter is not trained in the art of building rapport, using emotional intelligence to engage with candidates, how will he or she persuade the person to leave their current place of employment in order to join your team?

5) What is the salary range for most of the candidates you place?
The answer to this question should give you a solid idea of the headhunter’s expertise – the higher their average salary range, the more experience they are likely to have with finding top talent.

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Please check out our website if you have a vacancy that needs filling or need advice on your own career development.
Gary Pike MD, Right International Ltd
Tel: +44 (0)1932 837798
Email me Click Here 

Interviews and Resumes: Detecting the Unspoken



We all do it.
Perhaps we shouldn’t.
But we’ll keep doing it.
And maybe we should.
[Judging people by their appearance.]

Nowhere is this more true than in the job interview…

What the candidate looks like and does not say, speaks far more than what is said.


Because its been found that the majority of UK candidates either lie on their resume, or in the interview.

However, interviewers can tell a lot by the presentation of the candidate, as well as non-verbal cues, and that’s what this article is about:


Let’s start with the resume or CV; which is, together with the covering letter, the first impression:

Looking at the resume, what does it tell you? For example, is care taken in its presentation, or is it simply a badly printed copy? How is the spelling and grammar? Avoiding the words in it, what would you say is the character of the person who’s resume it is?

As for meeting the candidate… it’s got to be said: different strokes for different folks. So discretion must be used about what’s best for the company, because an acceptable appearance for one job position might not, and perhaps should not be, a necessity for another. For instance, if you are looking for an eccentric and innovative person, you’re not going to want someone who looks like a banker…

By the same token, although a candidate for the Receptionist position should be well groomed, if you are looking for a genius IT geek, it may not be a bad thing that the candidate boasts nails bitten to the quick.

What does an outfit tell you about the candidate?

In summary, while you shouldn’t allow the norm to dictate to you because it may mean the company loses out on an awesome person, do allow choice of clothing, colours, and how clothes are worn, and especially how the person is groomed, to speak to you.

Here are some basic tips:

  • You may think that candidates who bite their nails are nervous, but studies show that those who engage in ongoing body-focussed behavior like nail biting, skin picking, and so on, are generally impatient, or get bored or frustrated easily. Therefore, it can be deduced that this person may be highly intelligent and/or a perfectionist.
  • There are so many elements around the clothes we choose to buy, that it is actually quite difficult to tell anything from a person based on their choice of outfit, and as a result, judging a person based on the clothes they wear is not credible. Why? Because a person may dress according to habit, or even according to the brands they are exposed to a lot. Someone may wear clothes dating back to the time they were most happiest, but that might not give a clue as to their character. Or abilities. Having said that, choice of clothing is obviously vital in customer facing roles.
  • When a candidate arrives strictly on time for the meeting, it may be an indication that he or she is ambitious, not wanting to waste a minute of their day. Keeping true to form, the task-oriented person will also probably bring with all the right “tools” – a copy of the resume, a pen or pencil and a notepad. When a person arrives late, they are indicating (unless their excuse is truly legitimate) disorganisation, disrespect for others, or is indulging in power play, a psychological tactic to obtain power in the interview.

Non-verbal cues

The things that are unspoken often speak the loudest…


  • Tom is a ‘big-picture’ guy
  • It is best to allow Tom to select which detail is relevant
  • Prefers thorough documentation, will see errors easily
  • High tolerance of others
  • Self-reliant
  • High confidence
  • Likes to be in charge
  • Likes to debate
  • Has a dry sense of humour
  • Might like to bait conversations – cheeky
  • Prefers variety.

Just by looking at the LinkedIn photo of Tom Panos, Alan Stevens, a body language expert, could provide all these character traits.

The best way to find out whether someone is lying, is with behavioural tests.

But there are some signs that give clues as to lying, but bear in mind that they are not conclusive:

Repeating certain words or phrases.

  • Giving too much information.
  • Using the hand/s to cover the mouth or other vulnerable body areas like the throat or chest.
  • A change in eye contact. Watch for avoidance, lots of blinking, or staring without blinking.

Other ways to detect the unspoken are:

  • Watch for self-confidence via the handshake – a firm one indicates strength while a weak one shows, well, weakness.
  • Fidgeting means discomfort – not a good sign because it may be at odds with what the candidate is saying.
  • If the candidate is attentive, he or she will lean slightly forwards. Smiling shows enthusiasm and engagement.
  • Does the candidate maintain eye contact, or do they keep glancing down? Do they keep contact, or keep looking around, as if looking for something more interesting? When someone can’t maintain eye contact, it’s a warning that they are not good communicators.
  • If the person takes over your space with their goods or gestures, it indicates aggression and self-centredness.

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Please check out our website if you have a vacancy that needs filling or need advice on your own career development.
Gary Pike MDRight International Ltd
Tel: +44 (0)1932 837798  
Email me Click Here 


The 4 Most Common Traits of Top Talent and How to Identify Them

Top talent share certain traits, and while there are quite a number of them, in this article we’ve listed the top four, as well as how to identify them in candidates before selecting them as employees:

#1: Positive attitude

People with positive attitudes are usually pretty easy to spot. Typically, they pay attention to the good in people, and they can even see positives in negative situations.

They are not the type to consistently complain or whine.

Signs in people who are positive instead of negative, include:

  • Hopefulness
  • Optimism
  • Resiliency
  • Confidence
  • Enthusiasm
  • Kindness
  • Will to succeed

However, it’s important to note that sometimes, a positive person may not have realism as a balancing trait, so candidates who show signs of a positive attitude also need to show signs of realism, otherwise them being positive turns into a negative.

How to identify a positive attitude in candidates

Ask questions like:

1. What is your greatest failure? Listen carefully to what the person says, so that you can identify whether they have a positive or negative mindset. If you can see they’re still beating themself up for a past failure, they are likely to have a negative mindset.

2. Tell me about a stressful time in your life. Again, listening carefully to the answer should provide insight as to the person’s overall attitude.

#2: Effective communication skills

A person with effective verbal, written and non-verbal communication skills is a true asset to any company, because good communication is such a rare skill.

People with good communication skills are able to listen, and understand better the unspoken just by watching facial expressions and non-verbal cues like hand gestures.

In addition, they are able to understand others and unofficially “mediate” for others who don’t have the same level of skill.

How to identify effective communicators

1. Watch them: good communicators rarely fidget while talking to people. They maintain eye contact and are attentive listeners. They will not get distracted or show disrespectful behavior, like yawning and looking away to see what else is going on around them. They show interest in what you are saying. They are usually confident and assertive.

2. Ask a difficult question that needs explaining so that you can listen to how they respond. If they convey the answer with clarity, and you understand what they are saying, the individual is probably a good communicator.

#3: Resourcefulness

If a candidate is resourceful, it means they have the ability to find fast and perhaps unusual but clever ways to handle a situation.

In times gone by, a resourceful person was a rare gem indeed, but today, with Google just a click away, you can find solutions to anything, even things that you know nothing about.

However, some people may still shy away from all the information that’s now available online, but top talent will know how to find what they’re looking for, even if commanded to compile information about ocean acidification or a scientific fix for underreplication.

How to identify resourcefulness in candidates

1. Ask about a time they needed to find solutions to difficult problems.

2. Find out if they’ve ever bent the rules, because bending rules is a trait of resourcefulness.

3. Compile an exercise where they need to display resourcefulness.

#4: High self-confidence

Candidates with high self-confidence are good for business because they create healthier teams, are more productive, achieve more, close more deals, influence others positively, make things easier for the boss because they don’t shy away from making decisions when necessary and they don’t require external validation. They take initiative, and can usually be relied on to take the lead when the need arises.

How to identify confident candidates

Watch for these traits:

1. They usually take care of themselves, so watch for people who take the time to exercise, eat well and have hobbies.

2. They understand their own strengths and weaknesses and take responsibility for their mistakes and their lives.

3. People with high self-confidence are those who are quick to praise others – they may compliment their waitress on her pretty hair, or tell you that your smile is contagious. It takes confidence to compliment!

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Gary Pike MD, Right International Ltd

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