As described in my previous post, there are 12 skills recruiters need to master in order to identify, attract, assess and recruit people who aren’t looking to change jobs. And the most challenging set of skills to develop are around identifying talent and potential.

Having done this for about 35 years and written about it for the past 20, I believe that there is a set of traits common to the most outstanding candidates. Most of these can be figured out as part of the fact-finding involved when asking a person to describe his or her major accomplishments as part of the Performance-based Interview I recommend.

Here they are:

1. They make things happen.

Being results-driven or motivated is not enough. Achieving the expected results is what’s important. To figure this one out, ask about the biggest project the person handled and how he/she achieved the objectives.

2. They volunteer for projects over their head.

During the interview, ask about the person’s three biggest accomplishments in the recent past. Then ask why he/she was assigned the roles. Look for people who stretch themselves or are assigned to stretch jobs.

3. They get recognized for superior work.

People get awards, bonuses, promotions and formal recognition for a job well done. Raise the caution flag if you don’t find much regardless of the person’s presentation skills.

4. They find jobs through their network.

Ask the person how they found his/her last job, and the few before that. The best people are frequently sought out by their former bosses and co-workers. If so, find out why.

5. They hire great people, many through their network.

If the person’s a manager, ask the person to rank the quality of each team member and ask how each new hire was found and hired. The best managers seek out the best people and give them opportunities to become better.

6. They have an upward sloping trend of performance.

Examine the size, scope, scale and complexity of the person’s major accomplishments over the past 5 to 10 years. The best people increase their impact and influence over time. If the person has plateaued, look for high quality work and exceptional passion for what they do.

7. They know how to solve job-related problems.

Forget the brainteasers. Get into a discussion about some realistic problem the person is likely to face on the job. The best people can put some type of logical plan together to find a solution, including how they’d figure out the answer to things they don’t know.

8. They overcome obstacles rather than make excuses.

As you dig into the person’s major accomplishments, ask how he/she overcame major problems. Look for a pattern of making things happen, taking personal responsibility and consistently achieving planned results. Avoid those who make excuses.

9. They posses multi-functional team skills.

Collaborating on major projects with influential people in other functions is a core attribute of those who get promoted. To figure this dimension out, ask about the biggest and most important teams the person has been assigned to, why the assigned to the project and his or her role. Then look for how the person influenced the team results and their ability to understand the challenge from the perspective of people in other functions.

10. They can zoom.

This is a catch-all trait I invented. It’s the ability to get granular to understand a problem, the ability to zoom out to see the strategic and multi-functional consequences and then zoom in to figure out the best tactical solution. The depth and breadth of the person’s zooming ability is a great indictor of the person’s current ability and upside potential.  You’ll need to conduct the full Performance-based Interview to figure out how well the person zooms.

I left out leadership from the list but I’ve discovered that if a person has most of the above attributes it’s because the person is a strong leader. Recruiters need to recognize true talent rather than just box check skills and experiences. The best people rarely have everything listed. As counter-intuitive as it may seem, this is actually what makes them the best people. And it’s why recognizing talent is one of the core traits of all top recruiters.