Attendees of Indeed Interactive gathered this month to talk about a transformational workforce – what it means to strive to be one, and how you as a talent acquisition leader can build one.

This painting of a workforce portrait took place at the Hilton in Austin, Texas where leadership gathered to talk about how they were going to transform their organizations to continuously achieve repeatable hiring of top performers.

The big topic on everyone’s mind was data. Everyone seems to have it, and at Indeed Interactive, attendees dove into how to use it to optimize their hiring processes.

In order to do so successfully, they had to envision what they wanted the future of their organizations to look like:

  • What exactly is a high-performing employee?
  • How do you know when a candidate has potential?
  • What are the goals for the organization as a whole?
  • What are the skills that will be needed to achieve those goals?

We’ve collected some of our favorite insights from Indeed Interactive, and are taking a dive into the top three main areas covered – how to define a high potential employee, how to find them, and how to monitor the hiring landscape.

High potential employees aren’t necessarily static – they can be molded.

Speaker Paul D’Arcy, SVP of Marketing at Indeed, spoke to attendees about the golden egg in the room – the exceptional hire everyone is chasing.

Talent acquisition professionals are often told that the workforce only contains a few of these elusive gems, but that might not be the case. Looking beyond the standard recruiting avenues might help you reveal certain traits and behaviors of exceptional employees that you wouldn’t see otherwise.

Good news – you can apply this knowledge to your inbound recruiting efforts. Here’s what attendees had to say: