Insights

Don’t choose top talent for every role – only for the right ones

Many organizations focus their talent management efforts solely on finding and developing so-called “A-players”: top performers with high potential. Logical, you might think, but that’s only half the story. According to Huselid, Beatty and Becker (2005), it’s not about who you hire, but where you deploy them.

From A-players to A-positions

Companies can’t afford to place A-players in every role. That’s why the authors argue for a strategic division into three types of positions.

A-positions

Are roles of crucial strategic importance with wide performance variation. Here, the contribution of A-players pays off disproportionately. For example: at Nordstrom, improving frontline sales experience directly boosts revenue, since their strategy is built on personal service.

B-positions

Are supporting functions that retain value but offer less potential for strategic breakthroughs. Think of pilots at an airline: indispensable, but additional investment brings little competitive advantage.

C-positions

Are roles with little or no strategic impact, often repetitive or standardized. Consider outsourcing or eliminating them.

A portfolio approach to workforce strategy

In short: an effective workforce strategy distinguishes between functions and allocates energy and resources based on their strategic value. By placing A-players in A-positions, B-players in B-functions, and being critical about C-tasks, you maximize impact and minimize waste.

How does this translate into executive search?

The first step is a thorough job analysis: identifying key positions that truly make a strategic difference. Next, tailor the recruitment process to the specific impact and performance requirements of that role. That also means making targeted investments: intensive guidance, development and rewards where it matters most, not equally across the board. Finally, periodic evaluations help to spot when an A-position has matured or when a B-role gains strategic importance, so talent allocation can be proactively adjusted.

Interested in exploring how to apply this strategy within your organization?

Get in touch, we’d be happy to think along with you.

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