Clifton and Nelson (1992) suggested that if the company focused primarily on each person's strengths and employed them in a job that capitalizes on their strengths, more people, and companies would be successful and efficient. If a company wants to stick to this model, it needs to hire the right people; individuals with strengths appropriate to the job for which they are hired. Clifton & Nelson (1992) agree that our unique talents are significant to success. Each person brings unique talents and skills such as creativity, organization or networking. Since many jobs today require a combination of human resource skills, work experience, and technical expertise, employees should be matched with jobs where strengths can shine and be strengthened (Sullivan, 2012). However, success in hiring a qualified candidate is irrelevant if you lack a qualified manager or leader who understands the importance of leveraging strengths. Managers and leaders are responsible not only for leading others, but should also possess the ability to identify and enrich the skills and talents of their employees. Clifton and Nelson (1992) are correct in observing that companies and individuals often focus on their weaknesses rather than their strengths. The purpose of the employee selection process is to find the person whose strengths best match those required for an open position. A manager or leader's ability to identify employee strengths is more beneficial than focusing on employee weaknesses. The Flaws of Focusing on Weaknesses The benefits of focusing on talents are enormous compared to the current focus on flaws. “The study of failure can provide misleading clues about what to emphasize in improvisation...... half of article......2), 106-128. Retrieved from: http://search.proquest.com/docview/1082019280?accountid=12085The Holy Bible, English Standard VersionRuddick, F. (2011). Address problems by focusing on solutions. Mental Health Practice.14(8). 28-30. Retrieved from: http://search.proquest.com/docview/868055885?accountid=12085Satterlee, A. (2013). Organizational management and leadership: A Christian perspective (2nd ed.). Raliegh, North Carolina: Synergistics International Inc. Sullivan, D. W. (2012). Manufacturing Hiring Trends: Employers Seeking More Diverse Skills. International Journal of Management and Information Systems, 16(3), 247-254. Retrieved from: http://search.proquest.com/docview/1418458440?accountid=12085.Zenger, J., & Folkman, J. (2013). Develop strengths. Leadership Excellence, 30(1),12. Retrieved from: http://search.proquest.com/docview/1270895320?accountid=12085