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 There are stars in every company. Understanding the unique differences between top, middle and low performers is essential in building targeted selection criteria and tools. You then have a roadmap to hire the right people, and focused development competencies that will improve individual performance.
People that thrive in one company do not always succeed in others. Measuring the differences between high and underperforming talent creates accurate tools that quickly identify the right talent for both the organization and the role. The outcome is a clear set of competencies and selection tools that improve hiring decisions and better predict who will perform in the role, and screen out those who are less likely to be successful.
- Talent – individual capabilities and talent
- Attitude – mindset, bias and values
- Skills – turning ability into action
- Behavior – how people will act
- Culture – the environment they will thrive in
- Identify top and bottom performers
- Conduct one-on-one interviews
- Profile Top/Middle/Low performers using assessments
- Identify discriminating factors
- Define selection and development competencies or integrate assessments tools into existing competencies
- Develop targeted selection tools (assessments, interview questions, etc.)
- Integrate selection tools into the existing hiring system
- Measure and monitor results to improve the benchmark over time and as the role evolves or changes
- Reduce turnover by increasing the accuracy and quality of hiring decisions
- Create a clear and accurate Ideal Candidate Profile so that recruiters and hiring managers know how to get "behind the mask" that candidates put on during the hiring process
- Improve client satisfaction and loyalty by hiring people who model the organizations key performers and fit the Ideal Candidate Profile
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