logo logo

High Performers – How do you pick them?

11 June 2021

By Justine Eden, Director, Eden Ritchie Recruitment 

 

In a perfect world we would all have a high performing team, made up of experts in their field who constantly exceed expectations, all get on, never have sickies and constantly innovate.  This synergistic team delivers outstanding bottom line returns to shareholders, drives change while maintaining the status quo and are essentially self managing, allowing you, the manager to work strategically to drive the business forward.

 

But this is not a perfect world – as the COVID pandemic reminds us daily, and sometimes our “best people” resign.  And recruiting, as we have all experienced is not an exact science, it is challenging and fraught with danger.  How do you know whether you have recruited a corporate terrorist or a talented performer?

 

The fall out of a bad hire is well researched, the costs and the flow on effects run down to the bottom line, and across the corporate community more attention is being paid to it.  Read many of the business publications and the flavour is there, the link between strategic plans and the HR plan, the growing importance of the role of the HR manager and the value of intellectual capital.

 

Being able to select for performance is often seen as a luxury by busy managers faced with replacing technical experts in candidate short markets.  As a business owner and as a recruiter I have seen first hand the impact of this type of short term vision on candidate attraction, retention and overall company performance.  As a recruiter I initially specialised in accounting recruitment, a traditional, often risk adverse demographic, historically focused on matching a candidate’s technical ability to the job requirements.

 

Selecting for performance is an initiative that needs to be driven from the top.  Organisations are continually pushed to find new growth opportunities, improve the quality of products/services, enhance employee/customer satisfaction, reduce costs, increase productivity.  Combine this with a greater reliance on intellectual capital, customers increasing expectations and the rapid pace of change.

 

So – What is performance?  And how do you pick it?

How do you characterise a high performer?

 

High performance varies from occupation to occupation.  But common qualities include drive, energy, integrity and creativity.

 

Generally high performers have a can do attitude,

failure is unthinkable,

they don’t accept excuses,

like to outperform the competition,

want to be the best in the business,

are quality focused,

consistently get the job done,

proactively suggest improvements,

normally a self starter who energises others,

acts as a role model/mentor for others,

a problem solver

and need minimal supervision.

 

They are not always high profile or always the high earners, but they usually have a big impact on revenues or profits.   It is a given that a high performer is technically competent, but it is their ongoing focus on building their base of technical expertise and a thirst learning that sets them apart.

 

They have a passion for renewal, taking an active approach to acquiring new skills, often completely replacing old ones over a 5 year time frame.  Often because they have mastered their “art” they have more time for creativity, innovation and quality – this is what gives high performers a competitive advantage.

 

They embrace change and technology and are not thrown by ambiguity; high performers are adept at multi-tasking.  High performers often have an established and nurtured network and they value what peers think of their work. Organisations need to identify these high performers, continue to develop and challenge them and build into their recruitment strategies methods of identifying outstanding new talent.

 

To meet the team at Eden Ritchie, visit us at Eden Ritchie Recruitment





Facebook Comments

Related News

2022

11 January 2022
By Justine Eden, Director, Eden Ritchie Recruitment   The start of a new year normally brings renewal, hope and optimism, but we are not in “normal”times. Given current COVID situation and the uncertainty it can be difficult at times to feel optimistic and energised. Early in the calendar year is usually a good market to… View Article

The Job Market Is Hot – But Is It Really The Time To Start Ghosting Each Other

2 December 2021
By Kim Ritchie, Director, Eden Ritchie Recruitment   As is typical of the job market cycle we are in an upward trend, Australia is experiencing growth in most sectors of the market, but in Queensland we are seeing unprecedented demand for labour hire and contract workers.  By all accounts data predicts the contingent workforce will… View Article

Sell your transferable skills

10 November 2021
By Susanne Flaherty, Government Selection Panel Consultant, Eden Ritchie Recruitment    There are a number of free tools available online that discuss transferable skills and help you track and understand what skills you have now and help you discover where your skills might fit in other fields and organisations.   Surprisingly, I frequently see candidates… View Article