Much has been said and shared online on the subject of how to hire and nurture the  elusive “HIPo” or “High Performer”. Depending on the study and author you read one “HiPo” can be worth up to 3 times the value of one mediocre performer.

It has been noted that some companies spend more time on a large office equipment purchase than they do on evaluating a new employee.

Please tell us that it's not you…

When you stop to think about it a high performing employee or a dismal employee have more net business effect than most of our computers or photocopiers. So why the disconnect?

Interviews (especially unstructured ones), resumes, reference checks, and educational background all fill in part of the picture, but let's face it- they are generally only going to present one side. The surface of the iceberg.

That’s why we make the following recommendations when hiring and retaining “HiPo”s are important to you:

1. 1.    Consider screening all applicants with a low-cost, automated work ethic and integrity measure to narrow the field and skim out who you really don’t want.
   
2. 2.    Invite candidates to take a more robust validated assessment that examines cognitive ability, workbased behavioral traits and motivational preferences including Job Fit.
   
3. 3.    Compare the results with the drivers of success for the position identified by a concurrent job study examining the success of existing high performers in the role.
4. 4.    Interview using structured interview questions based on the competencies required and data you have.
5. 5.    Involve the prospective new employee’s Line Manager in the process and examine their compatibility and fit based on your data.
6. 6.    Ensure that your expectations are communicated clearly and performance is measured regularly. Avoid subjective assessments of performance wherever possible. Apply this data to a “Talent Map” to understand who is capable and ready for further advancement.
7. 7.    Keep your HiPo “in the loop” with regard to future plans and potential career paths within your company.
8. 8.    Seek their input on what should be measured; you may be surprised at what you learn from this question.
9. 9.    Further refine your performance model with output data as it becomes available.
10. 10.    Identify what gaps are trainable and what you need “out of the box” on hire day.
11. 11.    At least annually, assess team dynamics and engagement level.
12. 12.    Ensure that Line Manager has access to the HR data needed to be an effective coach and mentor.

Does that sound complicated or “easy to say- hard to do”? Let us show you how to enable much of that list with a few mouse clicks. Imagine if we could reproduce your best performers. What effect would that have on your business? In a ten person work team replacing a straggling performer with a HiPo can increase overall productivity of that team by 20% to 30%+! One transfer or retirement could be all you need if you replace the slot with a HiPo.

Contact us today

   Tell us what you consider to be the difference between a mediocre and High Performer and we’ll show you how to effectively spot them.

We’d be pleased to examine your hiring, onboarding and engagement processes at the same time.

No obligation, no pestering and no risk.

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