What would your company look like if everyone who worked there performed like your top 25%?
Would productivity go up? Or profits? Of course they would because the top 25% of your workforce is more than twice as productive as your average performers and four times as productive as your poor performers.
Why then do companies hire average or poor performers? The simple reason is because they are unable to distinguish them from the best performers during the hiring process.
Traditional hiring processes routinely fail to single out the best potential candidates. This is in large measure because too much consideration is given to seemingly important criteria such as experience, education, or “chemistry”. As it turns out, these factors are not predictive of superior future performance. You can prove this for yourself. Compare your best performers to your average performers. Are the best performers the most experienced? Did they get the best grades in school? Are they the most friendly? Our research shows that you will likely answer “no” to each of those questions.
SRG has conducted numerous studies with Fortune 500 companies to discover the real difference between exceptional performers and their average counterparts. It is never their experience or background that makes them the best.
Top performers have unique combinations of talents that help them interact with others in a way that leads to success.
The 5 most critical areas when it comes to achieving goals and working with others are:
Internal initiative | Drive
Work orientation | Structure
Cognitive expression | Thinking styles
Emotional credibility | Relationships
Active persuasion | Gains commitments
The exact nature of the talent differences in top performers are role specific. In other words, a great software salesperson will have a unique set of talent combinations as compared to those of a great pharmaceutical salesperson. And, a great manager’s talent combinations may be quite different than those of a great salesperson.
SRG predictive hiring begins with pinpointing the differences and unique talents of your top performers compared to your bottom performers. This data is then used to create interviews that will detect these same differences and talents in your applicants during the selection process. Over time, this method has proven itself to be the most accurate way to choose people with the potential to excel. This is because the selection profile is based on your own most successful people. For each role, the model will be different. This is one reason why generic profiling rarely produces successful results— it is not targeted to your role requirements.
In most cases, SRG delivers two distinct interviews. A brief online interview is created to sort through all applicants and identify those with the highest potential. This initial process allows you to focus your time and money on applicants with the most potential. For the final selection, SRG creates an in-depth interview to help identify the very best of your remaining applicants.
So how do you transform your organization from good to great?
The simple and sure way to get there is this: Every time you hire a new employee, hire people who have the same talents as your best performers.