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High Performer Profiling

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Our Mission

We help businesses to understand what good looks like within the organisation so they can create talent acquisition and retention strategies which deliver growth. We work in close collaboration with you, providing insights and recommendations which contributes to your organisations performance.

High Performer Profiling has the direct impact of improving succession planning, internal talent pools and employee engagement. In knowing more about the individuals who thrive in your organisation, their behaviours and what drives them to succeed you will be able to identify future internal talent and assess external talent more effectively.

Data-Driven Talent Insight

We blend talent strategy experience with data analytics to provide the platform for organisations to grow.  Business Leaders and HR are empowered to create people strategies which focus upon acquiring and retaining excellence. 

We use a range of metrics and frameworks to measure behaviours and personality.   We combine this data with insight into career background, demographics and needs & wants of your high achievers to create talent profiles.

We will show you; which roles your future high achievers are likely to be currently fulfilling, what would attract them to and keep them within your organisation, what they are motivated by and what high achievers want from their career.

Our High Performer Profiling solution will transform the way your business understands talent.

Your Challenges

Data-Driven Talent Insight

This section details the methodology we apply to provide the platform for organisations to move forward.  Business Leaders and HR are empowered to incorporate findings into the People Strategy; scientifically developing screening processes, attraction strategies, development programmes and really, understand talent.

Understanding Candidate Motivations

We use a range of metrics and frameworks to measure behaviours and personality.   We combine this data with insight into career background, demographics and needs & wants of your high achievers to create talent profiles. We will evidence to you; what roles your future high achievers are likely to be currently fulfilling, what would attract them to your organisation, what they are motivated by and what high achievers want from their career.

Our Solutions

To ensure that organisations are able to attract and retain talent who are likely to thrive, we want to understand more about your high achievers.  We will conduct an independent analysis of the existing workforce to determine fact-based person pre-requisites of those who excel; this will provide insight which supports both recruitment and also the wider talent strategy.

Using your measures of success to provide comparison between High and Low Achievers, we will evidence to you what traits and career history are displayed in the talent that succeeds in your organisation, what they want from their career, how they are motivated and why they might leave.

1.

Engagement with internal workforce to discover behavioural, motivator and career traits.

  • Questionnaire issued to All
  • Psychometric Profiling issued to selection of high and low achievers

2.

Analyse findings against Appraisal/ Performance data to discover trends and differences between High Achievers and Low Achievers

3.

Present findings and “ideal candidate” profile

What You Will Learn

  • How an individuals experience, skills and qualifications can help you to identify future talent
  • The Behavourial and Personality Traits of your high performers
  • Whether tenure with your organisation has an impact on talent
  • What motivates your high performers and what they want from their career

Insights Dashboard

We will present our findings via an interactive dashboard and static detailed report, in person. The interactive dashboard will be held within a client area of our site for ongoing access without additional charge.

The report will consist of two parts.  Firstly the responses to the questionnaire at entire population and split by Achiever level to highlight variances, and secondly the Psychometric profiling of the smaller population in relation to the “Big Five Model” – Openness, Conscientiousness, Extroversion, Agreeableness and Neuroticism. This will enable us to evidence the key elements from Career Background, Needs & Wants and Behavioural features.

How would analytical insight benefit your recruitment?

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