High performers are like the superheroes of the professional world. Their extraordinary abilities, laser-like focus, and relentless drive make them a coveted asset for any organization. However, attracting and securing such talent can be as challenging as catching a superhero in flight. So how do you identify these high performers and, more importantly, how do you ensure they say 'yes' to your job offer? Let's explore.
Understanding High Performer Traits
High performers are not defined by a single characteristic but rather a blend of traits that contribute to their exceptional productivity and success.
Goal-Oriented: High performers are defined by their constant striving towards goals. They set ambitious targets and work diligently to meet them.
Resilient: They display a remarkable ability to bounce back from setbacks, learning from their experiences and using them to fuel their future success.
Problem Solvers: High performers love a good challenge. They excel at problem-solving, demonstrating innovative thinking and a knack for finding solutions where others see only obstacles.
Self-motivated: These individuals don't wait for external motivation; they are driven by an intrinsic desire to excel, making them proactive and self-directed in their work.
Strong Communication Skills: High performers understand the power of effective communication. They express their thoughts and ideas clearly, and they listen attentively to others.
The Interview: How to Make Them Say 'Yes'
Now that we know what a high performer looks like, how do we make sure they accept our job offer? The key is to align with their motivations and aspirations during the interview process.
Present a Challenge: As we've established, high performers love solving problems. During the interview, discuss the challenges they would face in the role and how they could apply their skills to address them.
Discuss Growth Opportunities: High performers are innately driven to progress. Share your company's growth plans and discuss how they can play a key role in that journey. Discuss potential career progression paths and learning opportunities that will keep them engaged and growing.
Acknowledge Their Value: Make it clear that you recognize their potential and the unique value they can bring to your organization. This recognition is a significant motivator and will make them feel valued and respected.
Paint a Picture of Impact: High performers want their work to matter. Discuss how their role will contribute to the company's goals and the difference they can make.
Offer Autonomy: High performers appreciate the freedom to approach tasks in their way. Show them that your organization values autonomy and encourages employees to bring their unique perspective to their work.
The prospect of attracting a high performer might seem daunting, but remember, they are looking for a role where they can unleash their potential and make a difference. If you can show them that your organisation provides such an opportunity, you will increase the chances of hearing that desired 'yes' to your job offer.
In conclusion
Securing a high performer for your organisation is a strategic process that requires understanding their motivations and presenting an offer that aligns with their goals and values. Remember, it's about building a mutually beneficial relationship. When high performers feel valued, challenged, and supported, they are more likely to join and contribute to your organisation's success.
