Modelling & Replicating Excellence

Modelling & Replicating Excellence

The Objective:

To attract and select staff most suited to pivotal roles based on the creation of a ‘Model of Excellence’ of the team’s Peak Performers who have been recognised as critical to the success of the organisation.

The Challenge:

Recruitment processes tend only to concentrate on three main areas of selection… competency; experience and rapport with the company’s interviewer(s). The resulting selection is therefore ‘hit or miss’ at best, and at worse, invariably leads to costly and emotionally painful mistakes and high staff turnover due to poor ‘fit for role’ and avoidable wastage in time, energy and expense. In other words… ‘square pegs in round holes.’ This is because up until now, the key missing ingredient has always been motivational fit.

The Solution:

Utilising software developed within the last ten years based on the latest research in cognitive science, it is now possible to not only select more appropriate candidates for specific roles, but to actually select only those people who are most likely to perform in the same way as the organisation’s top performers. This means that employers are finally able to replicate and select staff based on the unique motivational patterns of the ‘best of the best’ as their criteria for selection, rather than on competence only. This proprietary system of ‘decoding’ the Peak Performers as distinct from the rest, is known as ‘Model of Excellence’ and is ideal for replicable roles such as… sales executives; customer service staff; call centre staff; claims adjusters; auditors; travel consultants; draughts-people… to name just a few.

The Benefits of Selection and Recruitment based on the ‘Model of Excellence’:

  • Avoidance of costly mistakes based on a flawed selection process
  • Hiring only those staff who are most likely to perform as the Peak Performers do
  • Targeted recruitment advertising to attract more appropriate candidates
  • Selecting for success rather than managing for mediocrity
  • Earlier ‘culling’ of potential non-performers regardless of competency or previous experience
  • More effective induction and ‘on-boarding’ designed to suit each candidate’s needs
  • Greatly reduced incidence of ‘square pegs in round holes’
  • Greatly reduced staff turnover and early attrition from mismatching of candidates
  • Earlier prediction of performance and therefore better targeted mentoring and training
  • Better results due to an increasingly larger quantity of Peak Performers employed in the role

Methodology:

  • Targeted Quantitative Analysis of three Peak Performers based on objectively measured KPIs (to avoid subjective error) via the on-line iWAM test (Inventory of Work Attitudes & Motivations)
  • Contrastive Analysis of two non performers to establish criteria unique to peak performance only
  • Individual Qualitative Analysis of selected Peak Performers utilising LAB (Language and Behaviour) research to test and confirm final criteria
  • Creation of an on-line ‘Model of Excellence’ unique to the client organisation and its specific role for baseline recruitment criteria