In every conversation with clients, one theme consistently arises: the pursuit of high performers. Business leaders know that exceptional talent can transform teams and drive organisations forward. Yet, the search often feels endless — like chasing an ever-elusive “perfect” partner.
The truth is, the challenge is rarely about availability. More often, it lies in clarity. Before beginning any recruitment process, it’s essential to pause and define what high performance truly looks like in the role you’re hiring for.
One effective approach is to start by outlining the opposite: what does poor or average performance look like? Creating contrast helps sharpen the image of what strong performance entails. From there, you can establish specific, measurable standards across all facets of the role.
A practical next step is to profile the top performers already excelling in the role—whether within your business or elsewhere in the industry. Ask yourself:
- What skills set them apart?
- What career experiences shaped their success?
- Which personality traits contribute to their effectiveness?
- What common denominators exist across these high performers?
This process not only clarifies what you’re looking for but also enables more targeted, efficient recruitment.
Too often, organisations move quickly to market without defining success upfront. The result is wasted time, mismatched hires, and missed opportunities. By contrast, businesses that clearly define “high performance” before searching for “high performers” consistently make better hiring decisions—and see stronger outcomes as a result.
