Profile success

Define success to identify the best talent for you

Many organisations hire and develop staff without a clear understanding of what differentiates high performers. Others base decisions off inaccurate assumptions about what makes a high performer successful. Without knowing the right criteria for success, the risk of a poor hire increases, resulting in limited employee engagement, rising turnover, or worse, lacklustre capability to execute your vision.

To be able to identify candidates most likely to succeed, you first have to be clear about what success actually means:

  • Where does our organisation need to go?
  • What skills and capabilities do we need to get there?
  • How does the organisation need to shift culturally to achieve our objectives?

Answering those questions is an important step to defining what each role needs to deliver for sustained success.

A blueprint for identifying your top performers

Once you know what organisational success looks like, you have the foundation to determine criteria at an individual level, which are otherwise known as success profiles.

Whether you use them in existing teams or for future hires, a success profile acts as a blueprint for high performers. The metrics used to create a success profile can include data such as skills and experiences, as well as performance metrics such as review scores or KPIs.

When it comes to your hiring, having a success profile provides data-driven insights into whether a prospective candidate is a good match, and alleviates some of the unconscious bias in the hiring decision.

noun_performance

Increase
performance

By hiring those that have the right qualities for success, you will see better performance in your critical roles
 

noun_turnover

Improve
retention

By selecting candidates who have the right motivational fit for success, you are more likely to retain high performers for longer
 

Gain faster return on development

Gain faster return
on development

By targeting training to high-performance factors you will see quicker returns on development initiatives
 

When partnering with you to create a success profile for your organisation, these are steps we take:


1
CONTEXTUAL MAPPING SESSION

An interview conducted with a senior leader of the critical role(s) job function utilising Hudson's contextual mapping process - a practical facilitated card sort activity which helps stakeholders articulate the current and future state of play of the organisation and the critical role(s).

2
BEHAVIOURAL FOCUS
GROUP
  • Focus group with 4-8 managers
  • Overview of the role responsibilities and KRA's
  • Interactive card sort exercise exploring what competencies high performers possess and how they achieve success in their role
  • Understanding of motivational drivers key to role success and what good culture fit looks like
3
VALIDATION SURVEY
  • Survey current employees in the critical role to validate the key factors identified that lead to success in the role
  • Benchmark current capability to understand potential strengths and gaps that exist in the workforce
  • Further refine success profile to ensure it hits the mark and resonates with employees
4
SUCCESS
PROFILE
  • Clear insights into what underpins success in your critical role(s) presented in a short report and infographic
  • Enable targeted selection of individuals into the organisation based on the factors that matter most to success
  • Enable targeted development on the areas which will help individuals be successful in the role

Jill (EVP - TM)

Oct 23, 2018, 15:34 PM
I love my team. I work with the most incredible, intelligent, passionate and hardworking people. It’s so motivating and makes me want to be a better consultant and psychologist!
By : Jill - Consultant, Sydney
Load more comments
comment-avatar

Define your blueprint for success

Build a blueprint for success for your high performers to follow.

Get in touch with our specialist team today and learn more about how success profiling can empower the people powering your organisation.