Today, many employers consider more than just experience when it comes to hiring high-potential employees for your business. High-potential employees are usually recognized or discovered post-hire, but long-term successes can be achieved by seeking characteristics of a strong team member before they even get on the payroll.

Let’s discuss what an employer should look for during the interview process and how to develop an unstoppable team.

Analyze their hard skills

Long tenure in a specific role may reveal they are good at what they do. Should hiring managers or recruiters rule out an individual that is exceptional at one thing, but does not have the entire skillset for the open position? No. Proving a specialized skill is key for determining a high performer. Although, analyzing their experience in their skilled role is still necessary:

  • Did they take on any major projects?
  • Were they able to produce high-quality work by themselves?
  • Did they show interest in taking on leadership within their specialized group?
  • Were they able to work well in a team setting?

These qualities are versatile in any role. Do not reject a candidate that lacks skills that can be learned on the job.

What other desirable qualities do they bring to the table?

What skills are necessary to get the job done? Defining mandatory skills for a position versus skills to learn on the job are key in snatching up potential high-potential employees.

Today’s employers open to developing their staff get ahead in the corporate world because they focus on the potential. Although, onboarding high performers and developing them are separate challenges.

If an employer goes with a high potential performer, get ready to put in the work to develop them. When weighing the pros and cons of hiring a high potential candidate versus an experienced worker, having the necessary tools of developing skills must be in place for a high-potential hire to flourish and excel in the role over an experienced worker.

Successful employers obtain and retain high-performing talent because:

  • They promote structured programs to achieve milestones, and goals for their employees to strive for in their career path
  • Their culture revolves around mentorship within their organization
  • They show interest in developing skills outside of the skillset by providing engaged management, coaching and learning management systems
  • It is ingrained the team that everyone is essential

High performers may not be experienced

Why should an employer consider a high performer over an experienced one?

  • They bring a positive outlook to help create an enjoyable environment to work in
  • Since they’re already handling situations outside of the norm, they’re able to do this to any extent
  • They hold accountability for mistakes and improve on them
  • High performers have exceptional levels of emotional intelligence and show empathy when working in a group setting
  • They learn certain skills on the job and listen to feedback

How pepelwerk helps employers secure high-potential employees

Pepelwerk focuses on potential employees’ skill sets and reveals a candidate’s potential that may fit your needs. Does your organization have a coaching program? If not, let us help! We have professional coaches accessible to our pepelwerk Talent community. High performers are out there, and they’re ready to work.

Why not explore pepelwerk’s skill-matching recruitment and HR platform for Employers? Find out more about how it works and create a free Employer profile!

Learn about how pēpelwerk helps employers