Organizations and managers within organizations all talk about wanting high performers on their teams. They are the ones that can help bring the organization to higher levels and stand out from the competition. They are a competitive advantage. High performers are different from other employees. So, how do you identify them during the job interview process? Here are a few traits to look out for to determine potential.
Drive for Quality:
For a top performer, quality is more important than just completing a task. Look for people who have demonstrated that they always strive to make sure each customer is satisfied with the service or product. Someone who pays attention to the details and goes above and beyond, as opposed to just completing a task.
Personal Growth:
The best performers got to be that way by taking the time to learn and improve themselves and have a desire to continue doing so. Look for candidates who are actively educating themselves and staying up to date with what’s going on in their field and industry.
A desire for Input and Performance Improvement:
High performers are not only open to but encourage feedback for self-awareness and improvement. Although they are good at self-motivating and taking initiatives, they also want feedback to know how they are doing and for additional areas of improvement.
Good Communicators:
They usually have great listening and communication skills to understand what’s expected of them as well as communicating their ideas. A few traits that make someone a good communicator in the workplace are:
- Be relatable
- Good sense of humor
- Good listener
- Able to respond in a timely manner
- Take notes
Risk Takers:
They are not afraid to take smart risks in order to come up with new creative and innovative solutions. They also know that not every idea will succeed but understand it’s one of the best ways to learn and improve. They understand the risk tolerance of their managers and organization and are able to work within pre-defined scopes and communicated risk levels.
Each organization is unique. A great question for candidates to ask during the interview process is what makes someone a successful candidate in that organization. A great question for an interviewer to ask is what made the candidate successful in their previous roles. This will help both sides identify if they are a good fit for each other, and for an interviewer to get an idea of if a candidate is someone who can be a high performer if they are hired.
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