Can You Clone A Top Performer?

"I wish we had four more just like her."

I recall hearing the department head say this about the development team's latest hire, a systems analyst named Lisa. She had been with the company for about six months and had already made a huge impact. Projects gained a new momentum and the SysDev team adopted a renewed sense of enthusiasm and energy.

Lisa was a top performer and she was perfect for the role. Not only did the boss want four more like her, the rest of us wished we were more like her, too.

What made Lisa so special? Her qualifications were on par with the rest of the team, with similar education and experience. Her resume indicated competence and the hiring committee felt reasonably confident she had a good chance of success in her role.

Lisa exceeded all expectations and her stellar contribution to the team became apparent almost immediately after she started. She had an innate quality that made it appear as if she was born for that role.

This was back in 1989, and at that time it wasn't something we could quantify because we didn't use psychometric assessments in hiring or performance reviews. With what I know today, however, I can look back and understand with surprising clarity why Lisa was such an obvious top performer.

Quantifying Top Performers

Today, things are different in two key areas. We no longer use mainframe computers the size of refrigerators with spinning tape drives to store and process data, and highly accurate psychometric assessments like the Core Values Index are now available to quantify and measure top performance.

Today, identifying what made Lisa so special and hiring four more just like her is not only within the realm of possibility, it is happening every day. Smart organizations are leveraging the power of eRep's Core Values Index (CVI) psychometric assessment and Top Performer Profiles™ to guide their hiring process.

The Top Performer Profile, or TPP, is a system that measures and quantifies the qualities that define a top performer. With this data, information and insight, the organization can compare and rank candidate CVI scores to the TPP with mathematical precision.

In a sense, the TPP and CVI gives you the ability to clone your top performer.

Why does this matter?

A disengaged employee, likely someone who isn't hardwired for the role, can cost your company up to three times their annual salary in lost productivity. Turn-over of disengaged employees is also high, resulting in further fiscal loss.

Conversely, engaged employees like Lisa, who have the innate, unchanging nature that is specific and appropriate for the role, can be up to 200% more productive than their peers.

The math is simple: put the right people into the right seats and the benefits manifest themselves almost immediately.

If you want to learn more about how the Top Performer Profile and CVI work together to hire top performers, contact eRep today. The process is highly accurate and it is revolutionizing the hiring process.

Find your top performer today!