How to Hire A Super Performer with Staying Power


You’re usually shocked when it happens. You combed through dozens—maybe even hundreds—of candidates to hire the one person with the skills you’re looking for to help your business flourish. However, three months into the job, and you’ve already discovered the candidate you hired isn’t a good fit for the role, and you’re at a loss for why.

With your company’s success riding on every employment decision, how do you make sure you’re not just hiring someone who can perform, but who will for the long term?

As a provider of Recruitment Process Outsourcing (RPO) services, Newton Talent’s entire recruiting focus is to ensure that we not only source and recruit the best candidate, but also lower employee turnover. And part of that is utilizing tools and hiring practices that ensure every new hire has the potential to perform. One such tool is the Predictive Index’s Job Assessment. The Job Assessment gives you a road map for the various positions in the organization, providing insight into the behavioral drives and learning abilities your candidates should exhibit in order to predict on the job performance.

employee turnover2.pngThis personality-based, or behavioral, assessment has helped reduce the subjectivity involved when screening and interviewing candidates.  The insights gained into key personality traits intrinsically related to workplace performance for that particular role help us to make decisions that will ensure the candidate will be in it for the long term.


The behaviors behind success

Most position descriptions read like a “skills and experience wish list”—very few reflect the behaviors you expect the candidate to deliver on the work involved. This means that many hiring teams don’t adequately consider what must be present in their candidate’s personality (their core behaviors) in order to succeed in this role.

Behavioral patterns are unique. Your native drives, needs, and behaviors are like your superpowers. They help you excel in your career and contribute to the success of the organization that hired you.

Adding behavioral assessment to the hiring process helps us take into account the traits that will ultimately motivate that candidate to work toward your business objectives and allow them to thrive in your environment. They can also be part of the decision-making process for other key employment-related decisions, like who to develop or promote.

Want more? See how Newton Talent’s Intake Process helps identify Super Performers.


So how does Newton Talent use this insight?

What’s unique about working with Newton Talent—and what makes us so very different from working with a staffing firm—is that our team members don’t rely solely on interview techniques to help hiring managers choose the right candidates. Our process gives us a rich source of data from which to make an assessment of each candidate, and our recommendations on the best candidates for our hiring managers. 

We begin by working with the Hiring Manager to create an ideal behavioral target—not just a list of skills and background—that will allow us to better compare and select the best candidates for the role. We use Predictive Index’s Job Assessment to create a “road map” for the company and their recruiters to use for the key positions they will hire for throughout the year. Part of this process is to assess the behaviors of the company’s current “high performing” employees – the employees you’d love to clone—so everyone knows what behaviors, drives, and learning abilities make someone successful in their role in that particular working environment.

Not only does this help Newton Talent better predict which candidates will fit and perform better on the job, but are well suited to help your company reach its long-term goals. It also helps hiring managers to know how to manage and communicate with those candidates based on their behaviors, ensuring that top performer you worked so hard to find, performs well for the long term.


Our personalities at work

Is RPO right for my business?Knowing an individual’s unique traits and personality factors can help you reduce the risk of putting an otherwise stellar candidate in a role they aren’t suited for. For example, the individual you’re interviewing is a strong solo contributor, yet the position being hired for is one that requires the individual to contribute as part of a large team.  

It would be quite a mistake to put a top performer like this in a role where they may succumb to “group think” or unconsciously hold themselves back!   

Identifying and attracting the right talent in a talent-scarce marketplace is one of the toughest challenges organizations face today. Our combination of best-in-class techniques, technologies and data analysis help us identify candidates who not only fit your unique target profile, but are super performers and whose fit make them more likely to stay.

Written by Patty Silbert

President of Newton Talent since 2018, Patty Silbert has over 30 years of experience developing the innovative solutions that help HR professionals just like you meet their most pressing recruitment challenges and their companies achieve their talent acquisition goals. She is a regular writer and speaker on the subjects of recruitment strategy, employment branding, HR technology, and leadership.