High achiever: A well-known expression used among human resources experts seeking employees with only the best potential. Seven ways of recognizing that prospect during an interview.
Instead of taking one college refresher course, they’ll take two. Instead of volunteering in an organization, they’ll become its director. When they are asked to do 40 hours, they do 50. Their performance jumps out in a sea of employees. The cream of the crop, they are 25% more likely to meet requirements.
Nevertheless, it is not always easy to get your hands on that rare gem of an employee. Resumes are not everything. Being a high achiever is not necessarily related to school performance, intelligence, ability to communicate, personality or even the famous “first impression.” The only way of knowing if someone is a high achiever is by finding out how the candidate behaved in their former job. Here are seven ways of recognizing them during an interview.
1. When changing jobs, they are following their long-term career plan.
Ask them how they found their previous job and why they left. The high achiever makes wise long-term forecasting choices and will not disrupt their career goals. These are also very motivated people who will do the job for which they are paid. By choosing to change jobs, they make a crucial decision. The recruiter must ensure that this decision was taken for the right reasons.
2. They are everywhere.
The high achiever is not content doing only what is asked of them. They seek projects that go beyond their scope of expertise. They are knowledgeable about many aspects of the company for which they work. Since these performing individuals always give a little more than others, they are THE person others turn to when they have a question or need a mentor. They themselves have generally been mentees.
3. They have many accomplishments to their name.
They will be given awards even outside of their departments. Whether it is company recognition, an opportunity for development, an invitation to speak at a conference or being assigned to special training, awards and recognitions speak volumes about the high achiever’s desire to outdo himself.
4. They are part of quality multidisciplinary teams.
Only the best people can work in teams on the most critical projects. Ask them about the importance of the team for which they worked in, how it has grown over time and its long-term effects for the company. A high achiever is not only able to work in teams, but works in harmony with a large groups of people, regardless of abilities, and usually has a positive leading role among the troops.
5. Promotions are always right around the corner.
High achievers are promoted at faster rates than the average employee because of their performance levels. Look for an increase in the number of responsibilities over time. The high-performing individual is personally engaged because they want and believe they can constantly improve.
6. They do not dream. They act.
Their goals are not for the future. They perform with objectives in mind and probably have already accomplished a few. Instead of asking your candidate what their personal goals are, ask what great accomplishments they have already achieved. Then, ask how they will go about meeting their next target. This is a recurring feature in high achievers: they cannot find an excuse for not meeting their objectives. They act, that's all.
7. Throw more challenges at them.
No matter the profession, difficult tasks are usually assigned to company seniors, unless you are dealing with a high achiever. If you entrust senior-level tasks to someone in their first year, there’s a good chance that person is a high achiever. Ask them about their most difficult responsibilities and tasks performed within their first year of employment. The answer will enlighten you.