In today’s hyper-competitive business environment, the impact of a high-performing employee cannot be overstated. Research from the World Economic Forum reveals that high performers are a staggering 400% more productive than the average employee, yet they account for just 20% of the workplace. Finding and retaining these individuals is not easy, but the process starts with a strategic and thoughtful approach.

The Foundation of High-Performance Hiring

Starting with a targeted Job Advert

Attracting the right candidates for your business begins with a well-crafted job and person specification. Break away from outdated or Google templates. Instead, start fresh and outline the specific duties and expectations of the role and define what high performance looks like within your organisation. Let the job advert reflect not just the position but the personality of the company itself, showcasing the culture and incentives for high performers tied to their individual output, rather than team-wide bonuses. This will attract candidates driven to excel, as they gain a clear sense of how their contributions will be rewarded.

Creating a Two-Way Interview Process

A job interview is an opportunity to engage candidates by spotlighting the strengths of your business. Prepare your team to make the company’s “elevator pitch” compelling, don’t just assume your people will be able to deliver this on demand. This isn’t a one-way meeting – engage the candidate on what drives them, the environments they thrive in, and, where relevant, reflect on how the company embodies these qualities. Involving current high performers to participate in interviews can add authenticity, as they can share their experiences while showing them around the building.

Moving Quickly and Effectively During the Offer Stage

Once the right candidate has been identified, act fast. Don’t try and penny pinch. Top performers are often in high demand, so any delays in extending an offer can lead to lost opportunities. Make sure whoever is delivering the verbal offer (recruitment firm or internal employee) provides detailed feedback from the interview process, reiterating the candidates fit with the role. Candidates are more likely to feel valued when they see the company is proactive in finalising the details, so get your offer letter out quickly and push for a start date, don’t let the fish off the hook.

An overlooked step in the hiring process is the period between the offer and the start date. Keep the candidate engaged. Plan some check in calls, ask for input on team matters, or even ask what kit they prefer to work on, or any other tools they might require on day one. Make them feel connected to the team early on and build anticipation for their new role.

Eliminate administrative delays. Having the team poised and ready for action is key.  High performers often value efficiency and responsiveness, so to avoid bottlenecks, coordinate closely with finance, HR, and IT to ensure all approvals and equipment are ready ahead of time.

Never stop recruiting

And finally, companies should always be on the lookout for exceptional talent. Networking events, trade shows, and speculative CVs from trusted recruitment partners can introduce promising individuals who may be a strong fit in the future. Encouraging current high performers to refer candidates form their own networks, and offering referral incentives, can also help build a continuous pipeline of high-quality talent.

As Greenfield IT celebrates 15 years of helping businesses find top talent in the IT and digital marketing space, they continue to provide expert guidance to employers looking to strengthen their workforce.

For tailored recruitment support, contact Vicky Heard at  This email address is being protected from spambots. You need JavaScript enabled to view it.

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