Athletes from all corners of the globe have converged in Paris to compete in 32 sports across 329 events for the 2024 Olympics. Each competitor has dedicated themselves entirely to optimising their performance for this moment to shine.
This dedication led us to ponder the concept of hiring like an Olympian – the characteristics that make these athletes tick, and how we can harness them in partnership, to create your own winning people /teams.
Just as individuals might decide in their pre-teen years to pursue a goal like becoming an Olympic swimmer, or like a physics teacher who decided to become a triathlon athlete at an Olympic level. Beth Potter being a prime example, having recently won Bronze and recently saying,“Don’t let anyone tell you, you’re too old."
These qualities can be translated into high-performance hiring for building your own championship teams.
Those who are likely to perform well in the Olympics will already have a track record of performing well. It’s incredibly rare for an unheralded athlete to win a gold medal without having already performed well in recent championships, even if they are saving themselves to peak at the Olympics.
TOP TIP Be on the lookout for candidates who have done well in their specialism, have regularly been promoted or given additional responsibility. Don’t disregard performance in previous roles and be wary about candidates who have only achieved promotion by changing organisation.
This is great in theory, but hard in practice - which is why we go above and beyond to ensure that every candidate undergoes a rigorous screening and validation process. We meticulously examine their full work history, delve into their past achievements, and thoroughly evaluate their career trajectory to get a comprehensive understanding of their capabilities and potential. By taking the time to work closely with each candidate, we are able to determine the perfect role that aligns with their unique skills, experiences, and aspirations. Our personalised approach not only sets the foundation for a successful recruitment process but also ensures that we match high-performing individuals with roles where they can truly excel and make a meaningful impact.
High-performing people build universal habits and approaches that are used in all aspects of their lives. It is very unusual for someone who displays high levels of commitment and exacting standards in their professional lives, to be able to switch it off in their private lives.
TOP TIP When interviewing, try switching the focus away from work, and look for examples of behaviour and performance in social situations or in their hobbies. This will help you to discover the real person you are interviewing beyond the image they have prepared to project.
We work closely with our clients to conduct practice interviews, focusing on identifying key areas to probe for the specific role being filled. Additionally, we can offer the option of psychometric testing for candidates, tailored to the requirements of the role at hand. This comprehensive approach allows us to gain deeper insights into the candidates' capabilities, strengths, and potential fit within the organisation, ensuring a more precise and successful recruitment process. By incorporating practice interviews and psychometric testing, we aim to provide our clients with a well-rounded evaluation of candidates, ultimately leading to the selection of high-performing individuals who are best suited for the role.
The highest performers are always looking for an edge, whether it is their training and preparation or in the way that they perform their event. Think of Dick Fosbury in the 1968 Summer Olympics, who turned high-jumping upside down being the pioneer of the ‘Fosbury Flop’ a technique where he curved his body over the bar and landed on his back, winning an Olympic Gold Medal and breaking the World Record.
TOP TIP Take a close look at the projects a candidate has been involved in and the role they have played in them. Ask them when they have instigated a new practice or process within previous roles and check-out the software skills they have.
Our proven, tailored interview techniques ensure that we uncover candidates who have been proactive innovators in previous roles. By delving deep into their past experiences, we aim to identify individuals who have not only excelled in their respective positions but have also demonstrated a strong drive for innovation and improvement. Through targeted questions and detailed discussions, we seek out those candidates who have initiated new practices, processes, or projects, showcasing their ability to think outside the box and drive positive change within their roles. This focus on identifying proactive innovators allows us to connect our clients with high-performing individuals who bring a fresh perspective and a proactive approach to their work, ultimately enhancing the success of their teams and organizations.
Serial winners focus only on what they can control and disregard what they can’t. They prepare for unseen circumstances, and if they lose, they don’t make excuses.
TOP TIP When a candidate talks about external factors that have affected their projects or their career, be ready to ask follow-up questions about how they prepared to mitigate them and what they would do differently next time. High performers will stand out by rising to the challenge.
Our recruiters are trained to go beyond surface-level responses and probe further when candidates express concerns about external factors impacting their projects or career. By delving deeper into how candidates have prepared to mitigate these challenges and what they have learned from such experiences, we can gain a deeper understanding of their problem-solving skills, adaptability, and resilience. High performers stand out by demonstrating their ability to rise to the occasion and overcome obstacles, showcasing their proactive approach and determination in the face of adversity. This level of insight allows us to identify candidates who possess the mindset and capabilities to thrive in dynamic and challenging environments, ultimately contributing to the success of their teams and membership organisations.
Many athletes successfully cross disciplines, as they have the ability to train at high levels, the right attitude and mental fortitude. Be on the lookout for core innate capabilities, rather than specific knowledge that can easily be taught.
In the Membership sector, someone with exceptional people management skills or who has managed a team to exceptional performance in a specific situation could well be fast-tracked to a more challenging role outside of their immediate area of expertise.
Similarly, tapping into grassroots potential through avenues like apprenticeships, workshops, open forums, university recruitment events, and higher-education achievement fairs can be excellent ways to uncover fresh and promising talent - potential future "Olympians" in their field!
TOP TIP Keep in contact with all your high performing junior staff, and provide them with challenges to see how they react and adapt. Those that flourish could be ideal for a change of direction.
Utilising our extensive 13+ years of experience within the membership sector, we have created enduring connections with a diverse range of candidates, spanning from recent graduates to school leavers and seasoned professionals This allows us to pinpoint individuals with untapped potential as well as those with fresh opportunities for growth and development.
High performers can sometimes be disruptive to a team, which is why all-star teams often underperform. If you are planning to recruit a high performer to a role, it is important to prepare.
TOP TIP #1 Consider how the role will interact with the rest of the team by spending time to clearly define the interactions the role will have, predict potential conflict and eliminate grey areas in your planning. You will need to be clear to the candidates on the boundaries of the role, so that there are no early misunderstandings, and they are bought-in to the way you want the role to work.
TOP TIP #2 Take the chance before you finalise the job description to bring all the stakeholders together and get buy-in for your plans on how the role will work within the organisation.
For our long-term clients, our deep understanding of their teams allows us to provide valuable insights and advice right from the beginning of the recruitment process. By knowing the dynamics, strengths, and potential concerns of the existing team members, we can offer guidance on how the new role can fit seamlessly within the organisation. This proactive approach ensures that any potential conflicts or challenges are addressed upfront, setting the stage for a smooth integration of the new team member. Our personalised recommendations cater to the specific needs and goals of our clients, ultimately leading to successful placements that enhance team dynamics and drive overall performance.
Athletics was traditionally an amateur sport and yet athletes make huge personal commitments to training to win medals. Understanding what motivates a candidate beyond salary will enable you to build a package that supports retention, optimises motivation and efficiently utilises your budget for the role.
TOP TIP Many senior high performers value flexibility, seniority or benefits such as medical insurance over salary. Ensure that the there is a discussion about rewards when offering the role. It can be a subject that many choose to avoid, to their cost.
We provide a Salary Guide and Tailored Salary Benchmarking and can advise on the appropriate levels of salaries and rewards to offer to all roles within the membership sector.
It’s always interesting to find out why an athlete chose their particular discipline. Many athletes have the ability and aptitude to star in a variety of sports, but they choose the one that works best for them and that they feel the most comfortable training for, day-in and day-out.
TOP TIP #1 Be quick off the blocks. High calibre candidates will have plenty of offers, so be quick to make an offer, as soon as you are sure that you have the right person. Remember, the recruitment process is a means to an end, it’s OK to be pragmatic and be ready to end the process when you have the right candidate.
We work for you as a brand advocate when interviewing and we often see that that the organisations who are best at promoting their culture are the ones that are chosen by high-performing candidates.