Selecting the right people for high performance organizations!

"Try not to become a person of success, but rather try to become a person of value."Albert Einstein

One of the most important values in business is to value people, because every organization and company is only the sum of their talented and skilled individuals.

From my experience of working with high performance organizations over the past 25 years, companies need to have the right person for the right job in order to achieve continuous organizational growth and success. Retaining them and continuously developing and motivating them is paramount for a company’s long term success.

This means that organizations need to understand that their most valuable assets are their employees, especially since more and more companies are becoming knowledge-intensive. Attracting and hiring high-achievers whose abilities and behavior match the job criteria is critical if companies are to be successful.

Retaining these employees decreases uncertainty and helps to cut costs. Nevertheless, the reality is that 40% of new hires fail within 18 months!  (Source:

How do you hire, retain and motivate THE PEOPLE BEST SUITED FOR YOUR COMPANY?

Master International has helped successful companies to select and retain the best candidates for the right jobs by identifying and developing potential.  We begin by first identifying crucial behavior traits and abilities for success in any given job. Being able to do so requires a thorough knowledge of what you are looking for -  if you don’t know what you are looking for, you won’t know when you have found it!

You need to be able to clearly establish success criteria for each position in the form of key personality traits and abilities such as logical and analytical reasoning and motivation. (Criteria can be established using personality and cognitive tests like MPA and ACE from Master)

One way of doing this is to use BIG DATA. The reality however, is that many companies do not have the time, the resources, the expertise or the data available, or perhaps these processes are not yet part of their daily business activities. This notion is clearly backed up by research carried out by Bersin/Deloite, which revealed that only 4% of companies have achieved the capability to perform “predictive analytics” about their workforce. (Understanding the drivers of performance and retention, using statistics to decide who to hire, analyzing how pay correlates to performance, etc.)  In fact, only 14% have done any significant “statistical analysis” of employee data at all.

A successful alternative: Smart Data

Smart data is a more pragmatic approach allowing for a smarter use of existing HR data, by eliminating silos of information, which companies have created through the use of independent recruitment and development departments within their human resource (HR) systems or through outsourcing of testing and recruitment.

Modern HR Assessment Platforms (like Metis from Master), enable companies to use existing HR data intelligently and in a SMART way. It combines all test and assessment data on one platform, from screening (for example using Bright) to selection and development (using Master Person Analysis or ACE), to collecting of relevant data and finally connecting the silos of information through integration and analysis.

Data from your best performers can then be used to create a predictive success profile (Criteria) with the needed, proven characteristics for each job role. This data can be used in a SMART way to help in the selection of future employees or candidates for talent development.

Knowing what you’re looking for will help you to match and identify the right candidate for the right job. Matching employee potential and job complexity will help you conduct quality interviews with relevant potential employees, thus saving time and money.

For example, a financial services organization analyzed high performers in its sales organization and then used those factors (called "dimensions") to screen candidates, raising first-year sales performance by more than 20 percent. (Bersin/Deloite)

These insights enable better and smarter HR decision making, increase profitability, reduce uncertainty and improve HR processes, creating better performing companies, based on selection of people best suited for the job, who will stay motivated and engaged.

Norbert Mörtl

Value People - helping people and organizations to grow and perform

"Try not to become a person of success, but rather try to become a person of value."

Albert Einstein -