Hiring top talent does not just happen miraculously. It requires a diligent effort to first define job performance expectations and then to source candidates based on this criteria.
The following 4 steps will increase the odds that you will be successful in hiring above-average performers:
1) Identify what characterizes a high performer. Is it quantity of output, amount of time spent, number of defects created, or is it the amount of revenue their group has generated? Identify the benchmarks that will you measure top performance.
2) Once you have agreed on the quantitative measures, identify current employees who are top quarter performers. Spend time with them and develop profiles for each of the high-performers. Try to find out two things: what one or two characteristics distinguish them from poorer performers and what, if anything, do they have in common with each other.
3) Find out where these high performers are located. This is necessary so that you can target your sourcing and advertising toward them. One of the most useful ways to collect information is to ask incoming new hires for referrals and for general information.
4) Find out what will entice these potential high performers to your organization. Through discussions with the high performers you currently have, it should be possible to put together attractive recruiting messages. By focusing on what attracts high-performers, you will also discourage those who are not so good.