The Maximus Solution
1. Defining high performance:
The starting point for this benchmarking project was to define high performance with both objective and subjective data; including sales targets, sales activity, manager feedback, performance ratings, and focus groups. Based on this criteria, the sales team were divided into high, average, and low performers.
2. Measuring high performance:
Using the latest research, Maximus identified key factors which could impact on performance; including tenure, age, industry experience, cognitive ability, and personality. A set of psychometric assessments were utlised to measure these factors in a large sample group of current employees.
3. Analysing high performance:
Appropriate analysis was conducted to identify significant predictors of performance.
4. Integrating high performance:
Results were reviewed and used to evaluate and “fine tune” components of the selection process (including position descriptions, preferred tests, and interview questions).
