The best business students and recent graduates – those who fall into the category of high achievers – have realized their capabilities and exceeded them to be labeled the best of the best. They are also like to realize their demand. It is now up to employers to go above and beyond to engage and attract these high achievers and map out successful strategies with these ambitious leaders.
To help understand high achievers better, we can break these individuals down into the top three career profiles. The first is the Careerist; self-motivated and highly ambitious with the cemented outlook of becoming a leader of people. Employer training is high on the agenda and a particular importance is placed on professional advancement and growth within their role. Secondly we have the Internationalist. These individuals are very strategic, adaptable and always have one eye on the future. The international environment is extremely appealing to them and traveling is not an issue. To complete the top three we have the Hunter. Possessing a natural talent for sales, the Hunters are motivated by solution and thrive in business development positions.
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Even though we may associate those known as high achievers with consistently excelling or going the extra mile, their work/life balance is still the top priority when considering career goals and employer attributes. Job stability is no longer the biggest concern because high achievers want to concentrate on being challenged on a regular basis. The competitive and intellectual challenges enable these individuals to live up to their label. They value the opportunities to showcase adaptability and problem solving skills in order to produce superior achievements.
Recruiting intelligently is a major factor when high achievers enter the picture as it can be potentially intimidating. If the exceptional candidates bring their performances to your workforce, it reflects positively on you and others around you – so do not hesitate to make them a part of your environment.
In comparison to other students, the high achievers prioritize prestige as an important attribute. It seems they have set certain standards for the work environment – perhaps as a result of attending top-tier universities. It is not rare for company decision-makers to equate prestige with ability and therefore, catering for high achievers’ qualities should not be taken for granted. High achievers favored a variety of assignments whereas employers having respect for its people was a more popular choice for the other students. This is an interesting result as it tells us that ethical standards are potentially becoming a threshold rather than differentiating employer attribute in the eyes of the best performers.
Bringing top talent on board means adaptability from both candidate and employer. Gaining that elusive competitive edge is often the result of finding ways to meet the desires of the candidates and communicating them clearly. Communication is always a key element for creating a road-map for your workforce, and finding the balance that is so sought after by the high achiever requires a thorough process that will be easily integrated into your current communications. Sometimes, it means a program needs to be created which is part of the brand-building process. When high achievers are included, the programs your company provides will become a huge asset to the development and growth of valued team members. It can also lead to your company being viewed as unique which is yet another step towards setting yourselves apart from the competition.
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