The Science of Employee Potential

Have you ever watched and listened to parents at a youth baseball game? They get very excited and say things like “you can strike this batter out” or “that’s the way to hit the ball.” Or “Catch it! Catch it!”.

When they are watching the young people play, a lot of the time they are commenting on a player’s talent like “what a great catch” or “she can really throw that ball hard”.

Most of the cheering is about the children’s skills or talents while, at the same time, many of the parents are thinking to themselves about their children’s potential. “You know Kelly can pitch as fast as Dot Richardson.” Or “Johnny swings the bat like Albert Pujols.”

Demonstrated skills in children often translate into “perceived” potential successful careers.

Rarely do we talk about an adult’s potential except in cases such as …

How often have you heard a manager, referring to another employee, say something like “He/she’s such a disappointment. When we made the offer, we felt like [they] had so much potential but we haven’t seen them put out the effort we thought we would. Just another hiring mistake, I guess. [They] never measured up to the potential we saw.”

That manager obviously thought they had a measure for that person’s potential in that job based on some selection rationale (used by that manager). I would say it is not as accurate as it could be.

Turnover is very costly, by the way.

But not all companies base their hiring decisions on assumptions such as a person’s past performance indicates their future success in a given job.

McDonalds’ recruiting strategy is branding themselves as “a great first job”.  They hire people because their business contains a low barrier to entry for talents (experience and proven skills).  Just about anybody can flip burgers and follow instructions for preparing french fries. McDonalds’ idea of potential is somebody who demonstrates they want the job (effort demonstrated in the hiring process) and then they teach them the skills they need to be successful.

This appears to be a great talent recruiting strategy in their industry but what’s retention look like?

Perhaps you are saying “yeah, anybody can learn how to flip burgers, make french fries and clean toilets but my industry requires a lot of talent, so we only hire people who have done this work before and have previously demonstrated they have the talent. We’re just having a heck of a time finding people with the previous experience we know it takes to be successful.”

Really?

What if we could show you a way to select candidates who naturally have the potential to be successful in your jobs (like your most successful incumbents) and the demonstrated capacity to learn the talents/skills they need to be successful?

At Your6™, we’ve created the science to successfully predict an adult person’s natural potential for success in over 140 jobs, many like the jobs you have in your company. But, if we don’t already have your specific jobs, we can tailor our science to your jobs to pinpoint your ideal candidates from a lineup, with as high as 99% potential for success.  Our science is specifically designed to statistically measure the fit of a candidate to the job, to the hiring manager and your company’s culture for performance and retention.

In fact, if McDonald’s wants to learn how to select those first-timers who will stay more than 6 months, we’ve got something to show them.

At Your6™, we’ve discovered how to calculate the alignment of a person’s talent and potential to your jobs. Find out more at www.your6usa.com or contact engage@your6usa.com