All posts
Hire for diversity, not performance
Author
Dave Winsborough
Created on
July 17, 2024

You've built a team of exceptional workers, who do a great job of delivering their outputs. You have nurtured this group carefully over a couple of years, using talent assessments to match employee profiles to that of high performers. Given this, the group is a lot the same — kind of quirky, introverted, naive, a bit obsessive and they love routine, but work quality is high and productivity good.

And then a pandemic hits.  

Suddenly this group’s routines, important rituals and processes are completely disrupted. Now they all want your attention individually, and they seem lost and unable to cope with the back-to-back Zoom calls, working from home and changed systems. Never mind quality, getting anything done seems impossible.

Organizational change drastically confounds the traditional ways we go about hiring and developing employee talent. Traditional ways of using talent assessments for hiring are overtly biased: they filter out some people because their characteristics don't fit a pre-defined high performer profile, and select people who are all similar. 

Psychologists have pushed this technique because it works well. But only if the job requirements remain constant and the world doesn't change. The need for diversity and variability in talent that can respond to change is often overlooked, and in its place, predictability and conformity are (well-intentionally) sought after. 

If it wasn’t already obvious, 2020 showed us that our teams and organizations need to have flexible, diverse and adaptive talent as all industries are not magically insulated from real world events.

Rather than cultivating employee talent that is tightly mapped against a “cookie-cutter” set of high-performance competencies, smart firms and leaders seek greater variability in their hires  — even if that costs a little bit of performance. Resilience, creativity, and adaptability beat high performing clones every single time there is a change or a disruption to 'normal'.

Human history is replete with examples of teams that went on to succeed and achieve ambitious goals, not because they all conformed to traditional notions of talent (i.e. experience, technical expertise and intelligence), but because they had a diverse set of complementary characteristics and understood how to work together, or what we call Cognitive Diversity.

 If you are looking to hire talent into your team, we ask you to consider the performance-diversity trade-off:

  • If you hire for traditional notions of performance, you will have a team that is well-positioned to work and execute goals in a specific and consistent way but struggle with agility and flexibility.
  • If you hire for diversity and plan to complement and close existing talent gaps, you’ll have a team that is adaptive, inclusive, creative and able to overcome any problem that comes its way. 

At Deeper Signals, we are pioneering new approaches that enable smart firms and managers to square the circle: identify the qualities of high performance and talent, but also warn of conformity and not enough cognitive diversity in the talent pool. These insights help leaders build teams that are fit for purpose and future ready.

Leadership is always about tradeoffs. Time to trade-in old approaches for new. 

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All posts
Hire for diversity, not performance
Author
Dave Winsborough
Created on
July 17, 2024

You've built a team of exceptional workers, who do a great job of delivering their outputs. You have nurtured this group carefully over a couple of years, using talent assessments to match employee profiles to that of high performers. Given this, the group is a lot the same — kind of quirky, introverted, naive, a bit obsessive and they love routine, but work quality is high and productivity good.

And then a pandemic hits.  

Suddenly this group’s routines, important rituals and processes are completely disrupted. Now they all want your attention individually, and they seem lost and unable to cope with the back-to-back Zoom calls, working from home and changed systems. Never mind quality, getting anything done seems impossible.

Organizational change drastically confounds the traditional ways we go about hiring and developing employee talent. Traditional ways of using talent assessments for hiring are overtly biased: they filter out some people because their characteristics don't fit a pre-defined high performer profile, and select people who are all similar. 

Psychologists have pushed this technique because it works well. But only if the job requirements remain constant and the world doesn't change. The need for diversity and variability in talent that can respond to change is often overlooked, and in its place, predictability and conformity are (well-intentionally) sought after. 

If it wasn’t already obvious, 2020 showed us that our teams and organizations need to have flexible, diverse and adaptive talent as all industries are not magically insulated from real world events.

Rather than cultivating employee talent that is tightly mapped against a “cookie-cutter” set of high-performance competencies, smart firms and leaders seek greater variability in their hires  — even if that costs a little bit of performance. Resilience, creativity, and adaptability beat high performing clones every single time there is a change or a disruption to 'normal'.

Human history is replete with examples of teams that went on to succeed and achieve ambitious goals, not because they all conformed to traditional notions of talent (i.e. experience, technical expertise and intelligence), but because they had a diverse set of complementary characteristics and understood how to work together, or what we call Cognitive Diversity.

 If you are looking to hire talent into your team, we ask you to consider the performance-diversity trade-off:

  • If you hire for traditional notions of performance, you will have a team that is well-positioned to work and execute goals in a specific and consistent way but struggle with agility and flexibility.
  • If you hire for diversity and plan to complement and close existing talent gaps, you’ll have a team that is adaptive, inclusive, creative and able to overcome any problem that comes its way. 

At Deeper Signals, we are pioneering new approaches that enable smart firms and managers to square the circle: identify the qualities of high performance and talent, but also warn of conformity and not enough cognitive diversity in the talent pool. These insights help leaders build teams that are fit for purpose and future ready.

Leadership is always about tradeoffs. Time to trade-in old approaches for new. 

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Learn how to leverage data-driven insights to visualize team diversity, identify high-potential employees, and eliminate bias in talent analytics for an optimized and inclusive workforce planning.
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The significance of employee soft skills cannot be overstated. Organizations increasingly prioritize employees with diverse soft skills set. Learn about how to assess them effectively in this guide.
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Discover strategies for promoting employee development to stay competitive and innovative. Learn how to create a culture of continuous learning and success by investing in your talent.
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All posts
Hire for diversity, not performance
Author
Dave Winsborough
Created on
July 17, 2024

You've built a team of exceptional workers, who do a great job of delivering their outputs. You have nurtured this group carefully over a couple of years, using talent assessments to match employee profiles to that of high performers. Given this, the group is a lot the same — kind of quirky, introverted, naive, a bit obsessive and they love routine, but work quality is high and productivity good.

And then a pandemic hits.  

Suddenly this group’s routines, important rituals and processes are completely disrupted. Now they all want your attention individually, and they seem lost and unable to cope with the back-to-back Zoom calls, working from home and changed systems. Never mind quality, getting anything done seems impossible.

Organizational change drastically confounds the traditional ways we go about hiring and developing employee talent. Traditional ways of using talent assessments for hiring are overtly biased: they filter out some people because their characteristics don't fit a pre-defined high performer profile, and select people who are all similar. 

Psychologists have pushed this technique because it works well. But only if the job requirements remain constant and the world doesn't change. The need for diversity and variability in talent that can respond to change is often overlooked, and in its place, predictability and conformity are (well-intentionally) sought after. 

If it wasn’t already obvious, 2020 showed us that our teams and organizations need to have flexible, diverse and adaptive talent as all industries are not magically insulated from real world events.

Rather than cultivating employee talent that is tightly mapped against a “cookie-cutter” set of high-performance competencies, smart firms and leaders seek greater variability in their hires  — even if that costs a little bit of performance. Resilience, creativity, and adaptability beat high performing clones every single time there is a change or a disruption to 'normal'.

Human history is replete with examples of teams that went on to succeed and achieve ambitious goals, not because they all conformed to traditional notions of talent (i.e. experience, technical expertise and intelligence), but because they had a diverse set of complementary characteristics and understood how to work together, or what we call Cognitive Diversity.

 If you are looking to hire talent into your team, we ask you to consider the performance-diversity trade-off:

  • If you hire for traditional notions of performance, you will have a team that is well-positioned to work and execute goals in a specific and consistent way but struggle with agility and flexibility.
  • If you hire for diversity and plan to complement and close existing talent gaps, you’ll have a team that is adaptive, inclusive, creative and able to overcome any problem that comes its way. 

At Deeper Signals, we are pioneering new approaches that enable smart firms and managers to square the circle: identify the qualities of high performance and talent, but also warn of conformity and not enough cognitive diversity in the talent pool. These insights help leaders build teams that are fit for purpose and future ready.

Leadership is always about tradeoffs. Time to trade-in old approaches for new. 

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Top 10 Benefits of Skills-Based Hiring for Modern Organizations
Discover how skills-based hiring can revolutionize your recruitment process and enhance organizational performance. Explore the top 10 benefits, including improved job performance, better retention rates, and increased diversity.
Read more
Guides & Tips
Talent Analytics Decoded: Optimizing Organizational Planning
Learn how to leverage data-driven insights to visualize team diversity, identify high-potential employees, and eliminate bias in talent analytics for an optimized and inclusive workforce planning.
Read more
Articles
Why Soft Skills Are Your Company’s Secret Weapon
Soft skills are crucial for thriving in today's competitive landscape, fostering a healthier and more efficient work environment. Learn how tools like the Core Drivers Diagnostic can help your organization develop these essential skills for long-term success.
Read more
Guides & Tips
Guide to Employee Soft Skills Assessments
The significance of employee soft skills cannot be overstated. Organizations increasingly prioritize employees with diverse soft skills set. Learn about how to assess them effectively in this guide.
Read more
Guides & Tips
The Ultimate Guide to Supporting Employee Growth
Discover strategies for promoting employee development to stay competitive and innovative. Learn how to create a culture of continuous learning and success by investing in your talent.
Read more
All posts
Hire for diversity, not performance
Author
Dave Winsborough
Created on
July 17, 2024

You've built a team of exceptional workers, who do a great job of delivering their outputs. You have nurtured this group carefully over a couple of years, using talent assessments to match employee profiles to that of high performers. Given this, the group is a lot the same — kind of quirky, introverted, naive, a bit obsessive and they love routine, but work quality is high and productivity good.

And then a pandemic hits.  

Suddenly this group’s routines, important rituals and processes are completely disrupted. Now they all want your attention individually, and they seem lost and unable to cope with the back-to-back Zoom calls, working from home and changed systems. Never mind quality, getting anything done seems impossible.

Organizational change drastically confounds the traditional ways we go about hiring and developing employee talent. Traditional ways of using talent assessments for hiring are overtly biased: they filter out some people because their characteristics don't fit a pre-defined high performer profile, and select people who are all similar. 

Psychologists have pushed this technique because it works well. But only if the job requirements remain constant and the world doesn't change. The need for diversity and variability in talent that can respond to change is often overlooked, and in its place, predictability and conformity are (well-intentionally) sought after. 

If it wasn’t already obvious, 2020 showed us that our teams and organizations need to have flexible, diverse and adaptive talent as all industries are not magically insulated from real world events.

Rather than cultivating employee talent that is tightly mapped against a “cookie-cutter” set of high-performance competencies, smart firms and leaders seek greater variability in their hires  — even if that costs a little bit of performance. Resilience, creativity, and adaptability beat high performing clones every single time there is a change or a disruption to 'normal'.

Human history is replete with examples of teams that went on to succeed and achieve ambitious goals, not because they all conformed to traditional notions of talent (i.e. experience, technical expertise and intelligence), but because they had a diverse set of complementary characteristics and understood how to work together, or what we call Cognitive Diversity.

 If you are looking to hire talent into your team, we ask you to consider the performance-diversity trade-off:

  • If you hire for traditional notions of performance, you will have a team that is well-positioned to work and execute goals in a specific and consistent way but struggle with agility and flexibility.
  • If you hire for diversity and plan to complement and close existing talent gaps, you’ll have a team that is adaptive, inclusive, creative and able to overcome any problem that comes its way. 

At Deeper Signals, we are pioneering new approaches that enable smart firms and managers to square the circle: identify the qualities of high performance and talent, but also warn of conformity and not enough cognitive diversity in the talent pool. These insights help leaders build teams that are fit for purpose and future ready.

Leadership is always about tradeoffs. Time to trade-in old approaches for new. 

Recent posts
Guides & Tips
Top 10 Benefits of Skills-Based Hiring for Modern Organizations
Discover how skills-based hiring can revolutionize your recruitment process and enhance organizational performance. Explore the top 10 benefits, including improved job performance, better retention rates, and increased diversity.
Read more
Guides & Tips
Talent Analytics Decoded: Optimizing Organizational Planning
Learn how to leverage data-driven insights to visualize team diversity, identify high-potential employees, and eliminate bias in talent analytics for an optimized and inclusive workforce planning.
Read more
Articles
Why Soft Skills Are Your Company’s Secret Weapon
Soft skills are crucial for thriving in today's competitive landscape, fostering a healthier and more efficient work environment. Learn how tools like the Core Drivers Diagnostic can help your organization develop these essential skills for long-term success.
Read more
Guides & Tips
Guide to Employee Soft Skills Assessments
The significance of employee soft skills cannot be overstated. Organizations increasingly prioritize employees with diverse soft skills set. Learn about how to assess them effectively in this guide.
Read more
Guides & Tips
The Ultimate Guide to Supporting Employee Growth
Discover strategies for promoting employee development to stay competitive and innovative. Learn how to create a culture of continuous learning and success by investing in your talent.
Read more
All posts
Hire for diversity, not performance
Customer
Job Title

You've built a team of exceptional workers, who do a great job of delivering their outputs. You have nurtured this group carefully over a couple of years, using talent assessments to match employee profiles to that of high performers. Given this, the group is a lot the same — kind of quirky, introverted, naive, a bit obsessive and they love routine, but work quality is high and productivity good.

And then a pandemic hits.  

Suddenly this group’s routines, important rituals and processes are completely disrupted. Now they all want your attention individually, and they seem lost and unable to cope with the back-to-back Zoom calls, working from home and changed systems. Never mind quality, getting anything done seems impossible.

Organizational change drastically confounds the traditional ways we go about hiring and developing employee talent. Traditional ways of using talent assessments for hiring are overtly biased: they filter out some people because their characteristics don't fit a pre-defined high performer profile, and select people who are all similar. 

Psychologists have pushed this technique because it works well. But only if the job requirements remain constant and the world doesn't change. The need for diversity and variability in talent that can respond to change is often overlooked, and in its place, predictability and conformity are (well-intentionally) sought after. 

If it wasn’t already obvious, 2020 showed us that our teams and organizations need to have flexible, diverse and adaptive talent as all industries are not magically insulated from real world events.

Rather than cultivating employee talent that is tightly mapped against a “cookie-cutter” set of high-performance competencies, smart firms and leaders seek greater variability in their hires  — even if that costs a little bit of performance. Resilience, creativity, and adaptability beat high performing clones every single time there is a change or a disruption to 'normal'.

Human history is replete with examples of teams that went on to succeed and achieve ambitious goals, not because they all conformed to traditional notions of talent (i.e. experience, technical expertise and intelligence), but because they had a diverse set of complementary characteristics and understood how to work together, or what we call Cognitive Diversity.

 If you are looking to hire talent into your team, we ask you to consider the performance-diversity trade-off:

  • If you hire for traditional notions of performance, you will have a team that is well-positioned to work and execute goals in a specific and consistent way but struggle with agility and flexibility.
  • If you hire for diversity and plan to complement and close existing talent gaps, you’ll have a team that is adaptive, inclusive, creative and able to overcome any problem that comes its way. 

At Deeper Signals, we are pioneering new approaches that enable smart firms and managers to square the circle: identify the qualities of high performance and talent, but also warn of conformity and not enough cognitive diversity in the talent pool. These insights help leaders build teams that are fit for purpose and future ready.

Leadership is always about tradeoffs. Time to trade-in old approaches for new. 

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Recent posts
Guides & Tips
Top 10 Benefits of Skills-Based Hiring for Modern Organizations
Discover how skills-based hiring can revolutionize your recruitment process and enhance organizational performance. Explore the top 10 benefits, including improved job performance, better retention rates, and increased diversity.
Read more
Guides & Tips
Talent Analytics Decoded: Optimizing Organizational Planning
Learn how to leverage data-driven insights to visualize team diversity, identify high-potential employees, and eliminate bias in talent analytics for an optimized and inclusive workforce planning.
Read more
Articles
Why Soft Skills Are Your Company’s Secret Weapon
Soft skills are crucial for thriving in today's competitive landscape, fostering a healthier and more efficient work environment. Learn how tools like the Core Drivers Diagnostic can help your organization develop these essential skills for long-term success.
Read more
Guides & Tips
Guide to Employee Soft Skills Assessments
The significance of employee soft skills cannot be overstated. Organizations increasingly prioritize employees with diverse soft skills set. Learn about how to assess them effectively in this guide.
Read more
Guides & Tips
The Ultimate Guide to Supporting Employee Growth
Discover strategies for promoting employee development to stay competitive and innovative. Learn how to create a culture of continuous learning and success by investing in your talent.
Read more
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