Strategies for Attracting, Selecting & Retaining High Performers
Hiring high performers is one of the most important things a business can do. Yet many companies still get it wrong far too often. In this blog, we will tackle insights from Mark Purbrick, Managing Director of Peoplogica, explore why traditional hiring methods don’t work, and how to fix them.
Mark brings over 30 years of leadership and boardroom experience across industries like hospitality, retail, government, and agribusiness. He's also one of Australia’s early adopters of people analytics, a science-based approach to making smarter hiring decisions. Mark’s mission is to help businesses move beyond gut instinct and guesswork and start using data to attract and retain top talent.
One stat he shares says it all: the old-school method of resume + interview + reference check only gets the right hire 26% of the time. But with the right analytics and tools, that success rate can jump up by 300%.
If you're a leader wondering how to build a stronger, more engaged team, this blog’s for you. Let’s take a closer look at Mark’s insights and what they mean for your hiring strategy.
Why Hiring Mistakes Happen
According to Mark, the problem isn’t just about having the wrong process. It’s about mindset. Many business leaders, especially those with years of experience, assume they know how to hire. But the numbers say otherwise. Most organizations miss the mark 3 out of 4 times when trying to bring in top performers.
So, what makes someone a high performer in the first place?
It’s not just about technical skills. High performers also lead by example, lift team morale, and consistently go above and beyond. Unfortunately, these traits are rarely captured through traditional hiring steps.
As a leader, ask yourself one powerful question: “Would I rehire this person, without hesitation, tomorrow?”
If the answer is yes, you've probably got a high performer. If not, it might be time to look at whether your leadership environment is setting that person up for success or holding them back.
The Step-by-Step Guide to Better Recruitment
Recruiting top talent doesn’t have to feel like a mystery or a gamble. With decades of experience helping organizations hire smarter, Mark breaks down a clear, practical hiring approach that’s focused on people and performance, not guesswork.
Here’s what it looks like:
Step 1: Know Exactly Who You’re Looking For
Before you post a job ad, get crystal clear on the kind of person who will thrive in the role. This includes their personality traits, motivations, and behavioral strengths, not just the technical must-haves.
Mark and his team use people analytics to help businesses define these benchmarks so they can attract the right kind of candidate.
Step 2: Write Job Ads That Actually Attract the Right People
We see it all the time. Many companies post vague or copy-paste job ads that don’t attract high-quality applicants. The best job ads talk to the right person. They show what kind of work they'll be doing, how they’ll grow, and what kind of environment they’ll be joining.
Mark calls these “targeted job ads,” and they tend to get 3 to 6 times more qualified applicants.
Step 3: Screen and Interview with Purpose
The way you run your recruitment process reflects your professionalism and values. Every candidate deserves your time, your clarity, and your respect.
Once applications start rolling in, it’s tempting to lean on instinct. But Mark warns against three major mistakes that show up in the selection process:
Overpromising during the interview - This breaks what’s known as the psychological contract, or an unspoken agreement between employer and employee.
Don’t exaggerate perks or career growth just to get someone to say yes, because if this turns out to be not true, it can erode trust between you and the team member.
Relying on snap judgments - Many hiring managers make decisions too fast based on superficial cues. But remember that first impressions can be misleading.
If you’re trying to get the most value out of your recruitment process with limited resources, start with a validated, reliable psychometric assessment. It’s a decision-making powerhouse that helps ensure you're bringing in the right people for the right reasons.
Letting unconscious bias sneak in - Subtle biases can eliminate great candidates before they even get a shot. Mark advocates using psychometric assessments upfront to create a fair, level playing field, especially for roles that receive a high volume of applicants.
Remember, just because someone isn’t your cup of tea doesn’t mean they won’t thrive in the role. It’s not about hiring people you like, it’s about hiring people who will perform.
The High Cost of a Bad Hire
Bringing the wrong person into your team or losing someone truly outstanding can quietly cost your business more than you realize. It leads to wasted time, frustration, lost productivity, and even team morale issues. Managers often find themselves stuck in damage control: fixing errors, managing conflict, retraining, or trying to get things back on track.
And for small to medium-sized businesses, the stakes are even higher.
Hiring and retaining the right people is one of the smartest investments you can make. That’s why Mark urges leaders to be intentional, from the very start. Identify your top talent early, support them consistently, and put real effort into creating an environment where they can grow.
And it starts from Day One.
Why Retention Is Just as Important
When it comes to building a team of high performers, Mark shares one clear piece of advice: stop relying on gut instinct to make hiring decisions.
While companies are investing in modern tools for finance, operations, and sales, hiring decisions are often still based on “gut feel.” And this is a missed opportunity.
According to Mark, the most powerful shift you can make is to start using data and technology to guide your hiring process. By matching a candidate’s traits and behaviors with the actual demands of the role, you improve both hiring and retention outcomes.
The ROI is real and far outweighs many other business investments, and it shows up in better teams, stronger culture, and better business results.
Building High-Performing Teams Starts with Mindset
This isn’t about reinventing the wheel. It’s about embracing a mindset of continuous improvement and being willing to upgrade the outdated systems that are holding your team back. As Mark said, leadership is a mindset, and strong leaders are always looking for ways to improve, not just in their people, but in the processes that support them.
Here are my three biggest takeaways from this topic:
Recruitment is a process, not a guessing game.
Mark emphasized that when you approach recruitment as a defined process, with tools, systems, and checkpoints, you greatly improve your chances of hiring and keeping high performers. Refine your approach and use tech that supports smart, data-informed decisions.
Great leaders are self-aware.
If someone on the team isn’t hitting the mark, leaders don’t jump to blame. They look inward first. Have I created an environment for this person to succeed? Have I coached them effectively? This level of accountability is what sets strong leaders apart.
Every candidate deserves respect.
The hiring experience leaves a lasting impression, whether someone gets the job or not. Leaders who treat candidates with transparency and kindness leave a legacy of goodwill, and that matters.
Mark’s insights are a powerful reminder that leadership isn’t about having all the answers. It’s about asking better questions, upgrading your mindset, and committing to smarter systems.
Got thoughts or questions about this episode? I’d love to hear from you! Drop your feedback in the comments below or on YouTube.
For more insights and examples, you can also tune in to the full podcast episode here: Attracting, Selecting & Retaining High Performers with Mark Purbrick
