People are only perfect twice in their lives – when they are born and when they write their CV.
It is easy for a candidate to look great on paper. A little polish here and a touch of embellishment there. Instantly, their skills and experience match the role on offer. But the reality can be very different.
So what is the secret to unearthing top performing Project Managers? The best techniques to dig beyond the gloss of a CV and identify genuine talent? The high achievers in the top 10% of their field?
During my 16-year career, I have interviewed in excess of 4000 people across the mining, energy and infrastructure sectors. I can say for certain that the information you need is always hidden in plain sight. Right there in a Projects Manager’s work history.
The trick is looking into their CV, rather than across it. High achievers always leave a trail of evidence behind. It’s about knowing where to look, exactly what to look for and how to identify the patterns that reveal so much.
Results & Performance
Achievement drive – also known as ambition, high performance or driven – is a strong indicator of a successful Project Manager. Top tier performers will always have examples of achievement drive throughout their CV. Examining their performance and delivery of project outcomes is the best place to start.
Talent displays in several ways including:
- Constant career progression – working on larger and more complex projects
- Securing promotions or pay rises
- Being highly motivated and delivering on project objectives
- Evidence of a desire to take on additional training
- Consistently delivering projects on time and within budget
Personality
Top performing Project Managers have several personality traits in common. One is the ability to work with a broad range of stakeholders to create harmonious relationships. They are good with people and solve people problems within stakeholder groups.
They are also constantly looking to improve, driven by results and have a strong sense of urgency. Top performers don’t make excuses. Instead, they take ownership for project related issues that occurred on their watch. They rarely miss deadlines and deliver on budget. But if something does go wrong, you will never hear them say, “It was due to factors out of my control”.
Evidence of achiever drive is also found in the way they answer questions relating to past learnings, such as “What mistakes did you make, what did you learn and what would you do differently next time? ”Top performing Project Managers are always looking to improve and their answers reveal this.
Career Gaps & Career Progression
If high achievers do have a career gap, they utilise their time away from the job better than most. Many undertake self-initiated training or professional development during a break.
Exploring the reasons they left previous roles and why they chose the next one also provides valuable insights. Leading Project Managers choose each role strategically. How will it boost their CV, progress their career or provide experience in a new field or skill set? They demonstrate a consistent pattern of delivering more complex projects.
Top performers always focus on the professional growth available in their next role. In contrast, low-to-mid tier performers are more likely to choose their next role based on location, salary or security.
Recognition
Recognition is one of the biggest factors in identifying a high performing Project Manager. It provides concrete proof to support all other indicators. Every achievement from a promotion or pay rise to awards and taking on increasingly complex projects tells a story.
Another good indicator is when a Project Manager follows their superiors to a new role. This shows they are well regarded and valued for their ability to deliver projects successfully.
Searching for patterns is the key to unearthing leading Project Managers. High performers leave a trail of evidence if you know where to look. A detailed work history review will reveal evidence related to performance, personality and achiever drive that not only reduces the risk of a bad hire, but puts you in the box seat to identify and secure the industry’s top performers.
