The demand for individuals to occupy positions or roles that requires a high level of psychological resilience is
soaring regardless of location, form of organisation or industry, but unlike many other professions, selection of
individuals to roles that demands a high level of psychological resilience shows to be a challenge for many
organizations. We define these individual as a high performance professionals (HPP). 2 out of 3 recruitment/selection
managers interviewed find the most complicated and difficult recruitment processes to be related to the recruitment
of HPP. The challenges are multiple; verification of skills, motivation, cultural match, level of psychological resilience
etc. In addition, talent acquisition leaders report that the number of applicants to vacant HPP positions will increase
the next years but their recruiting teams will remain the same size or even contract. This means recruiters will be
expected to become more efficient by “doing more with less.”, adding to the challenge is the complicated access to
professional recruiters specialized at recruiting individuals to positions and functions that require extraordinary
psychological resilience. Today a significant part of the selection process of HPP are done manually through
interviews which in some cases are supported by generic psychometric tests (not dedicated for HPP), the
consequences are dire, 2 out of 3 selections are in retrospective shown to be a mismatch.
Applying dedicated selection tools for HPP which are automated and which apply AI in the prediction and selection
process represents a boon for recruiters if we can successfully automate time-consuming, repetitive tasks and most
importantly improve the quality of the assessment of each candidate by providing unbiased predictive matching
scores.