A ‘marker’ is an observable trait, condition, characteristic, or factor that identifies the presence of, or a probable increased predisposition to certain identifiable conditions, behaviors, capacities, or risks. Markers occur in many sciences (e.g., environmental, DNA, medical, psychological, organizational behavioral, and sports performance research, etc) and they are used to make early reference or inductive reasoning about the current state and future probability of certain conditions or behaviors of individuals, groups, or events. For example in medicine, the evidence of a single cancerous cell may be a marker of increased cancer risk, and may lead to recommendations of preventative monitoring. Whereas the identification of many cancerous cells in a patient may identify or mark a decision-making tripwire signaling to the examiner an immediate risk of serious cancerous condition impacting the present health of a patient, and lead to a recommendation for immediate or near-term intervention action.

It is said that ‘the past is prologue’ and this is certainly true in identifying top talent. In talent selection, a candidate’s past is one of the best predictors of a candidate’s future, and provides the recruiter with many discernable markers, or indicators of a candidate’s future performance. ePraxis has identified dozens of discernable and predictive behavioral and experiential markers that are identifiable from a candidates past behaviors and performance. These markers, or tell-tale signs, provide ePraxis’ talent selection team with a view to a candidates current state and future success. These talent selection markers when identified in a candidate identify current state or predict future conditions or performance expectations of candidates. For example, candidates that show up habitually late for interviews, or who routinely miss deadlines, or make repeated excuses for non-timely performance can be expected to have a life pattern of being late; they should not be expected to perform differently when in the new position.

Another example of a predictable behavioral marker is a candidate’s history of project or task completion particularly started early in ones life; i.e., completing tasks regularly shows a pattern of commitment, follow-through, stick-to-it-ness, and determination. Examples observable in a candidate might include: a candidate earning their Eagle Scout Award or other milestone achievement – something that requires many months of continued work, attention, and follow-through, and many start but few achieve this award; a candidate starting and completing college in a conventional or accelerated time shows commitment; a candidate that works and puts themselves through school and completes their education shows high determination and resolve to complete important tasks, and this behavior can be expected to continue.

ePraxis has complied from state-of-the-art academic research, professional studies, and our own internal candidate data analyses, a sizable list of predictive and reliable candidate markers, and this is our own ‘special sauce’ that gives us such an advantage helping our clients with science-based talent selection methods.

About Severin Sorensen

Severin Sorensen, is a serial entrepreneur, headhunter, executive coach & Vistage Chair, with expert skill sets in senior-level executive recruiting and search, who finds great passion in igniting executive and company performance, high growth business models, growing management teams, & leveraging LEAN manufacturing processes for execution success.

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