The Best Way To Distinguish HiPo Employees
Employees with the ability and aspiration to rise and succeed in their professional domain are categorized as Star Performers or HiPo Employees. They are valuable assets with a driven and ambitious mindset to deliver quality work and demonstrate a strong work ethic and consistent initiative.
You will be surprised to hear, just five percent of most workplaces are made up of high-potential employees, according to the Harvard Business Review. These individuals are most valuable to your company and recognizing their contribution is important.
Identifying HiPo employees is difficult. About 50% of HR Staff have expressed their concern regarding HiPo programs as they feel hiring the right candidate at times becomes difficult.
So how do you measure which candidates are HiPos? or Which candidate do you think is perfect for a particular job role?
To distinguish HiPo Employees from other employees, an assessment should be designed to understand their Talent Acquisition & Management Skills. Through this assessment, we understand an individual?s skills, organizational fitment, and development needs. An organization needs to focus on the development and grooming of professionals which will help them to accelerate their growth path.
Here are a few tools that can help:
- Case Study
- BEI (Behavioral Event Interviewing)
- Role Play
- Business Games
- Group Discussion
- Presentation
These tools help the professionals to witness real-life situations in a given project and how to tackle and deal with the crisis and complete the tasks assigned to them.
At Wheebox, we conduct multiple assessments so that you understand the characteristics and whether they will be an asset in the future.
The assessment and its pattern keeps changing based on the requirements of the job role of every organization.
Assessments like Managerial Potential Competency Assessment Profile, are important as managers are one of the most important assets of an organization. MAP assessment provides a realistic picture of the scenarios that managers face and enables the organization to identify individuals who can effectively utilize managerial competencies to tackle challenges. Driving for results, planning and organizing, driving and managing change, people leadership, teamwork, client centricity, problem-solving and decision making, analytical thinking, and strategic perspective are a few competencies to identify which selected candidate can be suited for this leadership role in an organization.
Post assessment, interpretative feedback can be incorporated in the employee development process. In some cases, an individual's manager can also make a more informed decision on whether the person will be effective in a new role.
The competencies for MAP have been referred to by Boyatzis, R.E. , Bucker and Poutsma, Sturgess, G.
To understand the cognitive abilities and intelligence of a professional, INSIGHT 360 Assessment is designed to measure a candidate's problem-solving, verbal reasoning, and numerical reasoning. The test helps users to map their aptitude required to perform and achieve success.
The parameter in which they evaluate the assessment is problem solving skills. It is the process of using a rational, systematic series of steps based on sound mathematical procedures and given statements to arrive at a conclusion. This skill helps to gauge an individual's critical thinking skills.Verbal reasoning tests assess a candidate's understanding and comprehension skills.
The Numerical Reasoning assesses knowledge of Ratios, Percentage Increase/Decrease, Cost and Sales Analysis, and Currency Conversions.
Leadership is one of the important skills every employee should have. Leadership Competency Index Assessment assesses six leadership dimensions that are essential to successfully lead an organization and its people. The assessment provides a measure of an individual's readiness to take on future leadership roles and helps organizations maximize their leadership: finding the right leaders and placing them in positions where they'll drive business and thrive.
At the end of all the Assessments, reports are based on a few parameters to judge the capability and potential of a professional:
At Wheebox, all the assessments are designed and administered Virtually. These assessments evaluate managerial and administrative potential. It helps to identify high-potential candidates and employees with strong leadership and managerial skills with great predictive validity.
It is rightly said that one size does not fit all, and this is completely applicable to assessments as well. Assessments are a powerful tool. If used right, it helps companies assess their employees better & hire the best potential talents. Personalized assessment is needed, especially when we assess skills. These personalized assessments provide a comparative study to a candidate about their areas of expertise and improvement and provide an organization to judge a candidate well.
Next time before Hiring any candidate, you can take help from the Wheebox Assessments Tool. It can be customized for all levels of your employees throughout their employee life-cycle, starting from frontline employees to managers and other senior positions!
