1. HIG H POTENTIA L SEL ECT IO N
IDENTIFYING HIPO’S IS ESSENTIAL TO SUCCESS
Few organisations have learned how to fully leverage their high potential
(HIPO) employees. Many fail to identify this critical resource and lose out
when they jump ship or are promoted too quickly. HIPO’s are employees
who have the potential, ability and ambition to align to successive
leadership positions in an organisation.They are characterised by having the
capacity to grow rapidly and thereby are worthy of investment in time and
resources. Identifying HIPO’s effectively is essential to the success of any
programme; subjectivity or cronyism have no place in such a process and
only serve to undermine the perceived value of the programme to other
genuine HIPO’s. Decisions on who to place into a HIPO programme must
be made using transparent decision making criteria and be based on
objective and accurate data.The rating process should be standalone and
not get lost in a wider talent review programme in order to give it proper
focus. Research should look to factors that predict likely future behaviours;
candidates should have a solid track record in their past performance.
TEN FACTORS IN HIPO ASSESSMENT
Global leadership firm Development Dimensions International (DDI) have
identified 10 common factors in high potential assessment, they are:
1. Propensity to lead 2. Capacity to bring out the best in others. 3.
Authenticity. 4. Receptivity to feedback. 5. Learning agility. 6. Fit with culture.
7. Passion for results. 8.Adaptability. 9. Conceptual thinking. 10.Ability to
live with and navigate ambiguity.They also explain where a lot of
organisations fail in the HIPO selection process.They indicate that it is
essential to separate Potential from Performance and Readiness.While an
employee might show signs of having increased capability, they must also
prove it to be a fact by having above standard experience in current and
previous roles. DDI further suggest that the individual’s competencies,
experience, knowledge and personal attributes must now be lined up as
ready to meet the requirements of a new role.
Standalone Rating
Objectivity
Future Focussed
Frequent Feedback
Wider Message
www.hrmrecruit.com
HIPO selection
should avoid
favouritism,
cronyism and
subjectivity.
Otherwise the real
talent will not value
your programme.
TAL ENT MAT TERS

2. MANAGING AND RETAINING HIPO’s
Managing and retaining HIPO’s is more difficult than it might seem, a
significant proportion of those chosen leave before the next internal role
arises. Frequent measurement and feedback is key to keeping HIPO
employees engaged along with aligning their path to the future vision for
their organisation as well as their contribution to achieving that.While
some firms choose to be discreet about who the HIPO employees are, in
reality it gets out and this lack of transparency often results in alienation of
others. Often organisations feel that being selected for a HIPO programme
is reward enough in itself, it’s not. Special reward programmes are essential
for HIPO employees but don’t have to be just about cash.Where cash is
involved it should, where possible, be directly linked to the achievement of
specific company objectives and achieved through effective performance on
the HIPO programme.
HIPO programmes can be costly to operate and require significant
balancing to be impactful.Timing the rise of a chosen employee is as
important as their selection in order to ensure they are not overwhelmed
or under prepared for the succession need when it arises. Nonetheless, to
achieve their missions and goals, organisations must have the right people
in the right place at the right time and external appointments are not
always the best solution. Initiatives such as HIPO selection and
development can make a significant difference over and above the specific
talent need as they send powerful messages to the wider organisation on
what might be possible for others.
www.hrmrecruit.com
TAL ENT MATTERS
HIPO’s, much
like recently
graduated
MBA’s in your
organisation,
are tricky to
keep. They are
impatient for
their next
challenge.