Assessing candidate’s potential, regardless of whether they’re within or outside the firm, is increasingly more important in a dynamic workplace. In a changing work setting, future potential is more valuable than past experience. Experience still counts. But future potential is becoming increasingly important. HR still relies on the behavioral interviewing technique. "Can you explain a time when you had to do ... " is a typical approach. How then do we assess people based on their future potential? Is it reliable? With the world transforming at a dizzying rate, beyond apparent major trends, it’s tricky to predict what the future holds. What’s worked in the past is therefore no guarantee that it will work in the future. With the relentless intrusion of AI, the way jobs are done is constantly transforming. Some jobs are disappearing. Some jobs are emerging. In this milieu, future potential rather than past competency is a more prized. This short webinar will provide you with some practical ways of assessing future potential. This information comes from Dr Tim Baker's forthcoming book, "The Future of Human Resources: Unlocking Human Potential."

1. Hire on Future
Potential or Past
Performance?
Dr. Tim Baker
tim@winnersatwork.com.au
www.winnersatwork.com.au

2. Dr. Tim Baker

3. Isn’t behavioral
interviewing the
best way to select
the right candidate
for the vacant job?

4. Future
Potential
Characteristics Special offer

5. The Stages
in the
Employee’s
Lifecycle
Recruitment & selection
Induction & onboarding
Training & Development
Reward & promotion
Exit interview & departure

6. What Is Future Potential?
It is how quickly and effectively a person can adapt and respond to
changes in their surrounding work environment.

7. X factors
• Drive to excel
• Learning capability
• Enterprising spirit
• Dynamic sensors

8. Five Key Success
Indicators

9. Potential is the most important predictor of
success at all levels, from junior management
to the C-Suite and the board. I’m convinced
that organizations and their leaders must
transition to what I think of as a new era of
talent spotting—one in which their evaluations
of one another are based not on brawn, brains,
experience, or competencies, but on potential.
(Fernández-Aráoz 2014)

10. Takeaways …
• Use diagnostics to measure
potential
• Ask questions at the interview
and to referees that are based
on future potential
• Offer L & D programs to foster
the attributes of future
potential

11. What is Job Crafting
And How can It Be
Applied?
Dr Tim Baker
Fri, November 4, 2022
10am to 10:30am AEST
https://www.eventbrite.com/e/434204335857

12. RRP: $39 + postage on
Amazon
My price TODAY ONLY:
$22 + postage
Send me an email
tim@winnersatwork.com.au by COB today.